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... your policy conforms to state and local requirements. Once your policy is wr...workplace. Notify the federal government of such a violation. Requir...

... and the organization. Make clear that participation in an Employee Assistance Program is confidential and will not jeopardize employment or advancement, but that participation will not protect employees from disciplinary action for continued unacceptable job performance or rule violations. Make sure your policy conforms to state and local requirements. Once your policy is written, be sure to explain the policy thoroughly to your employees. It may be wise to have each employee acknowledge in writing that he or she has received the policy. Be fair and consistent in applying the policy to all ... your drug testing program is fair, accurate, and legally defensible. Remember, it should be undertaken only as part of a comprehensive drug-free workplace program. FEDERAL REGULATIONS If your company performs certain types of work or if it has certain types of contracts with the federal government, you may have to comply with federal regulations. UNDERSTANDING THE DRUG-FREE WORKPLACE ACT OF 1988 The Drug-Free Workplace Act is a federal statute requiring certain federal contractors and grantees to maintain a drug-free workplace. WHO IS AFFECTED? You are not covered by the Act unless ... , the problems of substance abuse are hurting the workplace. That's a major business problem for you because substance abuse affects the bottom line. It costs you money. How? Here's how substance-abusing workers compare to drug-free workers. MORE: Work days missed Likely to injure self or others Workers' Compensation claims filed LESS: Productivity That means real dollar costs in these areas: Absenteeism Overtime pay Tardiness Sick leave Insurance claims Workers Compensation Hidden costs also drive up your bill for substance abuse: Diverted supervisory and managerial time Friction among workers Damage ...