Workplace Drug Policy

• First, a policy should clearly state why the policy is being implemented. The rationale can be as simple as a company being committed to protecting the safety, health, and well being of its employees and patrons. Also recognizing that abuse of alcohol and other drugs compromises this dedication.
• Second, an effective policy should clearly outline behaviors that are prohibited. At a minimum, this should include a statement that the "use, possession, transfer, or sale of illegal drugs or controlled substances by employees is prohibited."
• The third fundamental element is a thorough explanation of the consequences for violating the policy. Consequences may include discipline up to and including termination and/or referral for assistance. Consequences should be consistent with other existing personnel policies and procedures and any applicable state laws. Employers should also note that sharing their policy with all employees is essential, and many businesses find it helpful to ask for feedback from employees during the initial policy development stage.

To have an attorney draft a customized drug policy, that meets all state and federal guidelines, could cost thousands of dollars. To update that policy every year would add additional cost, time, and burden to a small company.