Today's state and federal regulations compel many employers to re-evaluate their written policy for maintaining a drug- and alcohol-free workplace. Part of the consultative services AWP provides to all EAP customers includes expert guidance on policy development, review and/or revision.
Whether an organization is interested in starting a new drug and alcohol-free workplace program, or rejuvenating an existing one, there is much to be gained from our experienced, comprehensive assistance. Since 1992 we've helped over five thousand workplaces with program development.
AWP has assisted employers develop complex multi-administration DOT policies.
The following is a simple non-testing sample policy :
Sample Policy
Drug and Alcohol-Free Workplace
PURPOSE: The objective of this policy is to develop a drug- and alcohol-free workplace which will help ensure a safe and productive work environment. In order to further this objective, the following rules and guidelines have been established with respect to use, possession, distribution or being under the influence of drugs or alcohol during working hours.
POLICY:
- The unlawful manufacture, distribution, dispensing, possession, sale, purchase or use of a controlled substance on company premises or while representing the company off-premises is prohibited.
- Being under the influence of alcohol, inhalants or other drugs on company premises or while representing the company off-premises is prohibited. The unauthorized use or possession of alcoholic beverages and abuse of prescription drugs or over-the-counter drugs on company premises or while representing the company off-premises is prohibited.
- Employees who violate the substance abuse policy are subject to appropriate disciplinary action up to and including termination.
- The company shall implement a comprehensive drug and alcohol abuse education program. As part of that program, information will be provided on the availability of employee assistance program services.
- Alcoholism and other drug addictions are recognized as diseases responsive to proper treatment, and treatment will be an option as long as the employee cooperates. Employee assistance program services (EAP) will be made available to assist employees.
- The policy applies to all employees of the company regardless of rank or position and includes temporary and part-time employees.
RESPONSIBILITY
The employee must act as a responsible representative for the Company and as a law abiding citizen. It is his/her responsibility to report known use, sale, possession or distribution of drugs on Company premises or in Company vehicles to his/her immediate supervisor.
Employees are required to inform their supervisors of any use of prescribed medicine that could affect their performance. It is the employee's responsibility to determine from the physician whether or not the prescribed drug would impair his/her job performance. When reporting such use, the employee is required to have a written statement from his/her doctor regarding the prescription's effect on the employee's performance of job duties and present this to his/her supervisor. When the risk of accident is present, the employee will be directed to take leave with or without pay, or reassigned to an existing vacant position until the use is discontinued. Paid leave may be charged to sick leave and/or current vacation time if either is available.
Each supervisor/manager is held accountable for being familiar with this Substance Abuse policy and its administration. He/she must keep good records of employee performance. Any situation involving an employee under the influence of drugs or the use, sale, possession or distribution of drugs should be reported immediately to the Area Manager. It is the supervisor's responsibility to document situations of suspected or actual drug use.
EMPLOYEE ASSISTANCE PROGRAM (EAP)
The company will provide employees and their families with confidential, professional assessment and referral for assistance in resolving or accessing treatment for addiction to, dependence on, or problems with alcohol, drugs, or other personal problems adversely affecting their job performance. Confidential assessment and referral services will be provided without cost to the employee or family member. The cost of treatment, counseling or rehabilitation resulting from EAP referral will be the responsibility of the employee. The EAP counselor will assist the employee in determining how the rehabilitation costs can be paid. In most instances, the employee's medical benefit plan can be used.
When documented job impairment has been observed and identified, a supervisor may recommend participation in the EAP. Any action taken by the supervisor, however, will be based on job performance. When an employee seeks assistance or is referred to a counselor, his or her status and problem-solving actions will remain confidential and will not be released to other persons except on a need-to-know- basis.
Self-referral by employees or family members is strongly encouraged. The earlier a problem is addressed, the easier it is to deal with and the higher the success rate. While self-referral in itself does not preclude the company's use of corrective actions, participation in an EAP-directed program may enable the supervisor to allow time for completion of such program before initiating or determining additional corrective actions.
EAP-related activities, such as referral appointments, will be treated on the same basis as other personal business or health matters with regards to use of accrued sick or comp leave. Sick leave may be taken as needed, while comp time must be pre-approved.
DRUG-FREE AWARENESS PROGRAM
The company will establish a drug-free awareness program to educate employees about the dangers of alcohol and other drug abuse in the workplace. It will provide each employee a copy of the company's drug-free workplace policy as well as penalties for violating said policy. The company will also provide each employee with information regarding the availability of an employee assistance program.
PENALTIES FOR VIOLATION OF POLICY
Any employee who violates this Policy shall be immediately suspended without pay pending completion of an investigation. During the course of an investigation, the suspected employee shall have the opportunity to provide an explanation. In the event that a determination is made by the company that the employee violated this Policy, the employee will be subject to disciplinary action up to and including termination. The employee may be required to participate satisfactorily in an alcohol and other drug abuse assistance or rehabilitation program approved for such purpose by the appropriate governmental agency. Should the determination be made that no violation occurred, the employee will be reinstated without penalty and will be paid any lost wages.
I hereby acknowledge that I have received, read, understand, and discussed with management, the Drug-Free Workplace Policy of:
_______________________________that becomes effective on _______________
Employee Signature________________________________
Date____________
Employee Social Security Number _____________________________
Witness Signature_________________________________
Date____________
Witness Title_____________________________________
For more information on policy development, give AWP a call at 1-800-343-3822. |
