In order for a company to perform at its highest level as well as to protect the health and safety of its workers, it's essential that management create, implement and enforce employment policies specific to the possession, use and sale of drugs in the workplace. Having such policies in place will not only help prevent accidents arising from substance abuse but also avoid lawsuits involving workers whose claims of wrongful termination hinge on the fact they were never told that drug use was unacceptable.
Instructions
1. Define the purpose of the policy you want to introduce. The opening statement of your drug-free-workplace policy should reflect management's concern for worker health and safety; cite statistics relevant to revenue loss, accidents and absenteeism resulting from substance abuse; and relevant state/federal legislation that labels illegal drug use a criminal offense.
2. Identify whom the drug-free policy will affect and when it will take place. Standard language is to specify "all employees" and explain that the policy is "effective immediately" or "effective as of this date." If you plan to require drug testing for new hires prior to their appointment, this needs to be addressed as well.
3. Delineate what types of substances and behaviors will not be tolerated under the new policy. Use bullet points to make these stand out rather than embed them within a narrative. Keep your language simple and clear.
4. Explain how the new drug-free policy is going to be enforced. Examples of this could be random searches of desks, lockers, briefcases and backpacks; surveillance cameras; and confidential channels by which employees could report violations. Work closely with an attorney on this portion to ensure that employees' privacy rights will not be compromised.
5. Discuss the consequences of violating the company's drug-free policy. The degree of penalty should be commensurate with the level of the offense and can range from a letter of reprimand placed in the worker's personnel folder to termination. Your attorney and representative from HR can advise you on the appropriate options for discipline.
6. Incorporate both an educational component and an employee-assistance reference in your drug-free policy. The educational component should be a commitment to provide mandatory classes, workshops and literature to employees to increase their awareness of the hazards associated with substance abuse. For employees who are already struggling with addictions and in need of help, your company's employee-assistance program should be available to them on a confidential basis.
7. Have your attorney review the statement prior to formal preparation and dissemination to employees to ensure compliance with government regulations and union contracts.
8. Include a signature/date line at the bottom of the drug-free policy statement to indicate that the employee has received the policy and acknowledges the content and agrees to abide by it. Provide each employee with two copies of the policy; have them sign and return one copy and retain the second one in a file or office procedural manual.
Tags: drug-free policy, substance abuse, educational component, from substance, from substance abuse, health safety
