CHOOSE THE PERFECT COMBINATIONDOUGLAS FIR TREATEI} WITH CHEMONITE:

The marine environment-both salt and fresh water-requires building materials that will withstand tough times. The right wood, pressure treated with the right preservative to the proper penetration and retention has been proYen to resist the stress of this environment best. For complete details on Chemonite treated Douglas Fir, including AWPB Quality Control Inspection, contact your authorized Chemonite dealer.

For the one nearest you call or write:

CHUCK LINK executive director

ff ntVAfE sector employers can now f turn to a federal oflice for information on drug testing and employee assistance programs. Dubbed the "Office of Workplace Initiatives" and headed by J. Michael Walsh. Ph. D.. chief of the clinical behavioral and pharmacology branch of the National Institute of Drug Abuse (NIDA), the group will conduct research to determine the extent of drug abuse in the workplace, and cost-benefit analyses of drug screening and Employee Assistance Programs (EAPS). The toll-free number for employers to call,l-800-8434971, is staffed Monday through Friday, 9am-8pmEST.

The office will deal with "illegal drug use as well as the abuse of legal drugs," according to Maureen Sullivan, public health advisor with NIDA who is working with Walsh. A representative of the National Institute of Alcohol Abuse and

Alcoholism will also be in the workplace office. The group will also "raise awareness of employers, labor leaders, and occupational health practitioners to drug abuse issues and foster the development of effective employee assistance approaches," Sullivan said. Walsh and his team will analyze and recommend EAP policy models for employers.

Drug and alcohol abuse has now reached into the workplace in all industries and no segment of the working population is excluded. Estimates now run as high as 450/o of the employed population being involved in the use of some kind of illegal drug!

A company has the right to expect employees not to impair work performance nor to endanger other workers with drug-affected behavior. Yet, how a company approaches this problem can make a great difference in the results.

Here is an outline of proven approaches to creating a drug-free work environment and, therefore, a safer and more productive one as well:

The supervisor should be aware of the following symptoms which may indicate substance abuse: o Work quality is inconsistent. o Has frequent mood swings and over-reacts to criticism or praise. o Displays deteriorating personal appearance.

. Arrives late and leaves early more often than other employees.

Uses sick leave several times more than normal.

. Has accidents and files workers' compensation more often than would be expected.

. Indicates recurrent financial problems.

There needs to be a company policy and safety rules addressing the possession and consumption of alcohol and drugs, and the possession of drug paraphernalia in the workplace. lt is necessary to have an enforcement program of these rules and policy as well as employee awareness of the program.

GARY L, SMITH executive vice oresident

E OR SOME reason I was reminded I o[ the huge swings of emotion that we go through in this country when it comes to national pride.

The thoughts may have been generated by watching a portion of the winter Olympics or a similar event, but I was reminded of the times when the country seemed to experience a feeling of togetherness: the outrage during the lranian hostage crisis; the patriotism after the invasion of Grenada: the rush of pride when the underdog Olympic hockey team beat the Russians and took the gold medal a few years back.

It may not be on the same scale or in the same class as the events mentioned before, but you should occasionally do a little flag waving about the contribution that you and your business make to bring your industry and your community together.

In our society there are many valuable results that would never be realized were it not for your participation in these "unions for employers" as someone who asked me to explain LMA's function once suggested. Because we are fortunate enough to have dedicated and committed bill-payers and time-givers, valuable results are achieved that benefit both the givers and those that merely ride the shirt tail. I'd like tojust review a few things that happened in the last year as a result of the commitment of your trade, business and service groups, and more specifically the people that involve themselves with them.

. In 1987 the California Insurance Commission pared a requested workers compensation rate increase almost in half as the result of extensive campaigns mounted by organizations like the California Chamber of, Commerce, the Woodwork Institute of California, Lumber Merchants Association and many other industry groups.

o Mandated employee benefits bills on the national and state levels were successfully quashed through the efforts of the National Lumber and Building Material Dealers Association and other lobbying groups on the federal level and similar organizations including the Western Building Material Dealers Association on the state level.

o The NLBMDA led the fight for equity on the Canadian lumber import tax issue.

On a more up-close and personal basis, LMA during the past year: o Marched two strong contingents of lumber dealers on Capitol Hill in Washington, D.C. during our annual Conference with Congress. o Provided member to member contact with five area meetings, an annual convention and an owners meeting.

. Conducted training programs for all levels of dealer personnel on salesmanship, employee relations, product knowledge, advertising, store security and many other subjects.

. Met with a Sacramento lobbyist representing your interests at least six times.

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