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Drug - Free Workplace Evaluation

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Introduction

Drug - Free Workplace Evaluation Chemical Dependency in the Workplace PSY/425 Drug - Free Workplace Evaluation - St. Louis University Most, if not all, universities have developed a Drug-Free Workplace plan. Many universities have multiple locations, with some locations being in foreign countries, and they must be knowledgeable of the local drug and alcohol regulations. St. Louis University is one of these universities with locations in St. Louis, Missouri, Illinois, and Spain. In 1989 the university developed their Drug and Alcohol Abuse Prevention policy. Their drug and alcohol abuse prevention policy is very detailed. In this policy they discuss their view on the importance of early recognition and treatment of the abuse of drugs or alcohol in successful rehabilitation. In the St. Louis University employee handbook it clearly states their policies regarding the drug free workplace. St. Louis University is devoted to maintaining a drug and alcohol free workplace at each of their three campuses. "St. Louis University is committed to maintaining a safe, healthful, and efficient environment which enhances the welfare of our employees, students, patients, and visitors." ...read more.

Middle

"St. Louis University is concerned with the well - being of its staff members and their families and is aware that personal problems can influence job performance." (St. Louis University, 2002) Members of the university staff, any immediate family, or even those living with the staff member are encouraged to get in touch with the Employee Assistance Program if the need arises. Most might think of an employee assistance program as merely an employee benefit. Actually, employee assistance programs are more than a benefit to an employee, they are a cost savings mechanism for the employer also. Many Fortune 500 employers have done research on these programs and have chosen to spend hundreds of thousands of dollars annually because they see the benefit to the company also. Whether the company is large or small, the employee assistance programs will save in reduced absenteeism, reduced injury and errors on the job, reduced turnover, enhanced productivity, better staff morale, and reduction in the amount of time the supervisor spends helping resolve personal problems of the employees. ...read more.

Conclusion

When it is initiated by a supervisor, the supervisor is kept informed if the appointments are being kept and what is the best way to assist the employee being counseled. The Drug and Alcohol Abuse Prevention policy of St. Louis University is very clear that they will not tolerate the use and abuse of illicit drugs or alcohol. In their handbook they inform the employees of the Employee Assistance Program which is there to benefit both the employee and the employer. They encourage the used of the program for the safety of staff members, students, and visitors on their campuses. The use of these policies indicates that St. Louis University thinks highly of their employees and has an interest in their health and livelihood. (03/20/2002). Human resources: Drug and alcohol abuse prevention. Retrieved May 6, 2008, from St. Louis University Web site: http://www.slu.edu/services/HR/policies_drugalc.html Blum, T.C. & Roman, P.M. (1995). Cost-effectiveness and preventive implications of employee assistance programs. Rockville, MD: U.S. Department of Health and Human Services, Substance Abuse and Mental Health Services Administration, Center for Substance Abuse Prevention. ?? ?? ?? ?? ...read more.

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