Drugs and Employee Policy

Put your policy in writing A written policy is the foundation for a drug-free program. Tailor your own policy but do include three things: Why the policy is being implemented, a clear description of what's prohibited and details on what the consequences will be for violating the policy.

I recommend:  The U.S. Department of Labor (DOL) offers an interactive Drug-Free Workplace Advisor Program Builder that will set you on course for developing your program. You can also tap into the Substance Abuse Information Database (SAID), which has hundreds of documents and resources, including sample policies, training and education material, legal and regulatory information. The U.S. Health and Human Services Department offers an excellent kit for employees.

Train, train, train Make sure supervisors understand the drug-free workplace policy, as well as ways to recognize and deal with employees who have performance problems that may be related to alcohol and other drugs. Managers should know how to refer employees for assistance.

I recommend:  Review the Labor Department's supervisor training section.

Educate your staff An effective education program includes company-specific information, such as the details of the drug-free workplace policy, general addiction information, its impact on performance, health and personal life, and types of help available. Forums for education can include brown bag lunches, guest speakers, office displays and more.

I recommend:  See the Department of Labor's education module for guidance on what to include in your training sessions. Another good resource is the Institute for a Drug-Free Workplace.

Extend a helping hand Employee Assistance Programs (EAPs), are believed to be the best way to address employee's drug problems. In addition to counseling and referrals, many EAPs offer supervisor training and employee education.

I recommend:  Read up on the DEA's information on EAPs.

Find out the truth Testing can be used to deter and detect drug use, as well as provide concrete evidence for intervention, referral to treatment and/or disciplinary action. Typically, testing is not required by law but can legally be required by an employer. Before enacting a program, study local, state and federal laws that might impact the testing process. Consult legal counsel.

I recommend:  See the Labor Department's Guide to Federal and State Drug-Testing Laws or the testing guide from the Institute for a Drug-Free Workplace.