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the employees' homes or at an off-premises location of their choosing. Surprisingly, many employees give their names and a means to contact them to arrange for such meetings. Even those who are somewhat paranoid seem to be reassured, since we are usually dealing from out of state or at least from an area remote to the plant. Personal meetings with employees are often very informative and other concerns, such as theft problems or inadequate supervision, are sometimes brought out by employees. Additionally, during such personal interviews, 30% - 40% of these folks will call other employees who know more--but who may not have responded to the survey--and ask them to talk with our investigators, either on the phone or in person. These others usually cooperate and often apologize for not returning the survey, saying they didn't think anybody would actually be following up. In addition to these personal meetings, we generally also provide a local number or motel room number where investigators can be reached on a specific dates by those preferring to remain completely anonymous.
Confidentiality of Contacts:
When we tell potential sources of information that they will not be identified to anyone--specifically to our client, we mean it. We value our credibility with these folks and never betray their trust. In one case, a union representative, considered by management to be an irrational and irascible nemesis, regularly provided us with confidential information concerning problems at the plant. In his own way, he was a loyal company man, but to uphold his image it was important to him that neither management nor his union members ever became aware that he was assisting on solving problems at the plant.
Results of These Programs:
The percentage of returns, quality of response, interest in follow up, and the validity of information initially assimilated, of course, varies greatly on each of these projects. However, we have found that just the fact that an employee dealing drugs gets a copy of the survey request and assumes other employees will identify him or her provides a good incentive for such folks to move on. This low cost method of combating the workplace drug problem has been found to be an exceptionally effective approach when applied in the appropriate environment.
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