Category: Blog

Over half of the world’s population is employed, and a concerning 15% of them suffer from mental disorders such as depression, anxiety, emotional distress, insomnia, and more. 

These disorders can lead to lost productivity, human error, absenteeism, substance abuse, and financial losses. Mental health issues cost the global economy US$1 trillion each year, largely due to reduced productivity.

Mental health disorders are particularly worrying when they impact workers in skilled professions, such as airline pilots, commercial vehicle drivers, and operators of heavy machinery. This is due to the characteristics that mentally ill workers in these industries can exhibit, such as aggression, hostility, impulsiveness, disregard for laws, and more – all significant risk factors for accidents.

Fortunately, many mental health conditions are preventable, and much can be done in the workplace to support employees who are vulnerable to mental health disorders or have existing mental health conditions.

Read on to understand more about how to promote mental health at work and foster a healthy, safe, and productive work environment.

Recognizing the Signs of Mental Health Issues

The importance of mental health in the workplace has taken on greater importance in recent years. In 2022, the World Health Organization (WHO) and International Labor Organization (ILO) called for concrete actions to address mental health concerns in the working population: 

“As people spend a large proportion of their lives in work – a safe and healthy working environment is critical. We need to invest to build a culture of prevention around mental health at work, reshape the work environment to stop stigma and social exclusion, and ensure employees with mental health conditions feel protected and supported,” said Guy Ryder, ILO Director-General.

Given that early recognition is key to successful outcomes, those who work closest with employees play a key role in enacting any organization’s mental health policy and providing workers with the support they need. However, managers and supervisors may find it challenging to identify signs of mental health issues due to the stigma and isolation often linked with such disorders.

That’s why workplace mental wellness programs need to include training for supervisors on recognizing the signs and symptoms of mental health issues.

In a work environment, someone dealing with mental health challenges might show these signs:

• More frequent or unexplained absences from work
• Persistent fatigue
• Unusual errors or lapses in performance
• Heightened levels of anxiety
• Reduced motivation or disengagement from work-related tasks
• Difficulty meeting deadlines
• Occasional bursts of anger or irritability
• Shortened temper
• Symptoms of excessive drinking or hangovers
• Avoidance of social interactions

If a supervisor detects any of these signs of mental health issues in the workplace, it’s time to start a conversation.

The Role of Leadership in Mental Health Advocacy

To ensure the health and well-being of employees, leadership buy-in and involvement is crucial. 

Managers and supervisors who have direct interactions with employees should take the lead in implementing the organization’s mental health initiatives and policies, while also cultivating a supportive and inclusive atmosphere.

A survey by The Workforce Institute at UKG found that 69% of workers said their manager had the greatest impact on their mental health, surpassing even that of doctors and therapists. Interestingly, 60% rated their manager’s impact on par with that of their spouse.

Nevertheless, managers often shield themselves from their employees’ mental health challenges. They might hesitate to start a conversation due to a lack of confidence or concerns about overstepping privacy boundaries. Moreover, supervisors might be dealing with their own stressors, leaving them with insufficient time, drive, or energy to intervene. In some cases, they might even be contributing to the problem. Indeed, a difficult boss is one of the leading causes of mental health issues in the workplace.

Employers can address this problem by educating managers on how to spot signs of mental illness, engage employees who are struggling, and provide them with the support they need.

Here are some recommendations for implementing mental health training for managers.

Implementing Mental Health Training for Managers

Training for managers regarding mental health should include the following topics:

• Clarifying the company’s policy on mental health and well-being in the workplace.
• Understanding how a supervisor’s actions can affect the mental health of employees.
• Identifying signs of mental health disorders among employees.
• Developing a better understanding of workplace stressors and job-related factors that impact mental well-being, such as micromanagement, performance expectations, long hours, heavy workloads, autonomy, lack of supervisory support, etc.
• Learning how to be an accessible, attentive, and compassionate leader.
• Enhancing interpersonal skills, including effective communication and active listening.
• Knowing how to connect employees with resources and Employee Assistance Programs (EAPs), including counseling and stress management services.
• Understanding the importance of confidentiality. Under federal law, employees with mental health conditions are protected against discrimination and harassment in the workplace, have rights to confidentiality, and are entitled to reasonable accommodations to help them perform their job duties and maintain their employment.
• Receiving training in crisis management and conflict resolution to effectively respond to serious incidents such as workplace violence or suicide.

Creating a Supportive Work Environment

Creating a positive and supportive workplace can help reduce mental disorders and promote employee well-being. Such an environment encourages social connections, self-care, and accommodations for individuals facing mental health challenges. Here are some practical changes to consider in workplace policies and culture:

• Review health insurance policies and programs to include mental health resources and programs.

• Solicit employee feedback or host focus groups. Ask for their views on company health and wellness policies and invite recommendations. 
• Allocate funds for mental health and well-being initiatives. 
• Integrate mental health into occupational health and safety programs.
• Launch an employee mental health awareness campaign or organize mental health days or weeks one or twice a year.
• Provide flexible work arrangements, such as virtual or hybrid work models and flex schedules.
• Promote team-building activities to encourage relationship-building and engagement among employees.
• Offer opportunities for growth through training, mentoring, and career advancement pathways.
• Adapt the workplace to accommodate individuals coping with mental illness, including providing extra time for tasks, modifying assignments to reduce stress, allowing time off for counseling or medical appointments, regular one-on-one meetings with supervisors, and managing absences.
• Establish a return-to-work program that combines work-directed care with ongoing clinical support after an absence due to a mental health condition.

For more suggestions, read our Comprehensive Guide to Effective Wellness Program Ideas. 

Encouraging Open Conversations About Mental Health

As many people in the workforce experience mental health challenges, they must understand they’re not alone. They should feel that the workplace is inclusive and a secure environment where they can openly discuss their mental health, knowing that support is accessible.

Open, judgment-free discussions about mental health are key to alleviating and removing stressors in the workplace. Workers should know they are not alone and that their employer understands the stress and mental challenges they are experiencing. Employers and supervisors should reassure workers that they are open and empathetic to discussions about work-related mental health and able to provide access to coping resources.

Supporting Employees Struggling with Mental Health

Supervisors and HR managers can make a difference when it comes to helping workers with mental health issues. 

For instance, if an employee exhibits symptoms of mental illness, employers should show empathy and find out if the worker needs help. This assistance might involve lightening their workload, prioritizing tasks, adjusting deadlines, or providing room for the employee to take time off. 

Importantly, employers should listen without passing judgement, avoid using negative language about mental health, and acknowledge the impact it may have on the employee’s work and personal life. 

Discussing mental health can be challenging. Employers must honor the employee’s privacy and readiness to open up. If an employee is hesitant to discuss their mental health, supervisors can suggest exploring options like EAPs and other available mental health resources.

Injecting positive comments about the employer’s work and a willingness to continue the conversation is also critical.

To help employers gain confidence in talking to employers about workplace mental health and stress, check out these getting started guides provided by OSHA for senior managers and front-line supervisors. 

Activities and Programs to Improve Mental Health

According to the UGK survey, mental health is so important in the workplace that 81% of employees worldwide would prioritize good mental health over a high-paying job and 64% said they’d take a pay cut for a job that better supports their mental wellness. Meanwhile, a study by the American Psychological Association (APA) found that 81% of survey respondents said that employers’ support for mental health is an important consideration when looking for work.

When such support is offered, employees find it beneficial. The APA study found that 94% of those who say their employer has people on-site who have received mental health training feel this support is effective. 

Clearly, employers would do well to address and articulate their policies on mental wellness in the workplace. 

While many activities and programs can positively impact mental health, there is no one-size-fits-all strategy. The most successful programs prioritize identifying the stressors associated with a particular job, industry, or workplace and taking practical steps to remove or reduce them.   

A few firms that have invested time and money in mental wellness programs are cited in this article by Johns Hopkins University and include Unilever, the consumer products company behind brands like Dove, Hellmann’s, and Ben & Jerry’s, and international management consulting firm, Oliver Wyman (a business of Marsh McLennan). Their programs are inspirational:

Unilever is actively supporting its employees’ mental health through several initiatives. It has trained 4,000 global staff members as “mental health champions” to recognize signs of mental health struggles and refer colleagues to appropriate professionals.

Moreover, Unilever is a founding partner of the Global Business Collaboration (GBC) for Better Workplace Mental Health, advocating proactive measures to foster a positive mental health culture. They empower employees to prioritize mental well-being, offer resources, and transparently measure their impact to inspire change within and beyond their organizations.

Oliver Wyman provides round-the-clock professional counseling services to employees free of charge and designates “Recharge” days where offices are closed, allowing staff to disconnect. Additionally, Oliver Wyman has formed a global wellness Champion Network to offer mutual support among workers and has partnered with organizations like the City Mental Health Alliance and This Can Happen to advocate for workplace wellness.

Leveraging Technology for Mental Health Support

Digital technology can help shape workplace mental health solutions and programs. Tools and applications that promote mental health and resilience in the workplace include:

• Self-assessment tools. Mobile apps provide a quick and easy way for employees to assess their mental health and be connected to personalized support, including exercises and therapists.
• Apps and wearable devices that track moods, emotions, activities, and heart rate. Several tools allow employers to anonymously aggregate data to inform findings about trends in stress levels, such as during busy times of the day or month, and intervene accordingly.
• Well-being apps that help users reduce stress, improve mental awareness (e.g. the “why” behind their stress), and offer coping strategies.
• On-demand EAPs that provide app-based and virtual mental health coaching, therapy, and clinical services.

Conclusion: Making Mental Health a Priority at Work

Companies have more opportunities than ever to promote mental health in the workplace. And the benefits are significant.  

WHO estimates that for every dollar U.S. employers spend treating common mental health issues, they receive a return of $4 in improved health and productivity. Indeed, employers can make a major difference when it comes to helping their workers prevent and manage mental health and well-being.

That’s why Acuity offers a comprehensive suite of one-stop occupational health and wellness services – delivered on-site or wherever and whenever your business needs them. 

To ensure successful outcomes for workers and employers, we also offer behavioral health and mental health case management services, including mental health screening, advocacy, education, non-medical counseling, treatment plans, fit-for-work and return-to-work evaluations, assistance with workers’ compensation, and more.

Performed in compliance with OSHA, HIPAA, and other regulatory standards, we help employees take the first step towards making better health and wellness decisions and give employers an occupational health, productivity, and financial advantage.

Learn more about our comprehensive care services or contact us today.

Physical exams are a vital tool for employers, schools, and sports teams to evaluate the health and wellness of workers, kids, and athletes. 

How long is a physical good for? Workplace and sports physicals are typically good for one year, however, there are exceptions.

In this blog, we explain what a physical involves, its purpose, how frequently these exams should be performed, how to prepare for them, and more. 

The Importance of Regular Physical Exams

Regular physical exams are especially important in physically demanding work and sports environments.

Workers in industries such as construction, law enforcement, firefighting, and truck driving should undergo regular physicals to ensure they are fit for work and can complete job-related tasks without risk to health and safety and in compliance with Occupational Safety and Health Administration (OSHA) standards. Certain industries, such as those regulated by the U.S. Department of Transportation (DOT), mandate employee physical exams as a condition of employment.

The purpose of a sports physical is to detect health problems and physical limitations that may interfere with an athlete’s participation in sports, such as past injuries, heart problems, allergies, strength, vision, and hearing issues.

Regular evaluations can also detect early signs of disease, drug and alcohol use, and more. In addition, physical exams provide a medical baseline that is used to track an individual’s health or injuries over time. 

Physicals offer additional benefits, especially in the workplace. Physicals can decrease absenteeism, increase productivity and performance, and improve the overall health and well-being of employees, making for a happier workforce.

What is a Physical Exam

Physicals are intended to assess an individual’s ability to complete certain tasks. 

A physical exam assesses the overall health of the individual and can include the following tests and screening.

• Vital signs (heart rate, temperature, blood pressure, height, and weight)
• Hearing and vision
• Muscle strength and flexibility
• Bone health
• Posture
• Drug and alcohol use
• Psychological health
• Physical ability and stamina
• Reproductive health

An individual will also be asked about their personal and family health history, medications they take, drug and alcohol use, reproductive health concerns and other lifestyle questions. Various laboratory tests may also be ordered, including drug and alcohol screening.

An evaluator may also assess a person’s ability to handle stress and inquire about other behavioral factors or even conduct a full psychological evaluation.

Physical and stamina ability will also be tested if the job involves heavy lifting or labor.

The Essence of DOT Physicals

A Department of Transportation (DOT) physical is a medical exam that screens commercial motor vehicle (CMV) drivers and employees to ensure the safety of the workforce and the public. Periodic DOT physicals keep the public safe by ensuring that drivers, train drivers, etc. can handle the physical demands and emotional stressors of their work. 

DOT physicals are especially important in detecting chronic conditions that can impede an employee’s ability to perform work-related tasks, such as vision issues or drug and alcohol use. They also ensure employers are compliant with Federal Motor Carrier Safety Administration (FMCSA) rules and minimize workplace absences due to injury.  

In the case of truck drivers, a DOT physical is a requirement for obtaining a commercial driver’s license and is mandatory for drivers who will operate a vehicle that:

• Is engaged in interstate commerce or has a Gross Vehicle Weight Rating (GVWR) of more than 10,000 pounds.
• Transports hazardous materials.
• Can carry more than 15 occupants (8 if the driver is a paid employee)

The exam is performed by a DOT-certified medical examiner. 

A DOT physical is not mandated on an annual basis; its validity extends for a period of 24 months. However, a medical examiner may issue a certificate for less than 24 months if a health condition, such as high blood pressure, requires monitoring. If an employer were to request an annual physical from a driver without reasonable cause to suspect any health issues, they could potentially be in violation of employment laws.

Regulatory Requirements for DOT and OSHA-Related Work Physicals

Similar to FMCSA rules, the requirements for Occupational Safety and Health Administration (OSHA) physicals were established by the U.S. Department of Labor to ensure that employees work in a safe and healthful environment. 

By setting and enforcing guidelines and providing training, outreach, education and assistance, employers are required to comply with all applicable standards. In addition, they must also comply with the General Duty Clause of the OSH Act, which requires employers to keep their workplace free of serious recognized hazards, and evaluate whether an individual is physically, mentally, and emotionally fit to work.

Differentiating Between Types of Physicals

There are many types of physicals that individuals can undergo, including sports physicals, annual physicals, and pre-employment physicals. Let’s take a closer look:

Sports physicals: Sports physicals evaluate the health of athletes – both adults and children – before they can participate in sports (although they are not required for adults who take part in recreational team sports). Also known as pre-participation physical examinations (PPE), these physicals focus on key physical characteristics, such as blood pressure, heart health, muscle strength, flexibility, bone health, vision, and hearing. A sports physical is an important aid in clearing an individual for strenuous physical activity. Ideally, they should be performed before each sports season and following an injury. These physicals are also a great time for kids and adults to baseline their health, receive the appropriate vaccinations, and update their health information.

Annual physicals: A primary care provider typically performs an annual physical to assess overall health and detect chronic conditions. A provider will check blood pressure, weight, skin, reflexes, breathing, heart rate, and more. They may order a complete blood count; kidney, liver, and thyroid function tests; a lipid panel (cholesterol screening); and more.

Pre-employment physicals: A pre-employment physical exam is often required by employers before an offer is extended to a job applicant. These exams help ensure that a candidate has the physical ability to perform a job safely and without risk of injury. They may also screen for drug and alcohol use. Importantly, a pre-employment exam helps employers make informed, objective decisions about hiring based on an applicant’s physical and behavioral health. Employers can also monitor employee health over time to ensure they have the best-performing team.

Key Components of a Physical Exam

During a physical exam, a medical examiner will evaluate an individual’s medical history, including physical, emotional, and mental conditions. Physical exams are often customized to the role, industry, employer requirements, and type of sport. A physical exam can include an assessment of the following:

• Vital signs (heart rate, temperature, blood pressure, height, and weight).
• Physical abilities (vision, hearing, etc.)
• Spine and musculoskeletal
• Neurological
• Strength and stamina (especially if the position involves operating heavy equipment or machinery)
• Mental and behavioral health (such as the ability to handle the psychological pressures of the job)
• Functional limitations
• Nutritional assessment
• Heat and hydration risk factors

Evaluating Primary and Sensory Organs

During a physical exam, a medical provider will use several techniques to capture a person’s medical health. These include:

• Inspecting (observing issues, such as bruising or abnormal eye movement)
• Palpating (pressing the abdomen to monitor the internal organs)
• Percussing (checking the density of certain areas of the body)
• Auscultating (listening to the heart and lungs with a stethoscope)

Vision and hearing tests may also be performed. 

Assessing Physical Strength, Flexibility, and Posture

Occupations and sports that are physically demanding may require a more rigorous screening and involve an assessment of the following:

• Muscle strength and flexibility
• Posture analysis
• Physical agility (to include pull-ups, push-ups, planks, sandbags, step-ups, forcible entry, equipment carry, and dummy drag tests)
• Manual dexterity (including after physical exertion)
• Motion range
• Repetitive movements
• And more

Frequency of a Physical Exam

How long a physical is good for or how often you should get a physical, depends on factors like age, health conditions, sports specific requirements or work regulations as outlined in OSHA or DOT.  For example, a DOT physical exam is valid for up to 24 months, so a CMV driver or other safety-sensitive employee must pass a DOT physical exam every two years. However, a medical examiner may determine that certain individuals – such as those with chronic medical conditions – are monitored and screened more frequently.

Sports physicals are typically performed once each year or following an injury. 

Physical Exams by State

There are state-specific requirements and guidelines for physical exams. For example, most states require that children complete a sports physical before they can participate in their chosen school sport. 

Indeed, many parents have questions such as “How long is a sports physical good for in Illinois?” or “How long are sports physicals good for in Texas?”

In Illinois, a sports physical is good for 395 calendar days from the date the physical was performed. However, in Texas, a sports physical must be completed before the student athlete’s 7^th, 9^th, and 11^th grade years – essentially every two years. Be sure to check the requirements in your state.

Preparing for Your Physical Exam

To prepare for a physical exam, individuals should gather as much information as they can, including:

• A valid form of identification.
• Contact information for their primary care provider or specialist.
• Records of recent office visits, including lab results, prescriptions, and doctor’s notes. These are particularly important if the person has a chronic medical condition, such as diabetes, high blood pressure, sleep apnea, or a history of heart attack or stroke. 
• A signed letter from their physician stating they can perform tasks, including driving, without restrictions.
• Recent bloodwork results, including blood sugar readings.
• List of all medications, including supplements.
• Immunization records.
• Vision glasses, contact lenses, or hearing aids.
• Any history of injury.

Patients should also check whether they need to fast before a physical.

To prepare for a DOT physical, additional preparation is required. This may include avoiding alcohol and any drug (legal or prescription) that could interfere with blood test results for at least 24 hours prior to the exam. The patient should consult their medical provider or examination clinic staff prior to arrival for the exam.

Post-Physical Recommendations and Follow-Ups

After a physical, an individual may encounter several outcomes.

Often additional information or testing is required before a person is cleared for work or sports. Exams can also reveal health issues that need to be addressed as a condition of passing the test.

If an individual fails a physical exam, they are entitled to a second opinion. For example, if their blood pressure spikes during the examination, but is typically low, they can request a physical from another medical professional.

Addressing Common Questions About HIPAA and DOT

Ensuring Optimal Health Through Regular Physicals

Physicals are an essential part of occupational and sports health and safety. Regular examinations can prevent injury, maintain health, and in certain instances, ensure compliance with laws and regulations. 

A proactive approach to physical exams can also minimize absenteeism, improve productivity, reduce accidents, and lower healthcare costs.

Acuity’s physical exam services keep employees and individuals safe, healthy, and productive. Available 24/7 wherever they are needed, our solutions are cost-effective, convenient, compliant, and tailored to each organization’s unique needs. 

Learn more about how Acuity can help you meet your physical examination needs.

Construction projects are complex endeavors that, without proper planning, can easily run over budget and schedule. That’s why having a reliable set of construction scheduling techniques is so essential.

Construction scheduling helps ensure construction projects stay on track and within budget. Implementing construction scheduling techniques before construction and throughout the entire project can also limit risks and delays, all while improving the overall quality of the effort.

In this blog, we dig deep into what construction scheduling is, explore different construction scheduling techniques, identify best practices for effective construction scheduling, and more.

Understanding the Basics of Construction Scheduling

Construction scheduling involves the detailed planning of construction projects from start to completion. This can include pre-construction submittals/plans, physical construction, oversight, and project closeout, among other activities required by individual construction project contracts.

TA good construction schedule details who is responsible for tasks, when those tasks need to be done, and in what order they should be completed. Construction schedules also give project managers the details they need to equip their construction projects with the appropriate amount of people and equipment. With this information in hand, construction teams have a better chance of finishing a project more efficiently and correctly.

What is Construction Scheduling?

Construction scheduling involves compiling all the tasks and deliverables necessary to complete a construction project. Each deliverable is assigned a deadline and expected date of completion. Tasks are assembled in timeline order and are assigned to individuals.

Construction schedules serve as a “single source of truth” for the project. With a detailed construction schedule, construction teams and clients understand where things stand at all times. Thus, the schedule provides clarity into assigned roles, helps increase communication and collaboration, allows for more accurate budgeting, and allows clients to receive real-time updates on the status of their construction projects.

Key Components of a Construction Schedule

Construction schedules can be written or illustrated, depending on the preferences of the construction project manager and their team. Whatever the method, all construction schedules share some common characteristics, including:

• Tasks: The various tasks that need to be completed during construction
• Deadlines: When those tasks need to be completed and their expected durations
• Dependencies: Relationships between tasks that drive the project schedule
• Constraints: Issues that could cause deviation in the schedule
• Roles: The individuals or teams responsible for completing the tasks
• Milestones: Milestones signaling the end of a phase of the project. Milestones are different from deadlines, which are specific to certain tasks. Most construction schedules will have more deadlines listed than milestones.

Exploring Various Construction Scheduling Techniques

Though the goal and purpose of every construction schedule is the same, the ways in which construction schedules are created and implemented differ. Construction managers have a number of construction scheduling techniques to choose from for their projects. Among the most common methods are critical path, last planner system and pull planning, program evaluation and review, and Earned Value Management. Let’s review these methods.

Critical Path Method (CPM)

The critical path method (CPM) focuses on the tasks or activities that are most critical for the successful completion of a construction project. The construction manager identifies the minimum tasks required to complete a project using the CPM. Tasks are listed in terms of dependencies (i.e., Task B cannot be completed until Task A is done). The most urgent dependencies are then prioritized.

There are several steps involved in the CPM. They include:

• Identifying and listing all construction project tasks.
• Determining the order in which the tasks must be completed (including dependencies between tasks).
• Estimating how much time it will take to complete the tasks.
• Creating a network diagram that shows tasks, dependencies, and duration to complete tasks.
• Identifying the “critical path.”

The critical path is the list of tasks that will take the longest time to complete. Identifying these tasks is important, as any delay in any one task could result in the entire project running over schedule and over budget. Once these tasks are identified, the construction project manager will understand where to prioritize their team’s work.

The CPM offers many benefits, including:

• Allows managers to schedule activities around the most important tasks.
• Provides managers with the ability to schedule activities in a more efficient and effective manner.
• Provides visibility into which parts of the construction project might be more flexible (i.e., tasks that are not on the critical path).
• Offers a better chance that construction projects will be completed on time—thereby satisfying contractual obligations.
• Assurance of on-time invoicing upon completion of the construction project.

Last Planner System (LPS) and Pull Planning

The goal behind the Last Planner® System (LPS) is to make construction projects as lean and efficient as possible. Created by the Lean Construction Institute, the LPS “promotes the creation of a predictable workflow among various parties so that it achieves reliable results.” It does this by providing construction managers with a five-phase system that includes:

1. Master planning: During this phase, the most important components of the construction project are identified, listed, and scheduled. These include major project milestones, tasks, and corresponding deadlines. The main goal or goals of the project are also determined to ensure that all tasks align with the client’s needs.
2. Phase planning: In the second phase, processes are clearly defined, schedules are honed, and a final execution plan is created.
3. Lookahead planning (AKA, “make-ready planning”): Here, all tasks are carefully reviewed by the construction managers (in this case, also known as “the last planners”), who look for any possible risks or obstacles that could stand in the way of the project being completed successfully and efficiently. Things they might look for include:
   1. The availability of labor and materials.
   2. Access to equipment.
   3. Other obstacles to construction, including conflicting documentation, time to receive required permits, etc.
4. Weekly work planning: Construction teams review the tasks outlined in phase planning and create weekly work plans around those tasks. Each team is responsible for completing the tasks they’ve been assigned.
5. Learning: During the final phase, construction teams analyze and measure the results of their work and learn from their findings in order to enhance and improve their processes. Learning is generally comprised of:
   1. Daily coordination meetings, during which last planners meet to discuss the overall performance of their teams and the status of the construction project. These meetings give planners the chance to proactively make adjustments as needed.
   2. Analysis of key performance indicators (KPIs) and metrics to ensure the project is on track to achieve its goals. KPIs that are often analyzed include the percentage of the plan that has been completed, the percentage of tasks that are ready to begin as planned, and the analysis of future tasks to begin planning for their implementation.

In addition to daily coordination meetings, many last planners augment their planning processes with daily huddles, where managers meet with construction teams to discuss that day’s tasks and deadlines. Huddles help teams stay on track. They also give them the opportunity to discuss potential issues before they arise and circumvent them before they have a chance to derail a project.

Finally, pull-planning is a component of the LPS in which resources – personnel, equipment, materials, etc. – only arrive at the construction site when needed. Think of it as a variation of the just-in-time inventory system that many plant managers use to align the receipt of raw materials with their production schedules. Pull-planning allows last planners to create a more efficient construction process by only receiving the required assets when they are actually needed.

Program Evaluation and Review Technique (PERT)

Construction project planners begin the PERT technique by identifying tasks within the project and their expected timeframes for completion. Managers then identify and prioritize the most critical tasks and create an estimated timeline that references the sequence of tasks, dependencies between tasks, and the expected time it will take to complete each task.

Note that while there is some overlap between the PERT method and CPM, they each serve slightly different use cases. The PERT is mainly used as a time estimation tool and is best applied when the timeframes for completion of tasks cannot be completely and accurately defined. The CPM is generally used when the timeline to complete tasks is more easily predictable (for example, based on the time it took to complete tasks in past projects).

Unlike CPM, a PERT schedule is always presented graphically. This is known as a PERT chart. Similar to a Gantt chart, a PERT chart displays the tasks and the order in which they must be completed in an easy-to-read diagram. PERT charts use arrows to show the direction of the construction workflow and mark each task with its expected completion timeline (for example, 2 weeks, 3 weeks, etc.). PERT charts may also show project milestones, call out dependencies between tasks, and more.

Earned Value Management

More of a project management methodology rather than a pure construction scheduling technique, Earned Value Management (EVM) is nevertheless important to ensuring projects remain on track. Also known as Earned Value Analysis, EVM employs three different values to calculate the status of projects: Planned Value (PV), Actual Cost (AC), and Earned Value (EV).

PV measures the amount of work that should be done by certain points in the schedule as well as by the completion of the project. It is measured using the mathematical formula % complete/planned x budget at completion = total planned value. It’s a good tool for measuring the value of the work being done as the project moves through its various phases.

AC shows the actual costs incurred during specific periods throughout the project. These costs accumulate through the lifecycle of the project, finally resulting in a total amount when the project reaches its conclusion.

EV monitors how much money should have been spent at each phase of the project, rather than how much was actually spent. It is calculated using the mathematical formula % complete x budget at completion = EV. It shows the monetary value of the work that’s been done up to a certain point.

EVM offers many benefits, including:

• Project forecasting and risk management. EVM allows construction managers to foresee problems before they occur, allowing them to course correct and avoid potential issues.
• Progress tracking. Construction projects can be closely monitored from start to finish, ensuring that work takes place on time and on budget. With EVM insights, managers can accelerate work, ramp up hiring, procure additional equipment, and more as necessary.
• Resource planning and forecasting. Managers can use EVM to see if their current resources are appropriate for the tasks they have planned. They can right-size resources to fit within the project scope and budget.
• Quantifying value. Managers can quantify the value of the work being performed through PV, AC, and EV – at any point during the construction process. They can then make decisions on how to improve the process if necessary.

The Role of Technology in Construction Planning

Technology plays a major role in modern construction planning. Construction projects are simply too large and complex for human beings to coordinate on their own. Technologies, including construction scheduling software, provide many benefits to help keep construction projects on time and under budget, including automation, better communication among teams, and more. These and other features simplify and optimize the scheduling process.

See how technology can optimize cost engineering in your projects. Read more about cost engineering in construction and boost your project’s efficiency and accuracy.

Advancements in Scheduling Software

Construction scheduling software has enjoyed many advancements over the past few years. Today, most construction scheduling tools are cloud-based and easily accessible via mobile devices, making it easier for project managers and planners to keep track of all phases of construction from anywhere.

One of the most popular construction scheduling tools is the Gantt chart. A Gantt chart is a bar chart that shows dependencies between tasks and allows project managers to create a visual hierarchy that shows the relationship between critical and less critical tasks. Many different software tools can be used to create a Gantt chart. Some of the most popular include Microsoft Project, Oracle Primavera P6, GanttPRO Project Planner, Smartsheet, and others.

The Project Evaluation and Review Technique employs a similar visual aid to display the relationship between tasks and their expected times for completion. Again, several software tools can be used to create PERT charts, including Microsoft Excel, Lucidchart, SmartDraw, and other popular workflow management tools.

Beyond charts, many other innovative technologies are increasingly playing a vital role in construction scheduling, including:

• Simulation tools, which allow construction project managers to simulate the impact a change to the task schedule will have on the construction schedule, costs, and the outcome.
• Building Information Modeling (BIM) and 4D scheduling, which can provide managers with digital representation of their projects. When linked with a construction schedule, they can provide a visual window in the progress of the construction project over time.
• Artificial intelligence (AI) and machine learning (ML), which are embedded in many modern construction technologies and can be used to automate the construction process, resulting in greater efficiencies.

Comprehensive project and portfolio management software incorporates many of these features to make it easier for managers to visualize and track the progress of construction projects. For example, Oracle Primavera P6 and Microsoft Project allow project managers to plan, manage, and execute all aspects of their projects, including scheduling.

Both tools have their unique benefits. Whereas each has features that align well with the CPM, Oracle Primavera P6 provides more in-depth functionality, including “what-if” scenario analyses that show what is likely to happen if part of the project is changed or is not completed on time. Managers of large-scale construction projects may opt for the functionality that Oracle provides. Conversely, Microsoft Project provides a more streamlined approach to CPM, with visualizations primarily through a Gantt chart. It could be the software of choice for managers in charge of smaller or less complex construction projects.

Integrating Technology with Traditional Techniques

Simulation tools, BIM and 4D scheduling software, AI and ML, and other technologies can be integrated with traditional construction scheduling techniques to provide enhanced efficiency and a greater chance of success and customer satisfaction. Indeed, many of these technologies are essential to traditional construction scheduling techniques. The tools used to create PERT charts, for example, are integral to the PERT technique.

Technologies like AI, ML, BIM, and simulation tools can be integrated into various phases within traditional construction scheduling techniques. For instance, a project manager could use BIM and/or simulation in the initial planning phase of the last planner system. Meanwhile, employing AI and ML throughout the life cycle of the construction project can yield valuable insights that can be used in daily huddles and other planning sessions to improve efficiency.

Best Practices for Effective Construction Scheduling

Since construction projects vary in size, scope, and complexity, it makes sense to simplify their planning as best as possible. One way to do this is to apply the following best practices, which can help construction managers on any project, no matter its size, achieve their desired goals.

Setting Realistic Timelines and Milestones

Having pre-set realistic timelines, baselines, and milestones is critically important to the success of any construction project, where success is predicated on meeting deadlines. The success of a project is measured against baseline schedules and performance management plans, with milestones typically driven by activities and durations created in the approved baseline schedule. Setting achievable timelines, baselines, and milestones prevents projects from running over budget and time.

To set realistic timelines, construction project managers should:

• Break work into smaller and easily achievable tasks.
• Refer to previous similar projects and use their task timeframes as a reference.
• Consider any potential obstacles that could impede the completion of tasks (and plan the timeframe accordingly).

Resource Management and Allocation

Effective resource management and allocation can mean the difference between a construction project that is finished on time and within budget versus one that experiences cost and schedule overruns. This process is known as “resource loading,” where hours and costs are loaded into the schedule for project control and tracking.

Resource loadingt and allocation begin in the planning phase of project scheduling. Here, project managers identify the resources they will need during construction, including labor, equipment, materials, and other assets.

Many construction scheduling tools also provide features that allow managers to track resources throughout construction by providing real-time feedback on labor hours, available equipment, and more. Managers can make adjustments to resources as needed during construction, adjusting labor schedules, ordering more materials, and taking other steps to proactively manage the schedule. They can also allocate resources to critical tasks as necessary.

Learn to align your project budget with effective resource management. Explore our complete guide to construction budgeting for winning strategies.

Overcoming Common Challenges in Construction Scheduling

While construction scheduling is exceedingly beneficial in helping all construction projects run smoothly, it’s not without its challenges. Here’s how to manage one of the most common pitfalls associated with construction scheduling—project delays.

Dealing with Project Delays

Many things contribute to construction project delays, including budget conflicts or inaccuracies, lack of communication, and a poorly defined scope of work. One of the biggest culprits behind project delays is simply poor project planning, which can include setting unrealistic timelines, not prioritizing critical tasks, and other mistakes that can back up a project.

The best way to deal with project delays is to use a construction scheduling technique to carefully plan out the scope and timeline of the project, even before breaking ground. Construction schedules provide detailed guidelines for all project work and when the work needs to be done. Having this schedule in advance can mitigate the potential for delays.

If a delay does occur, construction scheduling techniques can still help, especially if they include regular planning meetings throughout the course of the project. These meetings can provoke ideas on how to manage the delays so that they do not significantly impact the rest of the project.

Mastering Construction Scheduling for Project Success

Construction scheduling isn’t a “nice to have,” but a necessary component of successful construction project management. Adopting leading construction scheduling techniques and pairing them with the right technology can help builders keep their projects on schedule and under budget, resulting in more efficient and cost-effective builds.

Acuity has decades of experience helping organizations with construction management of projects of all sizes. We help project managers select and implement the right scheduling strategy and apply sustainable business practices, proven project management techniques, and effective cost analysis and engineering principles to help our clients create and manage construction schedules that work for their projects.

Contact Acuity to learn more about our construction scheduling services.

Workplace wellness programs promote healthy employee habits and ensure workers are physically and mentally prepared to do their best work while fostering a harmonious work-life balance. Additionally, they reduce health insurance and worker’s compensation costs, enhance the reputation of businesses, attract talent, and minimize absenteeism.

Wellness programs are gaining in popularity. A recent study by the Transamerica Institute found that wellness programs are the third most frequently offered health and welfare benefits after health and life insurance. Moreover, 81% of employers feel responsible for helping employees maintain long-term health and well-being.

In this blog, we explain the benefits of employee wellness programs, share wellness program ideas, and offer tips and best practices for implementing an effective and sustainable program.

Benefits of Wellness Programs at Work

According to a survey by Aon, organizations are increasingly investing in the well-being of their employees – 83% of companies have at least one well-being initiative and 83% have a well-being strategy (up more than 25% since 2020). Importantly, 41% said they have a well-being strategy that is fully integrated into their overall business strategy.

Tangible results of wellness programs can be realized as early as two years into a program. The National Institutes of Health (NIH) cites reduced absenteeism, more engaged employees, higher productivity, and increased employee morale as among the main benefits of wellness programs at work. In addition, companies with wellness programs have a 25% decrease in employee turnover.

To understand the benefits of wellness programs, consider the cost of poor well-being. A study by Gallup reveals that 75% of medical costs are due to preventable conditions and $322 billion of turnover and lost productivity is due to employee burnout. Both can be lessened through a workplace that prioritizes employee well-being.

Key Components of Successful Wellness Programs

Effective wellness programs address key areas including:

• Career well-being: Enjoyment of work.
• Social well-being: Meaningful connections and relationships with others.
• Emotional well-being: Stress management, mindfulness, and managing emotions.
• Financial well-being: Money management.
• Physical well-being: Care of the body including nutrition, diet, and exercise.

Catering to the diverse needs of employees, including their physical, mental, and emotional health is key.

Innovative Wellness Program Ideas

A wellness program can incorporate a variety of ideas, such as an on-site fitness center, yoga classes, and mental health resources. But to be effective, a wellness program should consider the individual needs of employees, workplace risk factors, and workplace culture.

Incorporating Wellness into Daily Work Life

It’s easy to say wellness is important, but how do you integrate wellness into the workplace? Let’s look at five practical ways you can incorporate wellness into everyday work routines.

1. In the workplace: Workplace wellness activities need not be expensive or hard to implement. Ideas include creating an ergonomic workplace, lunch and learns to educate employees about their well-being (fitness, nutrition, sleep, vaccinations, etc.), stocking fridges and vending machines with healthy snack choices, wellness activity clubs (such as group walks, cycling, or other group exercises), weekly wellness newsletters, discounted gym or yoga class memberships, chair massages, employee health screenings, and more.
2. Flexible working hours: Flex time can improve employees’ work-life balance and reduce stress. However, time flexibility can mean different things to each employee. According to Gallup, the most appealing flexibilities that employees look for include a choice of which days per week to work, increased PTO or vacation time, four-day weekends, and flexible start and/or end times. Surprisingly, remote work or work-from-home options were less valued (only 33% of frontline employees said they would change employers for that benefit). Survey your employees to find out what they value.
3. Financial counseling: Personal financial difficulties can cause significant stress and distraction. Partner with local financial institutions or advisors to offer financial advice and counseling to employees, either in a group format or one-on-one. Online training may also be an option. Topics include money management, retirement savings strategies, saving for college, and more.
4. Don’t forget remote employees: Working from home can provide a lot of flexibility, but it can also make it difficult to build relationships with colleagues, supervisors, and clients. This can lead to feelings of loneliness and isolation, as well as increased stress, burnout, and other mental health issues. Look for ways to make wellness activities virtual and leverage as many technology channels as possible, including webinars, teleconferencing, mobile apps, and so on. Create a wellness portal where on-site and remote employees can track health activities, including diet and exercise, access healthy recipes, and chat and support each other.
5. Offer incentives: Encourage employees to achieve their wellness goals by providing incentives like paid time off or t-shirts.  

Leadership’s Role in Wellness Programs

As with any workplace strategy, it’s important to lead by example. Explore ways in which business leaders can foster a wellness culture by supporting and participating in wellness initiatives. When employees see leaders championing wellness, it helps demonstrate the purpose of the program and how it benefits everyone. Importantly, leadership support also shows employees that their boss cares about their well-being.

For business leaders to create a culture of health, consider the following best practices:

• Appoint a senior executive to champion the wellness program:
  • Identify a senior executive to lead the company’s wellness program.
  • Empower them to communicate program goals, objectives, and activities.
• Encourage executive involvement:
  • Foster excitement and engagement by having the executive actively participate in campaigns and activities.
  • Encourage the executive to set personal wellness goals and share their experiences. This transparency can inspire and create a more relatable connection with employees.
• Recognize employee efforts:
  • Ensure that executives recognize and reward employees’ wellness efforts and achievements.
  • Incorporate acknowledgment in team meetings or through dedicated recognition programs.

Designing a Wellness Program That Works

Designing an effective wellness program involves careful planning and consideration of the needs and preferences of your workforce. Here is a step-by-step guide to help you create a wellness program that works:

1. Assess employee needs and preferences: Consult your workforce to understand and prioritize wellness opportunities. Conduct surveys or host focus groups to identify evidence-based strategies to improve workplace wellness. Several factors should be measured, such as job satisfaction, stress levels, and overall well-being.
2. Secure Leadership Support: Gain commitment from top leadership to ensure the allocation of resources, support, and the integration of wellness into the organizational culture.
3. Identify risk factors: Risk factors that can hinder the health of employee well-being include lack of ergonomics in the workplace, insufficient work-life balance, poor interpersonal relationships with managers and coworkers, and more. For tips on conducting a workplace health and wellness assessment, refer to this guide from the U.S. Centers for Disease Control and Prevention (CDC), or consider incorporating a risk assessment as part of your employee surveys/focus groups.
4. Establish a dedicated wellness committee: This team is responsible for developing the program, planning activities, communicating with management, and evaluating the program’s effectiveness. Ensure the committee includes representatives from various departments to bring diverse perspectives and skills to your program.
5. Appoint a wellness program coordinator: Designated by the wellness committee, the coordinator will lead your wellness program and coordinate the delivery and evaluation of activities. Depending on the size of your organization and the scale of your program, you may wish to partner with an external vendor who can dedicate the appropriate time and resources.

Measuring the Success of Wellness Programs

For your wellness program to be effective, you must track and evaluate critical metrics and KPIs, such as participation rates, employee feedback, and health outcomes.

Evaluation can help define the value of your program and answer key questions, including: Was it a quality program? Did it accomplish something important? Was it cost-effective? What are the lessons learned?

Focus on measurable and realistic outcomes, such as:

• Participation in wellness activities over time.
• Reduced absenteeism due to injury or illness.
• Changes in the number and type of health insurance claims.
• Increased use of preventative healthcare screening.
• Increased employee retention.

Regularly survey your employees to obtain feedback and insights about their wellness success stories.

Challenges and Solutions in Wellness Program Implementation

A major challenge to implementing a wellness program is that there is no single definition of wellness from a healthcare perspective. Indeed, the lack of a standardized definition and framework for wellness programs can make it challenging to implement effective initiatives. As a result, wellness can be interpreted differently by employers and employees, leading to a wide range of initiatives that don’t address the priorities of either party. For example, if an employer focuses on physical health, but employees place a greater priority on mental health, the organization’s efforts will not yield the desired results.

Another challenge is employee participation. A lack of program definition may create confusion or skepticism among employees about the goals and benefits of the program. Use surveys and focus groups to understand your employees’ diverse needs, perspectives, and priorities.

Budget issues are often cited as a concern for employers. However, there are many low-cost initiatives that employers can implement. Furthermore, 90% of companies that measure their wellness programs see a positive return, including reduced costs for healthcare, recruitment, retention, and engagement.

Regardless of the financial investment in a corporate wellness program, its success hinges on sustainability. Tailor the program to meet the needs of employees, secure leadership commitment and support, recognize and incentivize participation and behavioral changes, and consistently assess the program’s effectiveness.

Prioritizing Employee Wellness for Organizational Success

Prioritizing employee wellness fosters a healthier and more engaged workforce. However, for your wellness program to be effective and sustainable, it must be tailored to the unique needs of your organization, have clear goals and objectives, and be supported by senior leadership. Additionally, it must be regularly evaluated and adjusted to ensure its ongoing effectiveness.

Whether you’re getting started with a workplace wellness program or are looking to optimize an existing initiative, Acuity can help.

Our comprehensive on-site wellness programs focus on engaging and empowering employees to choose healthy behaviors and make changes that reduce the risk of developing chronic diseases. Simple changes in employee lifestyle can increase health and general well-being, which in turn decreases lost workdays and insurance costs for employers.

Contact us to learn more.

The number and severity of natural disasters is rising. In 2022 alone, 387 natural disaster events were recorded, above the average of the previous 20 years.

Federal, state, and local governments play critical roles in preparing for, managing, and responding to natural disasters. Organizations like the Federal Emergency Management Agency (FEMA), local law enforcement agencies, and others are instrumental in ensuring that those who are impacted by a natural disaster—whether an earthquake, hurricane, tornado, wildfire, or other event—receive the aid they require to rebuild their lives and communities. They provide those who are impacted with shelter, food, medical assistance, financial guidance, and more.

In this blog, we look at what role the government plays during a natural disaster. We also examine the different agencies involved in disaster and emergency response and how they coordinate with each other to help communities reset and rebuild after a catastrophic event.

Understanding the Government’s Role in Disaster Management

The government’s response to natural disasters begins long before the event occurs. Government agencies regularly prepare for adverse incidents to improve responsiveness and outcomes. During and after an event, teams respond quickly to provide immediate relief. They continue to help victims in the days, weeks, and months following the conclusion of the disaster by aiding in long-term recovery and reconstruction.

Preparedness and Prevention Strategies

Government preparedness for a natural disaster takes place 365 days a year. Federal, state, and local agencies continuously create and refine emergency response plans that include:

• Pre-disaster mitigation efforts, such as updating building codes; constructing disaster-resilient infrastructure that sustains high water levels, extreme heat, etc.; creating water retention areas in case of flooding; and more.
• Preparing government employees. This includes training government employees on how to respond to different scenarios, helping them understand their roles, and providing them with tools that will help them respond during an emergency (for example, Geographic Information Systems that show the location of hospitals, police and fire stations, and so forth).

Disaster preparedness and response do more than just save lives. According to the Pew Charitable Trust, every $1 spent on disaster mitigation saves government agencies $6 and creates jobs.

Immediate Response and Relief Efforts

Once a disaster strikes, government agencies put their plans into action and respond swiftly and surely. Emergency managers and first responders are sent to the scene to engage in search and rescue operations, provide immediate aid to victims, assess damage, and more. During this initial phase, the agencies in charge may also set up and manage shelters and provide victims with clothing, food, and water.

While first responders are helping the victims, other government agencies work hard to restore power and communications, provide transportation, and re-activate essential services. Meanwhile, law enforcement officials ensure public order and security.

Long-Term Recovery and Reconstruction

Recovery and reconstruction following a natural disaster can take months or even years. It’s a highly complex process that involves:

• Close collaboration between federal, state, and local governments.
• Continuous communication among recovery managers and other resources.
• Careful planning to ensure what is built in the aftermath is even more resilient than what came before.
• Paying close attention and attending to the needs of those who were displaced by the event.

Financial resources play a major role in recovery and reconstruction, both for individuals and communities. For example, FEMA provides financial assistance for both individuals and governments. The agency also offers grants that support critical recovery initiatives.

The Role of Local, State, and Federal Governments

Federal, state, and local governments each have unique and important roles to play in responding to disasters and supporting recovery efforts.

Local Government’s First Response

Local government agencies are the first line of defense when a natural disaster strikes. Local police, firefighters, emergency medical personnel, and others are quickly mobilized and dispatched to the scene, rushing to provide aid, coordinate rescue and recovery efforts, and ensure the safety and well-being of those who are impacted. These organizations collaborate with state and federal agencies to assist individuals and families in need, resulting in a well-coordinated and effective response.

In addition to first responders, public utility organizations work to restore electricity and heat, begin debris removal, and perform other tasks to help the community get back up and running.

State Government’s Coordination and Support

Often, disasters encompass more than just a single town, county, or tribal land, or are calamitous enough to warrant more assistance than local governments alone can provide. In such cases, municipalities may require the assistance of state governments to aid in response and recovery efforts.

Upon receiving a request for assistance, a state emergency management office will assess the request and advise the governor of specific actions to take. The governor may then declare a state of emergency and provide government resources to assist in the response and recovery process. For example, a state could assist in determining evacuation routes, controlling the flow of people into and out of the impacted area, suspend state laws and ordinances that could impede rescue efforts, and so on. The state may also request aid from neighboring states.

The state government is also a conduit for requesting assistance from the federal government. The governor may ask the president of the United States for a presidential disaster or emergency declaration, thereby authorizing federal assistance to the impacted area.

Federal Government and National Agencies

A presidential disaster or emergency declaration signals the federal government and national agencies to begin assisting in the affected areas.

First, FEMA prepares a document called the FEMA-State Agreement. Per FEMA, “this agreement describes the period of the incident (or disaster), the types of assistance to be provided, the areas eligible for assistance, the agreed-upon cost-share provisions, and other terms and conditions.”

Once the terms outlined in the document are agreed to by all parties, FEMA coordinates incident response. The agency uses its National Disaster Recovery Framework to coordinate the response, detailing the roles and responsibilities of the response team, managing lines of communication, and more.

On the ground, FEMA stands up a Disaster Field Office – essentially a headquarters where all recovery and response efforts are coordinated. Assistance rendered includes providing:

• Food to affected individuals and families.
• Housing assistance.
• Loans for individuals and businesses.
• Clothing, household items, vehicles, and other necessary needs.

Collaborative Efforts and Community Involvement

Effective disaster response and recovery requires close collaboration between government, local communities, and private companies. Here are some ways these partnerships help during times of crisis.

Role of Local Communities in Disaster Management

Local leaders and residents know their communities better than anyone else and are therefore critical to response and recovery. Indeed, there are many ways local communities can help with disaster management, including:

• Local residents and groups may volunteer to help coordinate response efforts, including donating and giving out supplies and providing input into decision-making to help prepare for future events.
• Residents with specific skill sets (physicians, engineers, contractors, etc.) can apply those skills to the recovery effort.
• Local leadership can provide strong and steady guidance to responders at the state and federal levels, and local volunteers, to expedite the operation.

Public-Private Partnerships in Disaster Response

Private sector organizations play an important part in disaster response. In addition to providing financial support and assistance, companies also offer resources and solutions that can help increase the efficiency and effectiveness of disaster response. Resources can include advanced technologies, equipment, and even employees, who will often donate their time to help in the response effort.

Conclusion: The Critical Role of Government in Disaster Management

All levels of government—local, state, and federal—play important roles in disaster management. Each level brings its own unique set of expertise and resources to recovery and response efforts. There are specific guidelines that must be followed before federal assistance is provided, but with that assistance comes substantial support that significantly augments the tireless efforts of local and state governments.

Finally, local communities and private sector organizations are also critical for an effective response. Residents and local leaders who know their communities well can provide important perspectives about what works best for their communities, as well as hands-on assistance. Private sector companies offer financial, technological, and human resources that can be invaluable as communities attempt to rebuild and recover.

Acuity International is ready to aid in disaster management and recovery efforts, wherever they are needed. Our disaster and emergency response services capabilities are aligned with FEMA’s national response framework and community lifelines. Through our organic resources and strategic partnerships, Acuity provides comprehensive, targeted response and logistics services that include on-site and mobile medical support, emergency influx shelters, and more. Our teams are always ready to respond to a crisis anywhere in the world within 48 hours.

Contact us to learn more about how Acuity International can assist in your disaster preparedness, recovery, and response.

In today’s competitive labor market, employee training has never been more important. By continually upskilling your workforce you can build a robust talent pool, increase productivity and performance, and improve employee retention.

In this blog, we explore why training is important for employees, offer tips for aligning your training program with business goals, and share how you can overcome challenges in employee training.

Understanding Employee Training and Development

Both training and development play a key role in ensuring employees are equipped with the skills they need to succeed today and in the future.

The Essence of Employee Training

Employee training is the process of equipping workers with the day-to-day skills and knowledge they need to perform their current jobs.

Through training, employees become familiar with industry trends, technologies, a company’s products, and services, and can provide the best service to customers. Training also helps them to stay motivated and productive, as they have access to new information and tools that can help them do their jobs better.

Long-Term Employee Development

Continual development ensures employees can take their careers to the next level. By providing employees with the opportunities to gain new skills, take on new responsibilities, and do more challenging projects, employers can help their employees grow their knowledge and experience, which can help them reach their potential.

The Key Benefits of Employee Training

Providing employee training can enhance job satisfaction, boost productivity, and improve employee retention.

Let’s look at five benefits of employee training:

1. Enhanced Productivity and Performance (H3)

Employee training enhances both productivity and performance. According to a survey conducted by TalentLMS and SHRM Research, 80% of employees find training beneficial for their productivity.

Furthermore, 51% of workers believe training increases their confidence and 41% say it improves their time management skills – both of which translate to improved efficiency and output. This increased productivity contributes to overall business performance. Companies are 17% more productive and 21% more profitable when they offer employee training.

2. Improved Employee Skill Sets

Rapid advancements in technology, changing market dynamics, and increased demand for specialized skill sets have made employee training programs more critical than ever.

LinkedIn’s 2023 Workplace Learning Report suggests that skill sets for jobs have changed by around 25% since 2015. By 2027, this number is expected to double. Moreover, 89% of learning and development professionals agree that proactively building skills for today and tomorrow will help companies navigate the future of work.

But what are those skills?

Key growth skills as determined by the World Economic Forum (WEF) include analytical and creative thinking, resilience, flexibility and agility, motivation and self-awareness, curiosity, and lifelong learning. Artificial Intelligence (AI) and big data rank seventh for skills growing in importance, with a 60% growth in demand predicted by 2027.

3. Increased Job Satisfaction and Morale

Employee training is closely linked to satisfaction and workplace morale. Investing in the growth of employees makes them feel valued and appreciated, which leads to greater engagement, performance, and commitment. Indeed, 68% of employees say training is essential to job satisfaction. Happy employees are also more likely to recommend your company to others.

4. Efficiency and Reduced Wastage

Training can help improve employee knowledge and skills, which can increase your company’s efficiency and identify and eliminate wasteful processes. Trained employees are also more likely to make economical use of company resources, thereby minimizing waste.

5. Strengthened Employee Retention

Many companies are grappling with turnover and retention of critical talent. LinkedIn’s 2023 Workplace Learning Report found that 93% of organizations are worried about keeping their employees.

Digging deeper into the survey, three of the top five reasons that drive people to pursue new jobs are a desire to stretch, grow, and develop new skills. Indeed, learning helps individuals grow and advance into new internal roles and has a significant correlation to retention. Employees who have built their skills and made an internal move are 75% more likely to stay with a company.

It’s no surprise that employers view providing learning opportunities as the number one way they can strengthen employee retention.

Aligning Training with Business Goals

Training is only effective when it aligns with and supports overarching business objectives.

Aligning Training with Organizational Objectives

Learning professionals are collaborating more closely than ever with HR executives and the C-suite to comprehend the company’s objectives and determine the essential skills for employees. According to LinkedIn’s findings, in 2023, 50% of learning professionals were actively engaged with the C-suite, marking an increase from 43% in 2022.

As your organization engages in these discussions, leverage them as an opportunity to pinpoint critical areas of business risk. For instance, various sectors face heightened regulatory scrutiny, necessitating the development of employee skills to mitigate these risks.

Additionally, these discussions should prioritize methods for upskilling your workforce, aiming to elevate the quality of work, minimize risks, and enhance the overall customer experience.

Financial Benefits of Effective Training

Effective training programs can have both direct and indirect financial implications.

Consider the financial burden of replacing staff. The cost of replacing an employee can range from one-half to two times the employee’s annual salary. Moreover, it’s estimated that the United States loses a trillion dollars a year to employee turnover. An employee’s departure also leads to knowledge loss and employee apathy.

Investing in training will make people less likely to quit. Well-executed training programs enhance employee knowledge and proficiency in their roles, making them more valuable to the business and increasing their chances of promotion. This, in turn, contributes to a reduction in overall turnover. Additionally, training can lead to increased productivity, resulting in cost savings for your organization.

Training also gives your company a competitive advantage, helps you reach new customers, and boosts sales. Consider the statistics:

• The American Society for Training and Development found that companies that invest in employee training have a 24% higher profit margin and higher income per employee (by 218%).
• 90% of buyers favor buying from sellers who provide them with the right information throughout the sales process.
• Customers who receive great service from knowledgeable sellers spend 140% more money compared to those who had an unsatisfactory experience with a brand.

Overcoming Challenges in Employee Training

Employees face many challenges when training employees, including lack of time and budget, resistance to change, alignment with business goals, adapting to remote learning, measuring the return on investment for learning programs, and more.

There are also numerous training options to choose from – in-person, video conferencing, courses, certifications, executive coaching, hands-on projects, to name but a few – and deciding which is best can be difficult.

Identifying and Overcoming Training Challenges

Below are common learning and development challenges and effective strategies to overcome them:

• Include employees in the planning process: Employees have diverse needs and while you can’t incorporate everything into your training program, soliciting their input can help you develop relevant and engaging training.
• Set a budget: The amount you spend on training depends on your industry, number of employees, strategic goals, and the skills you are looking to develop. Calculate your budget based on a percentage of salary (5% is a good target) or set aside a specific dollar amount per employee. Look to others in your industry to see what they are spending as a benchmark.
• Assess training tools: To get the most return out of your budget, research different training methods and tools and talk to your employees about their learning preferences. Some employees will respond better to hands-on training, others to mentoring, and others to online learning. You may need to experiment with different tools and methods before you find the right option for your workforce.
• Engage employees with multimodal learning programs: Boosting employee engagement poses a significant challenge to successful training initiatives. Ensure the effectiveness of your training by diversifying delivery methods. Consider utilizing multimodal learning. This approach to employee training integrates various sensory modes such as visual, auditory, reading and writing, and kinesthetic styles. This approach enhances engagement, deepens comprehension, and promotes better retention while accommodating diverse learning preferences. A multimodal learning program might commence with reading an eBook, followed by participation in a webinar or listening to a podcast. It can culminate in kinesthetic learning, encouraging learners to actively engage, such as presenting what they’ve learned to a group.
• Designate time: Set a time each week for training so that it becomes a part of your employee’s routine responsibilities and not a chore that gets in the way of work.
• Measure the impact of employee training: Quantifying the results of any training program is tricky. To address this challenge, set clear goals and outcomes for your program. Then use data to track and measure progress. Key performance indicators to consider include employee satisfaction, retention rates, team performance, and financial impacts.
• Give employees the opportunity to apply knowledge: Give employees the opportunity to apply what they have learned to ensure they don’t forget those teachings. For example, assign projects that incorporate key learnings, encourage employees to share their new skills through mentoring, and so on.

Innovative Approaches to Employee Training

To optimize the benefits of your learning program, make a habit of exploring innovative and modern training approaches, such as applications and online courses. Remember, valuable training content doesn’t always require a substantial budget. Platforms like YouTube and TED Talks offer convenient and cost-effective access to a diverse range of expertise.

Look inside your organization to ensure your program is dynamic and engaging. For example, encourage employee participation by organizing weekly lunch and learns. During these sessions, different team members can share valuable insights, tips, tricks, case studies, and success stories, fostering a more interactive and participatory learning environment.

Other strategies include bringing in guest speakers from local business organizations, colleges, or partner companies.

Why Training is Crucial for Employee Success

Businesses around the world increasingly recognize why training is important for employees. They are actively fostering learning cultures that empower employees to gain new skills, feel valued, and unlock growth and potential.

Employers also benefit. As you seek to build a more resilient, successful future, training programs can help your company nurture more engaged employees, boost retention, attract top talent, and drive business results.

Acuity offers educational and tuition assistance for employees who sign up for training courses. Requests for assistance are pre-approved by applying for a course and paying for it upfront. Once a course is completed with a C grade or better, the employee can then be reimbursed for the cost of the training up to a certain amount—resulting in a win-win for all. Contact Acuity to learn more.

DOT physicals ensure the health and safety of commercial vehicle (CMV) drivers and the public. These physicals often involve the disclosure and handling of an employee’s private medical information as well as drug and alcohol testing results, which raises questions about Health Insurance Portability and Accountability Act (HIPAA) laws.

However, the rules around HIPAA and DOT physicals are not clear-cut. Although DOT physicals are confidential, DOT law allows any employer or service agent in the DOT drug and alcohol testing program to disclose testing information without the employee’s authorization.

This blog explains medical privacy in the context of HIPAA and DOT physicals, potential overlaps and conflicts, and when drug and alcohol testing information can be disclosed.

Understanding HIPAA

HIPAA is a federal law that establishes standards to protect sensitive patient health information from being disclosed without the patient’s knowledge or consent.

The U.S. Department of Health and Human Services (HHS) issued a HIPAA Privacy Rule to implement HIPAA requirements. The rule’s standards address the use and disclosure of protected health information (PHI) by covered entities. HIPAA also outlines standards for an individual’s right to understand and control how their health information is used.

The Privacy Rule aims to ensure the proper safeguarding of individuals’ health information while facilitating the necessary flow of such information to deliver and enhance high-quality healthcare. Additionally, it seeks to safeguard public health and well-being.

The Essence of DOT Physicals

A DOT physical exam is required for people who drive commercial motor vehicles (CMVs). To ensure the safety of the public, the Federal Motor Carrier Safety Administration (FMCSA) rules mandate that drivers are physically, mentally, and emotionally fit to perform this demanding role.

A driver must participate in a physical – which includes a drug and alcohol test – to maintain a valid commercial driver’s license (CDL). The exam is valid for 24 months.

Key Requirements for a DOT Physical

A medical examiner performs DOT physicals. During a DOT physical, an employee or job candidate will undergo a series of medical checks and tests including the following:

• Vision
• Hearing, blood pressure, and heart rate
• Urinalysis
• Physical examination (eyes, skin, general appearance, lung and chest function, neurological indicators, limb function, and more).
• Drug and alcohol test
• A sleep apnea test may also be ordered.

The medical examiner will also inquire about family history, medications, tobacco use, and current health problems.

HIPAA and DOT: Where They Intersect

HIPAA privacy laws protect the confidentiality of patient medical records and PHI.

In most cases, an employer or service agent participating in the DOT drug and alcohol testing process is prohibited from releasing individual test results or medical information to third parties without the employee’s written consent.

However, there are exceptions. Medical professionals and facilities involved in the testing process, such as laboratories and Medical Review Officers (MROs), do not need an employee’s written authorization to disclose drug testing information. That’s because, technically, anyone undergoing a drug and alcohol test is not a patient, but a donor. The test is also not considered a medical examination or diagnosis and is not concerned with the preventative, therapeutic, rehabilitative, or mental health of a patient. A DOT drug test is a forensic screening test used to determine if an individual meets DOT safety requirements for operating a CMV.

This conflict often creates confusion among employers and employees who wonder: “Are DOT physicals confidential?” and “Are drug test results confidential under HIPAA?”

Disclosing Drug and Alcohol Testing Information

DOT drug and alcohol testing information can be disclosed without violating HIPAA rules under the following conditions:

• Where disclosing the information is required by the DOT’s rule 49 CFR Part 40 which describes procedures for conducting workplace drug and alcohol testing for the federally regulated transportation industry.
• Even if drug and alcohol testing information is considered protected under HIPAA rules, employers are not required to obtain written consent from employees if the DOT requires disclosure of this information under the 49 CFR Part 40 rule. Among other things, this means that:
  • Screening test technicians and laboratories can report results to MROs without the written consent of the employee.
  • MROs can also report results to employers, discuss results with prescribing physicians, and confer with Substance Abuse Professionals (SAPs) and evaluating physicians, without the employee’s consent.
• Employers and service agents can also release testing information to requesting federal, state, and local agencies that have regulatory authority over them or their employees.

Furthermore, during claims litigation following a CMV accident, a claimant can request DOT physical information and medical examiner certificates of the driver involved.

Practical Implications

Drivers who undergo drug and alcohol testing as part of a DOT physical must understand the subtle interpretations of the law. In certain instances, DOT regulatory requirements that govern the safety of drivers and the public take precedence over HIPAA medical privacy and PHI confidentiality rules.

As such, CMV drivers must understand that any testing information can be shared with a prospective or current employer, MROs, and regulatory bodies. This information can be a deciding factor in whether a driver can obtain or retain a CMV license, or even be removed from duty.

Drug and alcohol testing history may also follow an individual to a new employer – if the individual agrees to the release of that information.

Addressing Common Questions About HIPAA and DOT Physicals

Balancing HIPAA and DOT Physicals

DOT physicals are an essential part of occupational health and safety in industries regulated by the DOT. However, employers and employees must understand the applicability of medical privacy laws, like HIPAA, and when and how DOT regulations override those laws.

Acuity can help employers navigate the complexities of DOT physicals while ensuring compliance with HIPAA rules.

We offer a wide range of workplace DOT physical exam services, including pre-employment, random, reasonable suspicion, DOT drug and alcohol tests, return-to-duty, and follow-up tests.

These services are backed by advanced technology and a widespread provider network to give employers 24/7 access to scheduling, testing status notifications, case management reporting, and more.

Learn more about Acuity’s comprehensive portfolio of Occupational Health Services.

Regulated and non-regulated drug testing is a common practice used by employers to screen for substance abuse. Drug testing is an important preventative measure that helps employers maintain a drug-free workplace and minimize the risk of injury or accident – especially if an employee operates heavy equipment or machinery.

Regulated drug testing is a test required by the U.S. Department of Transportation (DOT) for workers in regulated industries, such as commercial vehicle drivers. Non-regulated drug screening is a test given to workers in industries not regulated by the DOT, often as a condition of employment.

In this blog, we answer the question “what is a non-regulated drug screen?” and explain what these tests involve, how employers can implement a non-DOT drug testing program, and challenges and considerations for workplace drug screening.

Understanding Non-Regulated Drug Screens

Let’s look at how non-regulated drug testing differs from DOT-drug testing programs.

Definition and Overview

A non-DOT drug test is implemented by employers as part of a workplace drug screening program. Unlike a regulated drug screen, employers have the freedom to choose the mode of testing – urine, saliva, or hair specimens – and select the drugs they want to test for.

Regulated drug screening, or DOT drug tests, are defined by government regulation, specifically DOT rule, 49 CFT Part 40, which describes procedures for conducting workplace drug and alcohol testing for the federally regulated transportation industry. The ruling applies to employees in the transportation industry who are in safety-sensitive jobs, such as commercial motor vehicle (CMV) drivers.

Why Non-Regulated Drug Screens are Important

Non-regulated drug screens are an essential part of ensuring workplace safety and efficiency. By filtering out substance abuse, drug testing can reduce risks associated with workplace incidents and potential damages and provide cost savings. It also protects employees and is a deterrent against drug use in the workplace.

In addition, drug screening takes the guesswork out of hiring and promotes a culture of health and wellness.

Types of Non-Regulated Drug Tests

Non-regulated drug screening is performed at various times during employment. Different types of tests include pre-employment drug tests, random testing, post-accident testing, and return-to-duty tests.

There are a variety of testing methods that employers can use to perform a non-regulated drug screen.

Various Testing Methods

Several methods can be used for non-regulated drug testing, including urine, blood, hair, and saliva tests. Let’s explore these four primary forms of drug tests along with their respective accuracy and detection periods:

• Urine tests: This method is the most used for drug screening because it is convenient, painless, and cost-effective. Results are typically available within a few days, sometimes even on the same day. However, urine tests have a limited detection window, usually ranging from five to ten days after the sample collection.
• Blood tests: Blood tests offer high accuracy and can swiftly detect illicit substances within minutes or hours. Nevertheless, they tend to be expensive and inconvenient.
• Hair follicle tests: Considered more reliable than other drug testing forms, such as urine and blood tests, hair follicle drug screening takes advantage of the fact that drugs and their metabolites persist in the hair as it grows. This method can identify the use of various substances like cocaine, amphetamines, opioids, methamphetamines, PCP, and others. Detection times vary, with scalp hair having a window of three months and body hair extending up to a year.
• Saliva tests: An effective alternative to urine testing, saliva tests serve as a useful backup if an individual cannot provide an adequate urine sample. They can detect drugs within a short timeframe, typically within 48 hours.

Common Drugs Test in Non-Regulated Screens

Some of the drugs that non-regulated drug tests screen for include:

• Opiates, amphetamines, and narcotics
• Phencyclidine (PCP)
• Barbiturates and benzodiazepines
• Marijuana
• Antidepressants
• Stimulants

The most common form of non-DOT drug screen is the five-panel test that detects cocaine, marijuana, amphetamines, opioids, and PCP.

Implementing Non-Regulated Drug Screens in the Workplace

Setting up a workplace drug screening program involves careful planning and implementation to ensure compliance with regulations, fairness, and accuracy.

Setting Up a Drug Screening Program

Here’s a step-by-step guide to help you establish a workplace drug screening program:

1. Observe legal compliance: Research and understand local, state, and federal laws regarding workplace drug testing. Ensure that your program aligns with legal requirements and regulations.
2. Define program objectives: Clearly define the objectives of your drug screening program. Determine whether you are implementing pre-employment testing, random testing, post-accident testing, or a combination.
3. Develop a written policy: Create a comprehensive written drug-free workplace policy. Clearly communicate the purpose of the program, the types of tests used, consequences for positive results, and employees’ rights and responsibilities.
4. Provide employee education: Educate employees about the drug-free workplace policy. Make sure they understand the reasons for testing, the procedures involved, and the potential consequences of a positive result.
5. Select a testing method: Choose the appropriate testing methods for your program. Common methods include urine testing, blood testing, hair follicle testing, and saliva testing. Consider the nature of your workplace and the specific drugs you want to detect.
6. Choose a testing vendor: Select a reputable, certified drug testing vendor. Ensure they comply with industry standards, maintain data privacy, and provide accurate and timely results.
7. Establish testing procedures: Clearly outline the procedures for collecting and handling samples, maintaining confidentiality, and ensuring the integrity of the testing process. Train designated staff members on proper procedures.
8. Employ a randomization process: If implementing random testing, establish a fair and unbiased process for selecting employees. This helps ensure that all eligible employees have an equal chance of being selected.
9. Include a Medical Review Officer: Consider hiring a Medical Review Officer (MRO) or work with a testing partner who has a network of MROs to help interpret and review test results. An MRO ensures that there are no false positives and provides a confidential channel for employees to discuss prescription medications.
10. Communicate results: Develop a clear process for communicating test results to employees. Respect confidentiality and provide a mechanism for employees to dispute or verify results if needed.

Benefits of Drug Screening for Employers

Drug addiction is one of the most prevalent health issues in the United States. In addition to impacting an individual’s well-being, substance use disorders (SUDs) can have profound impacts in the workplace. According to data from Recovery Centers of America, 70% of people who use illegal drugs are employed either full or part-time and 75% of them remain untreated.

In addition to health and safety concerns, SUDs inflict an annual cost of $81 billion on employers, covering healthcare expenses, disability and worker’s compensation, recruitment costs, and more.

Moreover, it is claimed that employees who test positive for drug and alcohol use are 10 to 60 percent less productive than persons who test negative.

Given these potential impacts, many employers are opting to screen job candidates and employees for drug use. Non-regulated drug screening enhances workplace safety, minimizes absenteeism, saves money, and improves employee performance and productivity.

Challenges and Considerations

Despite the benefits of non-regulated drug testing in the workplace, screening employees for drug use raises ethical, privacy, and accuracy concerns.

Ethical and Privacy Concerns

Workplace drug screening ethical and privacy concerns include the sharing of drug test data without the employee’s consent.

Be sure to research and understand local, state, and federal laws regarding workplace drug testing. Ensure that your program aligns with legal requirements and regulations, particularly as it pertains to data privacy.

To enjoy the benefits of drug testing while respecting the rights of employees, consider partnering with a non-regulated drug testing provider. Select one who understands federal, state, and local laws and requirements, always ensures the security and confidentiality of employee data, and has a network of professional, licensed MROs who can act as impartial gatekeepers and advocate for the accuracy and integrity of the drug testing process.

Remember, transparency, fairness, and consistency are essential elements of a successful workplace drug screening program. Regularly communicate with employees, address their concerns, and emphasize the program’s commitment to a safe and healthy work environment.

Accuracy and Reliability of Results

Non-regulated drug screens are very accurate. And, because a health professional collects the sample, the results cannot be tampered with. However, there may be challenges such as false positives and false negatives.

If an employee suspects a false positive result, they may request a second test of the same specimen sample. Understand that false positives can occur and be willing to accommodate the request.

If, as an employer, you encounter a false negative but have suspicions, confirmatory testing should be requested to determine if it is a false or true negative.

Conclusion: The Role of Non-Regulated Drug Screens in Modern Workplaces

Non-regulated drug screening is a simple way to ensure a safe and productive workforce. These tests can be applied to many use cases, including pre-employment screening, random testing, return-to-work testing, and post-accident testing.

If you are looking to begin a non-regulated drug screening program in your organization, look no further than the experts at Acuity International. We offer in-depth drug test screening for all organizations and industries, including companies that must comply with Department of Transportation drug screening regulations.

Contact Acuity today to learn more.

A pre-employment blood test is an essential screening practice that ensures the safety and productivity of employees and the public. A blood test can be performed to determine whether prospective new hires have consumed alcohol or drugs, both prescription and illicit.

In this blog, we answer the question “What is a pre-employment drug test for?” We also explore how these blood tests are performed, common substances tested for, the legality of drug testing, and more.

Understanding the Purpose of Pre-Employment Blood Tests

Implementing a pre-employment blood testing program can help employers maintain a drug and alcohol-free workplace while ensuring adherence to government regulations, including those set forth by U.S. Department of Transportation (DOT) and U.S. Department of Labor (DOL) laws.

By filtering out drug and alcohol use, pre-employment blood testing minimizes the risks associated with workplace incidents but also serves as a deterrent for substance abuse. This proactive approach can lead to a reduction in potential liabilities, translating into substantial cost savings.

In addition, pre-employment blood testing takes the guesswork out of hiring, reduces absenteeism, increases worker productivity and performance, and promotes a culture of health and wellness.

The Role of Drug Testing in Employment

Drug addiction is among the most common health conditions in America. In addition to affecting a person’s health, relationships, and finances, the impact of substance use disorders (SUDs) also extends to the workplace. According to Recovery Centers of America, 70% of people who use illegal drugs are employed either full or part-time, and 75% of those people don’t receive treatment.

In addition to productivity losses, SUDs are costly for employers. Recovered.org (formerly The National Council on Alcoholism and Drug Dependence) estimates that addiction costs employers $81 billion each year in healthcare expenses, disability and worker’s compensation, recruitment expenses, and more.

For these reasons, pre-employment drug screening is an important component of the applicant hiring process. In fact, many employers, such as those regulated by the DOT as well as safety-sensitive industries, including hospitals, first responders, and construction, test candidates for drug use before extending an offer.

Common Substances Tested in Pre-Employment Drug Tests

Some of the drugs that pre-employment drug tests detect include:

• Opiates, amphetamines, and narcotics: Drugs like cocaine can be highly addictive when used regularly and in large quantities.
• Phencyclidine (PCP): A street drug, also known as angel dust, PCP is a hallucinogen that can distort vision and hearing, and create feelings of detachment.
• Barbiturates and benzodiazepines: Including medications used to treat anxiety, depression, insomnia, etc.
• Marijuana
• Antidepressants: Side effects can include nausea, dizziness, and fatigue.
• Stimulants: Often prescribed for ADHD and other disorders, these substances can lead to increased heart rate, high blood pressure, and other serious side effects.

The most common pre-employment drug test is the five-panel test that detects cocaine, marijuana, amphetamines, opioids, and PCP.

Different Types of Drug Testing Specimens

There are a variety of methods used for drug testing, including urine, blood, hair, and saliva tests. Let’s look at these four primary forms of drug tests and the accuracy and detection period of each test:

• Urine tests: A urine drug screen is the most used drug test method. They are painless, easy, and cost-effective. Typically, the results become available within a few days, and in some instances, they can be obtained on the same day. However, urine testing has a small window for detection. Most substances can only be detected for five to ten days after the sample was collected.
• Blood tests: Blood tests are very accurate and can detect illicit substances in a matter of minutes or hours. However, they are costly and inconvenient.
• Hair follicle tests: Hair follicle drug screening is far more reliable than any other form of drug testing, including urine and blood sample analysis. That’s because drugs and drug metabolites remain in the hair as it grows. These tests can detect the use of cocaine, amphetamines, opioids, methamphetamines, PCP, and other drugs. Detection times vary from three months for scalp hair to up to a year for body hair.
• Saliva tests: A saliva test is an effective alternative to urine testing and is a useful backup if an individual fails to provide sufficient urine. Saliva tests detect drugs within a short time frame, typically within 48 hours. The DOT recently authorized the use of oral fluid testing as part of employer DOT drug testing programs. The choice of whether to conduct an oral fluid or a urine test is up to the employer.

The Legal Aspects of Pre-Employment Drug Testing

Most states permit employers to test job applicants for drugs or alcohol, although the legality of testing varies by state. Furthermore, the specific guidelines and protocols for these tests are typically established by the employer in compliance with state employment regulations.

Note: Industries regulated by the DOL and DOT are required by law to test job candidates for drugs and alcohol.

Best Practices for Pre-Employment Drug Testing

The following best practices can help employers administer legal and fair pre-employment blood tests:

• Job applicants must be informed about the inclusion of drug or alcohol testing in the interview process.

• Tests must be carried out by a state-certified lab and reviewed by a Medical Review Officer (MRO).
• Equal opportunity laws and the Americans with Disabilities Act (ADA) require that all applicants for the same position must undergo the same type of drug test.
• Employers must treat employee health information as confidential in accordance with HIPAA and the ADA. All applicant information, including personally identifiable information (PII), protected health information (PHI), and test results should remain confidential. Drug and alcohol test results should only be shared on a need-to-know basis with the relevant department.

The Importance of Partnering with Occupational Health Providers

While many urgent care providers offer pre-employment drug testing services, they may not possess the expertise required to conduct a comprehensive range of tests, such as urine, blood, hair follicle, saliva, and others to ensure compliance with government regulations. Moreover, these providers lack the capability and scale to offer the essential support and assistance that employers require. This includes aiding in developing a drug testing program, real-time test tracking and reporting, data management and secure transmission, and physician medical review services, among others.

By working with a specialized health provider for drug and alcohol testing (DAT), employers can implement an accurate, compliant, flexible, and scalable program that meets their unique needs and risks. These services should be backed by robust case management, tracking, and secure HIPAA-compliant reporting services.

Occupational health providers also offer comprehensive support, including subject matter expertise, guidance, program management, and training on implementing pre-employment drug testing programs.

For additional flexibility, employers should seek out a provider who can perform testing onsite or via mobile occupational health clinics.

Additional Pre-Employment Tests and Screenings

Additional pre-employment tests and screenings may be required for specific jobs and industries, especially if the position is physically demanding. In such cases, it is advisable to conduct pre-employment physical exams. These tests evaluate several factors, including:

• Physical ability (including the ability to perform certain functions required for the position, such as lifting or aerobic activity)
• Vital functions (heart, vision, hearing, etc.)
• Mental health, emotional, psychological, and cognitive function
• Strength, stamina, and physical endurance

Other tests include respirator fit exams and COVID testing.

Preparing for a Pre-Employment Blood Test: What to Expect

To prepare for a pre-employment blood test, job applicants should follow these steps:

• Bring a photo ID to the collection site.
• Complete all relevant paperwork accurately (paying special attention to reporting prescriptions and prescription drug use, including dosage).
• For urine tests, drink plenty of water beforehand. The test requires 45 milliliters of urine. If an individual can’t produce sufficient urine the collector will provide a reasonable amount of fluids to drink during a period of time up to three hours.

Once collected, the sample will be sent to a state-certified lab for testing and review by an MRO.

Pre-Employment Blood Tests: An Essential Screening in the Modern Workplace

Prioritizing workplace safety is paramount for any company, and one effective measure to mitigate risks linked to drug and alcohol misuse is the implementation of pre-employment drug tests. By clearly stating on a job application that a job offer could depend on the outcome of a drug test, an employer can discourage individuals with substance abuse issues from applying in the first place.

This is especially crucial for roles in safety-sensitive environments. Pre-employment drug testing plays a critical role in ensuring compliance with DOT and DOL regulations, minimizing workplace accidents and injuries, and reducing the frequency and cost of expensive workers’ compensation claims related to drug or alcohol use.

If you are looking to start or optimize your pre-employment blood testing program, contact us to learn more about how Acuity can help. We combine our pre-employment drug and alcohol testing services with advanced technology and a widespread provider network to give organizations 24/7 access to scheduling, exam status notifications, case management reporting, and more.

We also provide comprehensive pre-employment physical exam services so you can be assured that a job candidate does not have physical limitations or an existing medical condition that would prevent them from performing a job.

Learn more about Acuity’s comprehensive portfolio of Occupational Health Services.