These may include damaging inventory, repeatedly missing production schedules, and repeatedly being absent after holidays and weekends. In addition, some organizations may want to frame the issue of drug-related workplace behaviors in the larger context of employee health and productivity. For example, was it developed in meetings with union representatives or employees representing different and diverse segments of the workforce?
Some organizations may want the policy to have a very narrow goal, such as meeting the minimum requirements of a law. Other organizations may prefer broader goals. Organizations that are covered by drug-free workplace laws and regulations may want to use or adapt one of the sample statements of purpose below.
Even if drug-free workplace laws and regulations do not apply to your organization, you still can adapt one of the sample statements of purpose below by simply omitting the words "to meet the requirements of applicable laws and regulations. Meeting the requirements of the law : The purpose of this policy is to meet the requirements of applicable laws and regulations to ensure that the workplace is free of illegal drugs.
Addressing other substances as well : The purpose of this policy is a to meet the requirements of applicable laws and regulations to ensure that the workplace is free of illegal drugs; and b to establish restrictions on the workplace-related use of legal substances, such as alcohol, cigarettes, legalized marijuana, and prescription drugs. Addressing other problems that can be related to drug use : The purpose of this policy is a to meet the requirements of applicable laws and regulations to ensure that the workplace is free of illegal drugs; b to establish restrictions on the workplace-related use of legal substances, such as alcohol, cigarettes, legalized marijuana, and prescription drugs; c to address fitness-for-duty behaviors such as repeatedly calling in sick or being absent directly before and after holidays and weekends, repeatedly damaging inventory or failing to meet reasonable production schedules, and being involved in frequent accidents that can be related to the use of drugs and other substances ; and d to explain the steps that will be taken to protect employees, identify problems, and provide assistance.
How will your organization educate employees about the policy? For example, you can train supervisors, discuss the policy during orientation sessions for new employees, and inform all employees about the policy using a variety of formats. The employee handbook, posters in gathering places at worksites, information on the organization intranet, and mobile applications or other types of technological approaches can all be approaches for disseminating the policy.
Consider addressing the consequences of violating the policy, and the procedures for determining whether an employee has violated the policy. Your policy should also outline the procedures for appealing a determination that an employee may have violated the policy. To sign up for updates or to access your subscriber preferences, please enter your contact information.
Skip to main content. Mono Bar U. Main menu. Territories for mental and substance use disorders. Ellos escuchan. They Hear You. Solr Mobile Search. Share Buttons. Skip sidebar navigation Page title Develop a Policy. Banners Banner - DWP. Main page content Creating a written drug-free policy that reflects the needs of your workplace and applicable laws is a key part of a successful drug-free workplace program.
A written policy makes legal review possible. It might protect the employer from certain kinds of claims by employees. It can improve workplace safety and reduce costs from misuse of alcohol and other drugs in the workplace. A drug-testing program can also deter employees from coming to work unfit for duty. To sign up for updates or to access your subscriber preferences, please enter your contact information. Skip to main content.
Mono Bar U. Main menu. Territories for mental and substance use disorders. Ellos escuchan. They Hear You. Solr Mobile Search. Share Buttons. Banners Banner - DWP. Main page content The Drug-Free Workplace Toolkit provides information to help employers develop and sustain successful drug-free workplace programs. Why a Drug-Free Workplace?
Using the Toolkit Within the Toolkit, find information on how to: Workplace Prevention Basics to provide an interactive guide for you to identify and prevent substance misuse in the workplace Build a team to develop your drug-free policy and implement your program Assess your workplace to determine what kind of program is appropriate for your circumstances Develop a policy for your drug-free workplace program Plan and implement a drug-free workplace program Evaluate your program to assess how well it meets its objectives Provide education and training and support for employees Components of a Drug-Free Workplace Drug-free workplace programs can help employers create safe, cost-effective, and healthy workplaces.
Most successful drug-free workplace programs have five key components: A written policy Employee education Supervisor training An employee assistance program EAP Drug testing Written Policy A clearly written policy forms the foundation of your drug-free workplace program.
Under the terms of the Drug-Free Workplace Act, an employee must notify the employer within five calendar days if he or she is convicted of a criminal drug violation.
Notify the federal contracting agency of any covered violation. Under the terms of the Drug-free Workplace Act, the employer has 10 days to report that a covered employee has been convicted of criminal drug violation. Take direct action against an employee convicted of a workplace drug violation. This action may involve imposing a penalty or requiring the offender to participate in an appropriate rehabilitation or counseling program.
Maintain an ongoing good faith effort to meet all the requirements of the Drug-free Workplace Act throughout the life of the contract.
Covered organizations must demonstrate their intentions and actions toward maintaining a drug-free workplace. Footer Note Have a question about government service? Contact USA.
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