According to the Substance Abuse and Mental Health Services Administration (SAMHSA), “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 drug-free policy should include critical elements such as the company’s statement of purpose, goals, dissemination strategies, and consequences of substance abuse violations in the workplace. The policy should also outline the company’s expectations, including testing procedures and identifying when and how tests are administered. Additionally, your policy should include resources for employees seeking treatment or recovery for drug and/or alcohol abuse, like access to Employee Assistance Programs (EAPs). According to the Employee Assistance Professional Association, absenteeism declines by 66% among individuals offered company-supported programs.
While many employers understand the benefits of promoting a drug-free workplace, developing policy, and maintaining procedures can seem like a monumental feat for busy human resource and risk mitigation professionals. Easy access to key resources can help employers promote quality, compliant programs.
