Construction Accounting Article -
One Contractor’s Efforts to Combat Job-Site Substance Abuse
Target Audience: Construction Industry Professionals, Demolitions Contractor, Construction Company Owners, Construction Employees, Contractors
A successful demolitions contractor who worked mainly in a populous urban area got the phone call that every business owner fears: There had been an accident at one of his job sites. When all was said and done, no one was seriously injured, but the incident did cause a $15,000 loss.
After conducting an investigation, the construction company owner learned, much to his horror, that the employee responsible for the accident had been under the influence of illegal narcotics.
When he mentioned the incident to his financial advisor, the two immediately began brainstorming ways to combat any further substance abuse on his job sites. Some of the ideas they came up with were:
Developing a written policy. A clearly stated and formally written no-tolerance policy regarding substance abuse, drafted in consultation with an attorney, sets the tone for a drug-free workplace. Even including the phrase “drug-free workplace” in help-wanted ads can discourage users from applying in the first place.
Of course, the policy needs “teeth” — strict and visible punishments for violators. For instance, if an employee appears to be under the influence of drugs or alcohol on the job, the foreman or another manager should escort him or her from the premises and levy a short suspension. That way, while an investigation takes place, the employee won’t be in danger of causing a work-related injury and the company won’t be at risk for illegally terminating the worker.
Promoting employee awareness and training. Construction companies need to not only establish the expectation that employees will not use drugs on the job, but also educate them on the dangers of substance abuse. Additionally, supervisors should be able to recognize the warning signs of drug and alcohol use.
Providing employee assistance. An employee assistance program (EAP) or ties to local community agencies can encourage workers to seek help and support. In turn, they may be less likely to take dangerous risks while working.
The ideas the contractor and his financial advisor came up with turned out to be tremendously helpful. After assessing their costs and discussing their legal implications with an attorney, the contractor implemented a drug-free workplace program. Although time is the true test of any such effort, the results thus far have been quite reassuring.
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