Why should an employer participate in DFSP?
No one can dispute that substance use can affect the workplace and that the costs are potentially damaging to an employer’s bottom line, as well as to the health and well-being of the employees. The possibility of unsafe machinery use combined with an employee’s alcohol and drug use make workplace accidents and injuries more likely. DFSP can provide long-term benefits for both the employer and the employees.
What are the available discounts?
According to the BWC’s Web site, DFSP offers discounts of 4 percent for implementing a DFSP basic level program, 7 percent for an advanced level program and the incremental discount of 3 percent off their already credited rate for group-experience-rated employers participating in DFSP, advanced up to the group cap.
In addition, DFSP employers may apply for reimbursement for specified start-up costs for the first two years of DFSP program operation. However, DFSP discounts are not intended to create incentive for employers to do the right thing, but rather to reward those employers that see the value in doing the right thing.
Can the DFSP discount be stacked with another BWC discount program?
The discount can be stacked if the employer:
- Participates in DFSP at the advanced level and group-experience rating. The incremental difference between the DFSP advanced discount (7 percent) and the DFSP basic discount (4 percent), means an additional 3 percent may be received on top of the group credit up to the established cap pursuant to the current credibility table. Note: The combination of DFSP basic and group-experience rating does not offer the ability to stack a DFSP discount on top of the group credit.
- Participates in DFSP at either advanced or basic levels — the small deductible program may receive both benefits.
- Participates in DFSP and the Safety Council Incentive Program.
- Participates in DFSP for a discount and cannot pay salary continuation on claims with dates of injury of Jan. 1, 2011, and beyond.
As American employers are being held responsible for the behavior of employees who have alcohol and other drugs in their system at work, employers must do everything they can to heighten and improve the safety of their workplaces. Not only do alcohol and other drugs affect profitability of companies, they also affect the health, safety and productivity of substance-using employees and their coworkers. The new DFSP is just one tool available to them.
What requirements must employers meet to qualify for the program?
There are many requirements that must be met to qualify for the discounts, including safety processes, written DFSP policy, employee education, supervisor training, alcohol and other drug testing, employee assistance, and the posting of specific notices regarding rebuttable presumption.
Employers can contact their managed care organization to ensure they have all of these factors covered.
Karen Conger is the CEO of Ohio Employee Health Partnership.
