THE FIGHT IS ON
Eighty percent of large employers are concerned about the U.S. opioid epidemic, according to the National
Business Group on Health. Many leaders
are working directly with their health
plans and pharmacy beneft managers to
curb abuse, using the following strategies:
Limiting the quantity of pills on initial
Restricting coverage of opioids to a network of pharmacies or providers.
Expanding coverage of alternatives for
pain management, such as physical
Providing workplace training on recognizing signs of abuse.
Encouraging physicians to talk about
the dangers of the drugs and alternatives for pain management.
WHAT ABOUT TESTING?
Some employers are taking their eforts
a step further—by implementing opi-oid-specifc drug screens. But is such
testing legal? It is, experts say, as long as
certain procedures are followed.
According to Laura Shelton, executive
director of the Drug & Alcohol Testing
Industry Association in Washington, D.C.,
you can lawfully test for opioid abuse as
State drug-testing laws are followed.
A medical ofcer reviews positive
results to ensure that an employer is informed only of illegal prescription drug
use for which the worker has no valid
Your drug-free workplace policies specify which substances are prohibited.
—Stephen Miller, CEBS, and Allen Smith, J.D.
STAMPING OUT SEXUAL
HARASSMENT: 4 VIEWS
Attorney and author Jathan Janove recently asked an array of busi- ness thought leaders for their take on how to eradicate workplace sexual harassment. Here’s what some of them had to say:
“I believe … zero tolerance for bullies, whose behav-
ior is often overlooked on the grounds that they are
high-performers, would protect potential harass-
ment victims while building more humane
and far more productive cultures.”
Co-author with Marshall Goldsmith of the coming book How
Women Rise (Hachette Books, 2018)
“Teaching employees to filter their conversations and
body language through the eyes of a family member or
child—to speak as if your mother is listening
or consider if you’d want your son’s boss to
speak to him this way—is a simple, yet very
efective, investment that changes culture.”
CHRO and best-selling author
“Using the lessons of the ‘It’s On Us’ campaign in col-
lege campuses, employers and employees should
launch an ‘It’s On Us @Work’ campaign. [It] would galva-
nize the collective eforts of everyone in a workplace to
be engaged actors in stopping harassment.”
Commissioner of the Equal Employment Opportunity Commis-
sion and co-author of the Report of the Select Task Force on the
Study of Harassment in the Workplace
“First and foremost, get legal advice before doing
anything. Second, document, document, document—and
take it home from work. Finally, tell at least two trusted
colleagues. In the ‘he said/she said’ world we live in,
you need to make sure you have witnesses.”
Author of Be Fierce: Stop Harassment and Take Your Power
Back (Hachette Center Street, 2016)