An estimated 16.6 million Americans are illicit drug users, according to the 2002 National Survey on Drug Use and Health. And about three-fourths of the drug users work either full or part time.

"This has been an ongoing struggle," said Elena Carr, drug policy coordinator for the U.S. Department of Labor. "(But) employers are starting to recognize there are things they can do to reduce drug use and improve safety in their workplaces."

Substance abuse can also have a significant impact on a company's bottom line.

Alcohol and drug abuse costs American businesses an estimated $81 billion in lost productivity annually, while alcoholism alone is blamed for 500 million lost workdays each year.

And small businesses stand to benefit the most in implementing drug-free workplace programs.

According to the Labor Department, when it comes to workplace substance abuse, small businesses are more vulnerable than larger establishments. Not only are they less likely to have anti-drug programs, but they are more likely to become "employers of choice" for illicit drug users.

Nearly 90 percent of illicit drug users and heavy drinkers work for companies with fewer than 500 employees.

"Size is one of the most critical variables," Carr said.

These sessions are attended by every employee, from stevedores to secretaries, from engineers to executives.

"It sets such an example and they bond," Clarke said. "They're all sitting shoulder-to-shoulder. There's no titles. It reminds people that it doesn't matter where you live or what kind of car you drive. The law pertains to all of us. No one is exempt."

The Labor Department restructured its Web site less than a year ago to make it easier for companies to obtain information about drug-related issues, in particular those pertaining to business. The interactive tools on its Working Partners site aid companies in creating a drug-free workplace and educating workers about the dangers of alcohol and drug abuse.

For example, the site features a policy-builder component that business owners can use to create drug policies without the cost of hiring a lawyer. These policies are reviewed by Labor Department attorneys, saving companies money and time.

The site was designed to be a step-by-step tutorial for small businesses, Carr said.

"The benefit (of this Web site) is that it does give them a place to get started without expending massive resources," Carr said. "They can get up to speed as to what the issues are."

Drug testing, whether random or pre-employment, has been one strategy for businesses to monitor their employees while sending the message that drugs will not be tolerated in the workplace.

Four years ago, HEMIC (Hawai'i Employers Mutual Insurance Company), began offering a financial incentive to its policy-holders who implement drug testing in their workplaces.

Those who enforce either random, post-offer pre-employment or for-cause drug testing qualify for a 6 percent credit on their premium. With an average policy premium of $15,000, that credit could translate into a $900 savings.

"We try very hard to raise the awareness of employers to the extent that (drugs) are prevalent in our society," said Bob Dove, HEMIC president and chief executive officer. "It's bad business. And we believe strongly enough that it's bad business that we provide this financial incentive."

In line with its drug-free philosophy, HEMIC also enforces a strict drug policy. In addition to drug testing, the company has a zero-tolerance policy when it comes to substance abuse at work.

"We try to make it a matter of corporate pride," Dove said. "We're a pioneer in this premium credit, and we think that it's very important that we set an example. Instead of just saying this is what you have to do, we're actually doing it. Our people think of it as a positive thing."

The random drug testing of its roughly 70 employees hasn't turned up a drug user yet.

"We feel very fortunate about that," Dove said.

Training programs for workers and managers are also strategies some local companies have employed to address the concern about drug use in the workplace.

Four years ago, hardware retail chain City Mill Co. Ltd. implemented an annual mandatory training program for managers and supervisors.

The three-hour Worksite Alcohol and Drug Awareness training, attended by more than 60 members of management, focuses on drug-related issues such as trends in illicit drug use, how to recognize symptoms in employees, management intervention techniques, and recovery and treatment options.

But a second positive test result will mean immediate termination.

"Drug use is a big concern, but it's not a big problem for us," said Ron Kershner, human resource manager. "We try to weed out drug users in the hiring process and train our management staff to be vigilant."

TS Restaurants, which operates Duke's Canoe Club and six other Hawai'i restaurants, prides itself on a hiring process that filters out drug users. And the company is upfront about its drug-free policy, setting high standards with regard to attitude, productivity, service and behavior. There's no drug testing, but managers are required to attend a yearly drug awareness program.

"We look for happy, healthy and wholesome people," said David Allaire, senior vice president. "That's the tone we set from the first day. ... We check in with our people a lot. We work with them every day. We don't feel we're detached from them. Our employees have names, not numbers."

Historically, restaurants have one of the highest rates of employees who abuse drugs or alcohol. But Allaire said it hasn't been a problem so far at their establishments.

"It's a major concern," he said. "Our employees are the most important thing we have."

Some companies avoid implementing prevention programs for fear of violating employee privacy and trust. But that strategy can backfire, Carr said.

"Not doing anything is riskier than the perceived risks of infringing on personal freedom or alienating some workers," Carr said. "The cost in terms of accidents and injuries and absenteeism is very substantial."