In July 1997, the Ohio Bureau of Workers’ Compensation (BWC) introduced an incentive program, called the Drug-Free Workplace. It was designed to help employers prevent and intervene on drug-related problems on the job. They revised this program in July of 2010, renaming it the Drug-Free Safety Program (DFSP). The goal was to strengthen the connection between drug-prevention in the workplace and employee safety. Participating employers can receive discounts from 4 to 7 percent on their workers compensation premiums.
Studies indicate that employers who implement the DFSP will provide greater protection for all employees, increase productivity, decrease accidents and the severity of accidents, reduce workers’ compensation costs and use of medical benefits by substance users, and protect the employer’s bottom line. The greatest value of this program is in its long-range benefits rather than the discount. Implementing the DFSP is truly a good business decision for any employer.
BWC’s DFSP offers employers the flexibility of two levels: the Basic and the Advanced level, each with its own set of program requirements. The higher the level of program, the greater the percentage of premium discount an employer may be eligible to receive. TriHealth EAP (formerly CONCERN Services) can provide services to accommodate the following five basic components required at each level of the BWC Discount Program.
Every DFSP starts with a written substance use policy to set the tone of the program, outline the responsibilities of the employer and employee, and fully explain the program. Employers are encouraged to involve all levels of employees in the development of the program. The BWC provides employers with details as to what should be included in the policy.
Employers must provide a total of one hour of education for all employees each program year. This training will include information about the company’s policy, information regarding the most widely-used drugs in Ohio, the potential dangers of drug-use on the job, the disease model of addiction, and signs and symptoms of substance abuse in the workplace. The education also includes information about community resources employees can go to for help for themselves or their family members.
Employers must provide a total of two hours additional informational and skill-building training to all supervisors the first year of the program (Bureau of Workers' Compensation Drug Free Workplace Mandatory Alcohol and Drug Training). Each subsequent year supervisors must receive a one-hour refresher course. New supervisors should receive at least two hours of training within six weeks of becoming a supervisor.
TriHealth EAP is a certified trainer for the Workers’ Compensation Discount Program, offering this education for both the DFSP employee and supervisor trainings. TriHealth EAP can provide these training directly to company employees, or can train a company manager to conduct the training, through the Train the Trainer Program. A discount is given to TriHealth Corporate Health client companies. Contact us for specific information regarding this training.
The heart of every DFSP is drug and alcohol testing. The employer’s written policy must clearly spell out all aspects of drug and alcohol testing, including cut-off levels and the procedures or protocols that define the testing process.
Our division, Corporate Health, offers six occupational medicine sites, conveniently located throughout the city, plus after-hours locations at the following TriHealth emergency departments: Bethesda North Hospital, Good Samaritan Hospital and Bethesda Medical Center at Arrow Springs. For more information about the testing program contact us.
The program is spread over a five-year time span with three levels of participation. Each level of participation successfully implemented results in increasing discounts to Bureau of Workers' Compensation premiums.
Basic Level:Employee Assistance is a cornerstone of any Drug-Free Safety Program. The BWC’s DFSP offers a progressive approach to employee assistance, with additional services required for higher program levels.
The written DFSP policy must clearly express management’s commitment to help employees with substance-use problems, with options for assessment information, referral to assessment and/or treatment and a general commitment to rehabilitation. This policy should inform the workforce of available Employee Assistance services. In addition, the written DFSP policy should identify who will pay for the services associated with an assessment and treatment.
A Employee Assistance Plan does not imply that an employer will provide treatment for a employee with a substance-use problem. However, the employer must identify a plan of action and applicable resources for employees who seek help on their own, who are referred by management for a possible problem with alcohol/drugs or who have a positive alcohol/drug test.
Toll Free (800) 642-9794