OGC Solutions® is committed to helping our clients maintain a safe and healthy workplace. The
opioid crisis continues to be a pressing issue in the United States, with opioid overdoses affecting
individuals from all walks of life. Employers can play a crucial role in addressing this crisis by
making Naloxone, a medication that can reverse an opioid overdose, available in the workplace. In
this article, we will discuss five important considerations that employers should keep in mind when
implementing a Naloxone program in their workplace, with insights from OGC Solutions® partner
Christopher M. Santomassimo.
- Adopt a Written Policy. Implementing a Naloxone program in the workplace starts with
establishing a clear, written policy. According to Christopher M. Santomassimo, “A written
policy sets the foundation for the program by outlining the procedures for storing,
administering, and disposing of Naloxone. It also designates specific employees responsible
for administering the medication in case of an emergency.” Further, “Having a written
policy is crucial to ensure that everyone is on the same page and understands the company’s
expectations,” says Santomassimo. A well-drafted policy should also address potential
employee concerns about privacy and the handling of sensitive medical information. - Train Employees on Naloxone Administration. Ensuring that employees are well-trained in
the proper administration of Naloxone is crucial for a successful workplace program.
“Providing comprehensive training on the safe and effective use of Naloxone not only
increases the chances of saving a life during an overdose emergency but also helps
employees feel more confident and prepared to take action in such situations,” says
Santomassimo. Training should cover the signs of an opioid overdose, the correct
administration method for Naloxone, and the appropriate steps to take after administering
the medication. - Understand Good Samaritan Laws. Good Samaritan laws are designed to protect individuals
who voluntarily provide emergency assistance to someone in need from potential liability.
These laws vary by state, so it is essential for employers to review the specific laws in their
jurisdiction. Santomassimo advises, “Understanding the Good Samaritan laws in your state is
critical to ensure that your company and employees are protected from potential lawsuits
when administering Naloxone in the workplace.” - Consult Legal Counsel. Given the legal complexities surrounding Naloxone and the opioid
crisis, it is essential to consult with legal counsel when implementing a workplace program.
“A knowledgeable attorney can help navigate the legal landscape, ensuring that your
company’s policy complies with state and federal regulations while minimizing potential
liabilities,” explains Santomassimo. - Continuously Review and Update the Policy. Like any workplace policy, your Naloxone
program should be regularly reviewed and updated to ensure that it remains effective and
compliant with current laws and regulations. “As the legal landscape and our understanding
of the opioid crisis continue to evolve, it is important for employers to stay informed and
make necessary adjustments to their Naloxone program as needed,” recommends
Santomassimo.
Making Naloxone available in the workplace can be a life-saving initiative, but it is vital for
employers to carefully consider these five factors before implementing a program. By adopting a
written policy, providing employee training, understanding Good Samaritan laws, consulting legal
counsel to ensure legal and regulatory compliance, and regularly reviewing the policy, employers can
confidently contribute to addressing the opioid crisis while ensuring a safer work environment for
all.
To review your plans to implement a Naloxone program, please contact Chris Santomassimo at
[email protected] or visit OGCSolutions.com.
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