15 U.S.C. § 654: Paul D. Coverdell drug-free workplace program

a written policy, including a clear statement of expectations for workplace behavior, prohibitions against reporting to work or working under the influence of illegal drugs or alcohol, prohibitions against the use or possession of illegal drugs in the workplace, and the consequences of violating those expectations and prohibitions; drug and alcohol abuse prevention training for a total of not less than 2 hours for each employee, and additional voluntary drug and alcohol abuse prevention training for employees who are parents; employee illegal drug testing, with analysis conducted by a drug testing laboratory certified by the Substance Abuse and Mental Health Services Administration, or approved by the College of American Pathologists for forensic drug testing, and a review of each positive test result by a medical review officer; employee access to an employee assistance program, including confidential assessment, referral, and short-term problem resolution; and continuing alcohol and drug abuse prevention education. that has not less than 2 years of experience in carrying out drug-free workplace programs; that has a drug-free workplace policy in effect; that is located in a State, the District of Columbia, or a territory of the United States; and to develop comprehensive drug-free workplace programs or to supply drug-free workplace services; or to provide other forms of assistance and services to small business concerns; or that is eligible to receive a grant under chapter 2 of the National Narcotics Leadership Act of 1988 ( 21 U.S.C. 1521 et seq.). applicant for employment; employee; supervisor; manager; officer of a small business concern who is active in management of the concern; and owner of a small business concern who is active in management of the concern. means a licensed physician with knowledge of substance abuse disorders; and employee of the small business concern; or employee or agent of, or any person having a financial interest in, the laboratory for which the illegal drug test results are being reviewed. There is established a drug-free workplace demonstration program, under which the Administrator may make grants to, or enter into cooperative agreements or contracts with, eligible intermediaries for the purpose of providing financial and technical assistance to small business concerns seeking to establish a drug-free workplace program. In addition to grants under paragraph (1), the Administrator may make grants to, or enter into cooperative agreements or contracts with, any grantee for the purpose of providing, in cooperation with one or more small business development centers, technical assistance to small business concerns seeking to establish a drug-free workplace program. Each grant made under this subsection shall be for a period of 2 years, subject to an annual performance review by the Administrator. The Administrator, after consultation with the Director of the Center for Substance Abuse and Prevention, shall provide technical assistance and information to each eligible intermediary under subsection (b) regarding the most effective practices in establishing and carrying out drug-free workplace programs. Each eligible intermediary receiving a grant under this section shall establish a system to collect and analyze information regarding the effectiveness of drug-free workplace programs established with assistance provided under this section through the intermediary, including information regarding any increase or decrease among employees in drug use, awareness of the adverse consequences of drug use, and absenteeism, injury, and disciplinary problems related to drug use. Such system shall conform to such requirements as the Administrator, after consultation with the Director of the Center for Substance Abuse and Prevention, may prescribe. Not more than 5 percent of the amount of each grant made under subsection (b) shall be used by the eligible intermediary to carry out this paragraph. The Administrator, after consultation with the Director of the Center for Substance Abuse and Prevention, shall provide technical assistance and guidance to each eligible intermediary receiving a grant under subsection (b) regarding the collection and analysis of information to evaluate the effectiveness of drug-free workplace programs established with assistance provided under this section, including the information referred to in paragraph (1). Such assistance shall include the identification of additional information suitable for measuring the benefits of drug-free workplace programs to the small business concern and to the concern’s employees and the identification of methods suitable for analyzing such information. evaluate the drug-free workplace programs established with assistance made available under this section; and submit to Congress a report describing the results of the evaluation under paragraph (1). contract with public and private entities to provide assistance related to carrying out the program under this section; and compensate those entities for provision of that assistance. Nothing in this section may be construed to require an employer who attends a program offered by an intermediary to contract for any service offered by the intermediary. There is authorized to be appropriated to carry out this section (other than subsection (b)(2)), $5,000,000 for each of fiscal years 2005 and 2006. Amounts made available under this paragraph shall remain available until expended. Of the total amount made available under paragraph (1) for each of fiscal years 2005 and 2006, not more than the greater of 10 percent or $500,000 may be used to carry out section 648(c)(3)(T) of this title . There are authorized to be appropriated to carry out subsection (b)(2), $1,500,000 for each of fiscal years 2005 and 2006. Amounts made available under this paragraph shall remain available until expended. Not more than 5 percent of the total amount made available under this subsection for any fiscal year shall be used for administrative costs (determined without regard to the administrative costs of eligible intermediaries). 74 percent of adults who use illegal drugs are employed; small business concerns employ over 50 percent of the Nation’s workforce; in more than 88 percent of families with children under the age of 18, at least 1 parent is employed; and absenteeism is 66 percent higher among drug users than individuals who do not use drugs; health benefit utilization is 300 percent higher among drug users than individuals who do not use drugs; 47 percent of workplace accidents are drug-related; disciplinary actions are 90 percent higher among drug users than among individuals who do not use drugs; and employee turnover is significantly higher among drug users than among individuals who do not use drugs. educate small business concerns about the advantages of a drug-free workplace; provide grants and technical assistance in addition to financial incentives to enable small business concerns to create a drug-free workplace; assist working parents in keeping their children drug-free; and encourage small business employers and employees alike to participate in drug-free workplace programs.” businesses should adopt drug-free workplace programs; States should consider incentives to encourage businesses to adopt drug-free workplace programs; and a reduction in workers’ compensation premiums; a reduction in unemployment insurance premiums; and tax deductions in an amount equal to the amount of expenditures for employee assistance programs, treatment, or illegal drug testing; and other incentives, such as the adoption of liability limitations, as recommended by the President’s Commission on Model State Drug Laws.”