Policies on Substance Abuse in the Workplace
Many employers want to make sure that their workplace is a safe environment for each of their employees. One way to do that is to have a firm policy about substance abuse on the job. This ranges from alcohol to other drugs. Research by the Occupational Safety and Health Administration shows that the vast majority of substance abusers are employed. Between 20 and 30 percent of the people who die on the job test positive for alcohol or other drugs. Even more chilling--industries with the highest rates of drug abuse are the ones that are the most dangerous, such as construction and mining.
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Elements of a Substance Abuse Policy
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The first element is that the policy is written, and not just in the head of the human resources department. It should be tailored to meet each employer's needs, so a one-size-fits-all plan is not in the best interest of the business. It is important that the policy clearly states the reason why it has been implemented, precise descriptions of the inappropriate behavior and plain-language consequences of engaging in that behavior, recommends the U.S. Department of Labor.
Purpose
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Stating the purpose of the policy doesn't have to be complicated. Employers simply can say that the company is committed to the health and well-being of its employees and clients, and allowing substance abuse compromises that commitment.
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Description
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Here an employer outlines the behaviors that are against the company's policy. It can be as direct as saying, "The use, purchase, transfer, sale or possession of illegal drugs by the employee is prohibited." However, if the employer wants to include additional behaviors, such as arriving at work impaired, that is encouraged, according to the U.S. Department of Labor.
Consequences
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Make sure the consequences are clear. Many policies on substance abuse in the workplace state that violating the policy could lead to termination. Of course, the employer has the ability to set up a sliding scale, depending on the offense and the number of times a person has violated the policy. Some employers will send an employee to counseling first, providing a second chance. Even OSHA notes, in its research, that many employees who violate the substance abuse policy can be rehabilitated into productive workers with the proper counseling and supportive services in place.
Want help?
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The U.S. Department of Labor provides numerous links to shepherd employers who are trying to devise a substance abuse policy for the workplace. Among its links are guidelines for developing a policy, as well as a few sample policies that employers can tweak to make their own.
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References
Resources
- Photo Credit construction workers image by Vadimone from Fotolia.com
