The Warner Corporation, a 280-employee company that provides plumbing, heating, and air conditioning services, is reaping handsome benefits from its campaign against drugs.

In 1985, CEO Tom Warner established a drug-free workplace program in response to worsening job performance and other problems among his employees. These problems included 75 percent of apprentices dropping out of the company's two-year training program, an average of 111 accident claims a year, and skyrocketing insurance premiums.

Warner suspected employee substance abuse after learning how prevalent the problem was in the U.S. "When I learned that statistics show 20 percent of our population uses drugs and that in the Washington, D.C. area, at least 20 percent of the work force uses drugs every day, things started making sense."

Warner's substance abuse program includes pre-employment, pre-transfer, and post-accident testing. Counseling is available to employees who self-refer through the company's employee assistance program (EAP). The program provides employees who admit to a drug problem with confidentiality and access to a 28-day treatment program at the company's expense. Those who fail their drug test before requesting counseling are terminated with the option of reapplying in six months and being tested again.

Through its substance abuse program, the company saved at least $385,000 in one year from fewer accidents, which resulted in lower workers' compensation costs and vehicle insurance premiums. Workers' compensation claims decreased from 111 annually to just 35 five years after the program was in place. Lower claims translate into huge savings that grow each year. Additionally, Warner now has a waiting list of top-flight plumbing, heating, and air conditioning mechanics, saving the company $20,000 on personnel advertising costs annually. The number of apprentices completing the two-year course has increased from 25 percent to 75 percent, resulting in an annual savings of about $165,000.

Other less tangible benefits of a drug-free work force are also significantly helping Warner's bottom line. For example, employee morale has increased because employees feel the company is firm but fair and is doing its best to enhance safety. Better work quality and increased reliability have resulted in heightened customer satisfaction.

Through implementation of the drug-free program Warner has learned a few lessons. First, the company has discovered that drug abuse among employees is like a cancer in the work force.

"Second, we've found that most drug abusers would rather change employment than give up their drugs," observed Warner. This means that if other companies in town do not follow Warner's lead, the drug problem will persist.

"Third," he said, "a company needs to establish drug testing and drug abuse policies, make them known, and enforce them vigorously and without exception."