How To Enforce Your Drug Use Policy

Most business owners or workplace supervisory personnel understand the need for a drug and alcohol policy. What many do not understand is the need to enforce their policies consistently.

Having the policy in and of itself is not the end of the story.

Your policy is doing your company no good if it is not communicated to employees and consistently enforced. The best mode of enforcement would be through a drug and alcohol testing program.

What To Have In Your Drug Policy

Pre-employment screening, random testing, post-accident testing and reasonable-cause tests should all be listed in your policy as ways that you will ensure employees remain drug & alcohol-free during work hours.

It is best to use a reliable Third Party Administrator (TPA) with certified collections professionals who will protect the integrity of the test each and every time. In-house drug testing is not the most ideal situation for most companies.

Sometimes companies state they would rather utilize their policy on a “case-by-case” basis, rather than having a blanketed approach to employees who fail a drug or alcohol screen.

While it is understandable why executive staff prefers to approach each case independently – it is utterly necessary that a pre-determined set of criteria, responses and action items are prepared so that staff is not scrambling around in the moment trying to figure out what to do.

Moreover, employees should know what to expect and never have cause to complain about discriminatory practices or favoritism.  A suggestion for “case-by-case” scenarios is to role play with the executive team that will handle these situations so that everyone is on the same page and defines that criteria clearly.

The bottom line is, enforce the policy you have consistently, leaving no doubt that your intention is to maintain a safe and drug free work environment for the health and well-being of all.

 

About Jo McGuire


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