Alcohol and other drug abuse is widespread in our society, and it affects us all in many ways. Although national, State, and local efforts have begun to show encouraging results, the problem of alcohol and other drug abuse remains a serious issue. No workplace is immune. In 1991 the National Institute on Drug Abuse reported that 68 percent of illicit drug users were employed. Employers who think alcohol and other drug abuse will never be a problem in their workplace should consider this: Job applicants who can't pass a drug test tend to apply to companies that don't test. Employers who have implemented drug-free workplace programs have important experiences to share:

• Employers with successful drug-free workplace programs report decreases in absenteeism, accidents, downtime, turnover, and theft; increases in productivity; and overall improved morale.
• Employers with longstanding programs report better health status among many employees and family members and decreased use of medical benefits.
• Some organizations with drug-free workplace programs qualify for incentives, for example, decreased premium costs for certain kinds of insurance, such as Workers' Compensation.
• Employers find that employees, employee representatives, and unions often welcome drug-free workplace programs. If you don't have a program your employees may be wondering why.
• Employers with drug-free workplace programs find that current users of alcohol and other drugs prefer organizations that do not have such programs. An effective program can keep you from being the employer of choice for users, abusers, and addicts.

The DRUG-FREE Workplace Act: THE BASICS Programs aimed at health promotion and alcohol and other drug abuse prevention in the workplace are not new. Recent legislation, however, has reinforced the importance of the workplace in combating alcohol and other drug abuse. In 1986 the President signed an Executive Order mandating that all Federal agencies be drug-free. In 1988 Congress passed the Drug-Free Workplace Act, which requires Federal grantees and recipients of Federal contracts of $25,000 or more to comply with the following:

• The employer must have a written policy that explains what is prohibited and the consequences of violating the policy.
• Employees must read and consent to the policy as a condition of employment on the project.
• The employer must have an awareness program to educate employees about alcohol and other drug abuse and addiction, the employer's policy, and available help, counseling, and assistance.
• Employees must disclose any conviction for a drug related offense in the workplace to the employer within 5 days after such conviction.
• Employers must disclose any conviction for a drug related offense in the workplace to the Federal agency with which the employer has a grant or contract within 10 days after receiving notice from the employee or others.
• Employers must make an ongoing effort to maintain a workplace free of drugs.