The following stories are from businesses across Oregon with active drugfree workplace programs. Each meets requirements which include a written substance abuse policy, supervisor training, an employee assistance program or employee referral information, and a level of testing.
 If you don't have a sufficient deterrent,drug users will own your company. Our drug-free policy enhanced our workplace productivity, which made a positive impact on our year-end profitability. 
— Sid Smith, President, Forest Grove Lumber Co., McMinnville
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Forest Grove Lumber - McMinnville, Oregon
Forest Grove Lumber Company enjoyed unprecedented growth and profitability in 2006. Five years ago however, drug use had left the company in turmoil. Company executives largely attribute their success today to a realization of the scope of their drug problem and the implementation of a drug policy that resulted. "We wouldn't be here now if we hadn't changed the culture of this company," says Gregg Adams, Controller.
The company drug and alcohol policy was put in place in spring 2000, despite fears that drug testing would eliminate a significant portion of the workforce. Policy implementation began in earnest in 2001, with testing expanded to include reasonable suspicion and random drug tests. Until several key employees failed the drug test, top management “had no concept” of the extent of drug use in its organization.
The company policy had included an employee assistance program and return to work agreements in an effort to retain valued employees. Few employees have successfully completed the agreements and remain with the company today. The return to work option was later eliminated due to a sense that the company had been "held hostage" by it. Perry Davis, Credit Manager, said that "People took the drug test knowing they'd fail, then go through three counselors. We were burned again and again."
"It took six months to hire qualified personnel, but once they were on board, all of the problems went away," says Brett Hastings, General Manager. The employees terminated had been using company phones and vehicles for drug deals. "Thefts had included chainsaws, anvils, anything to sell," Hastings said. "Forklifts as well as timber products were damaged, oil wasn't checked, people ran into things, nothing worked smoothly." The company had fallen into its workers comp risk pool, nearly tripling the cost of its premiums, and one employee's name ran in the local newspaper as a confirmed drug dealer, one of Yamhill County's largest.
After realizing a 10-fold increase in profitability in the past five years, Forest Grove Lumber expanded from 85 to 140 employees in 2006. Located in McMinnville, the company began in 1991 as a lumber distribution center. With investments in high quality equipment and new patents, it now boasts full milling and grading capabilities. Major projects for high profile clients, such as Timberline Lodge (replicated in Wyoming) and the Disney Grand Hotel (in California), have established the company as a high niche organization serving customers across the US and Canada.
"We've seen significant reductions in costs of health insurance, workers comp, emergency room visits, and medical claims since the policy was implemented," says Adams. “Now we've changed the culture, become more of a family, can pay more and are attracting quality applicants."
Company executives believe other business owners must learn that the economic and emotional suffering brought by chemical dependency can be prevented by a strong drug policy. "If you don't have a sufficient deterrant, drug users will own your company,” said Adams. "You will create profitability if you have a clean, intelligent workforce. If more employers enforce a good drug policy, it will change the community."
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