About three in four people who abuse drugs or alcohol are employed, and they do not leave those problems at the door when they arrive at work. Employers looking for program options can review resources such as Drug-Free Workplace.
According to OSHA, an effective drug-free workplace program should have five components:
Five components of an effective program
- A Drug-Free Workplace Policy. Your policy should include a stated purpose or rationale, a clear description of prohibited behaviors, and an explanation of the consequences of violating the policy.
- Supervisor Training. Train supervisors to understand the policy and its implications, recognize and address substance-related performance problems, refer employees to available assistance, and enforce the policy consistently.
- Employee Education. Education should cover company-specific policy details plus general information about substance abuse, its impact on work and health, and types of available assistance. Delivery can include safety meetings, training sessions, new-hire orientation, seminars, and guest speakers.
- Workplace Assistance. Employee Assistance Programs (EAPs) offer counseling and referrals and can reduce legal exposure by showing employer efforts to help workers who need treatment. If you do not offer an EAP, maintain a resource file listing community-based programs and helplines.
- Drug Testing. Common tests include urinalysis, breath-alcohol, blood, hair, and saliva or sweat tests. Employers may use testing for pre-employment screening, reasonable suspicion, post-accident, return-to-duty, random, or periodic reasons. Private employers generally have latitude unless subject to specific federal regulations; many follow guidance from federal agencies and professional testing standards.
Creating and implementing a successful drug-testing and assistance program takes time and patience. For information about treatment and provider options, see Substance abuse clinics (outpatient) insurance, and if you need help tailoring a program, talk to an agent.
Frequently Asked Questions
What should a drug-free workplace policy include?
A clear purpose, definitions of prohibited conduct, testing procedures, confidentiality rules, and the consequences for policy violations are essential components.
When is drug testing typically used?
Employers commonly test at pre-employment, after accidents, on reasonable suspicion, for return-to-duty, and in random or periodic programs when justified by policy or regulation.
How can supervisors help employees with substance problems?
Supervisors should be trained to recognize performance issues, document concerns, follow policy for reasonable-suspicion actions, and refer employees to assistance resources.
What role do Employee Assistance Programs play?
EAPs provide confidential counseling and referrals, help employees get treatment, and can support workplace training and education efforts.