 |
 Drug Free Workplace Marriott Hotels See Positive Results From Drug Testing |
|
Drug Free Workplace Marriott Hotels See Positive Results From Drug Testing |
Marriott International, the hospitality industry giant, has divisions that reflect its management operations in lodging and food services. One of these, Marriott Hotel Resorts Suites (MHRS), has assembled a formal substance abuse policy that includes pre-employment testing, support, and referral information that can be tailored for use by its member hotels, based on their specific needs. The policy, in place for more than three years, has yielded impressive results, which Jeff Hayes, MHRS Division Director of Assets Protection at Marriott's Corporate Headquarters in Washington, D.C., attributes in large part to pre-employment testing has helped to decrease turnover and reduce accidents. He will tell you these tangible benefits do not make themselves known overnight.
"One thing I have discovered in doing this over the years is that good results come with time-as your drug-testing program matures, hidden benefits emerge. A stable, contributing work force in a healthy work environment consistently delivers quality service to customers and each other," Hayes explains. "In analyzing the results of the testing component of one program, we are validating the assumptions we made back when we started pre-employment testing over three years ago, most notably that associates recognize the impact drugs and their use have made on society and appreciate an employer who is willing to provide a healthier work environment. It is perceived as the right thing to do."
Hayes notes that the hotels coming under the MHRS umbrella function more like independent, autonomous businesses, linked by company philosophy and vision. Although MHRS acts as the official corporate entity managing various properties, individual hotel general managers are provided numerous options in implementing substance abuse programs to fit their perceived needs. Some have enacted formal employee assistance programs (EAPs) and referral services, others rely on public sector referrals and some have included testing as part of their program. The division is currently considering a national EAP.
By June, Hayes expects all MHRS hotels to be conducting pre-employment testing. "In hotels where we currently test, we test all applicants for the presence of illegal drugs," Hayes explains. "Because out policy is obvious to anyone coming in to apply for a position, many of our hotels have noticed a different caliber of applicant inquiring about employment opportunities." He adds that in some hotels, the drug-free message is emblazoned on neon-colored signs that greet potential applicants when they come through the door. Many times, handouts, explaining the hotel's drug- free policy are given to applicants looking for work. In addition, as part of the initial application process, the hotel recruiter explains the company's philosophy. "By the time an applicant leaves, there is no doubt he or she knows what our policy is," Hayes says.
Currently, no widespread policy is in place to test existing associates, but Hayes expects that to happen relatively soon.
For its hotels interested in setting up a program, MHRS provides a general information packet about employee substance abuse, offers evaluation services, provides a list of government certified laboratories, helps hotels identify the best laboratory service providers for them, and supports their implementation process.
"We listen to our internal customers, identify state requirements, and ensure fair and consistent process using the highest standards," Hayes states.
Information Center | Training | Exporting | Consulting
HOME | LOCATIONS | PUBLICATIONS | LINKS
UALR Arkansas SBDC
100 Main Street, Suite 401
Little Rock AR 72201
(501) 324-9043
(501) 324-9049 fax