Article date: 11/2007
Since 2005, RVM Construction, a Lancaster based masonry construction company, has been actively involved with Working Partners® in developing and maintaining their EZ drug-free workplace (DFWP) program. Since implementation, RVM has always run a solid program, making sure all their requirements were met. Recently, this company went above and beyond the requirements and implemented some practices that are sure to benefit their bottom line.
We discovered RVM’s zeal for their DFWP in the days leading up to National Drug-Free Work Week. Working Partners® joined the Department of Labor in recognizing this 2nd annual event by organizing several educational and awareness events. Leading up to those events, many of our team reached out to clients about the campaign. When we spoke with Joyce McGlinchey, from RVM’s Human Resources department, we were thrilled to hear what she had planned for Drug-Free Work Week – and beyond!
Her plans included:
- Having ToolBox Talks every quarter,
- Creating “first-line fact sheets” and “fast facts” to be utilized as paycheck stuffers,
- Printing specific supervisor information to be distributed at supervisor meetings, and
- Making drug-free posters to hang in the office and to be placed in their job-site books.
The amazing part of this effort is the fact that it was initiated by a newer Program Administrator. Joyce has only been the P.A. since March 2007. She credits strong support from her administration for getting her off to a solid start and supporting her plans for Drug-Free Work Week.
When asked for tips that could be shared with new people assuming a DFWP P.A. role, Joyce offered some wise suggestions. She recommends staying on top of the documentation and focusing on organization of the program. “This will keep the newcomer from getting behind and having to try and cut corners,” she shared. She admits, however, that this can be the biggest challenge for an incoming P.A.. Trying to step into a system developed by someone else can be overwhelming, but setting aside time to work within that system or to develop your own is well worth it. “Like most things, the longer you ignore it the worse it gets.”
What’s also impressive about RVM’s decision to spend their time and energy on a drug- free program is the fact that no one is mandating that they do it! Unfortunately, some companies use their smaller size as rationale for doing the bare minimum or just enough to meet the Bureau of Workers Compensation’s (BWC’s) guidelines. Clearly, RVM has recognized the competitive advantage they have by going the extra mile in running a substance-free operation.
Joyce believes that the greatest advantage they have received by being drug-free is perhaps the increased quality of new hires. She was sure to mention that all of her recently hired personnel had passed their new-hire drug tests. “This is likely an indicator that those with substance abuse problems aren’t even bothering to apply,” she said. “The best way to deal with problem workers is to not even have them on the job in the first place.” RVM also has piece of mind knowing that this batch of employees is far less likely to have workplace problems and accidents than employees who are settling-in with competitors who don’t operate drug-free.
Congrats to RVM for making every week a Drug-Free Work Week!