Managers of ongoing care facilities seek to run a caring yet profitable operation, which means being able to qualify for good-quality assisted living insurance programs whose pricing reflects a history of good workplace safety and best practices. This would include the concept of dealing with substance abuse on the job.
With millions of admitted users of illegal drugs employed across the country, it’s a certainty that most business owners or managers will come into contact with these individuals at some point in time. Especially considering the nature of these facilities, where drugs intended for residents are in plentiful supply (and the residents themselves may not be aware of whether they have received the correct drug or indeed any drug at all), drug abusers may be drawn to work in such communities. That’s why a zero-tolerance workplace drug program can be beneficial to the facility.
Programs usually have five parts
A written policy–establishes the proscribed behavior and the rules that the employees are expected to abide by, including testing frequency and consequences of failing a test.
Management training–providing training to those in supervisory roles is important so that they can know what symptoms to look for in employees whose behavior on the job may indicate drug use.
Education for workers–educating employees is important so they are aware of the dangers associated with drug and alcohol abuse, realize the sanctions that they will face if it is determined they are under the influence, and are given information about the availability of employee assistance programs or other means of addressing such a problem.