The Economic Consequences of Opioid Addiction in America

A Comprehensive Approach
If an employer has reasonable suspicion that a person is impaired at work or showing
signs of drug abuse, there are several ways to address it, Simo said. In addition to
ordering a drug screen, employers should have a physician do a medical evaluation, he
said. This can be helpful because a lot of people who look profoundly impaired could
actually be having a life-threatening event, Simo said. These evaluations can also
reveal whether there’s an addiction involved, he added.
Employers should have policies that allow for a recurrent drug testing program, and a
for-cause testing program, Simo recommended. And an employer’s medical review
officer should communicate with HR about findings and safety concerns and take action
as appropriate, he said.
An organization’s employee assistance program is also a good resource for workers
with substance abuse problems. EAPs are important in getting employees the help they
need and also help employers hold on to top employees with addictions.
Recruitment and hiring costs can sometimes be even more expensive than
rehabilitation, Simo said.
With regard to opioid abuse, he added, each policy should cater to the unique needs of
the workplace.
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