For companies that have a substance abuse problem, a policy can be a vital tool for preventing and addressing the problem. This type of policy is important because it spells out the business protocol for dealing with prescription medications, illicit drugs, and alcohol abuse in the workplace. These policies may be required by law or simply for business reasons, such as to ensure a drug-free workplace and quality customer service. To learn more about the benefits of a substance abuse policy, read on.
Drug-free workplace policy
If you have employees who use drugs and alcohol, the development of a drug-free workplace policy is a crucial step for your business. Federal and state laws governing drug-free workplaces may vary from one state to the next. Regardless of the jurisdiction, drug-free workplace regulations are designed to protect employees, promote health, and reduce workplace accidents and illnesses. Drug-free workplace policies should define what substances are prohibited on the worksite and which employees are excluded from their policies.
Aside from protecting the health of employees, a drug-free workplace policy also reduces health care costs. The use of illegal drugs by employees in the workplace contributes to higher insurance premiums. Moreover, companies can reduce their workers’ compensation costs by administering drug tests during pre-employment, post-accident, employee assistance, and return-to-duty periods. Health-e Solutions, Inc., is a leading drug testing and drug-free workplace policy development company that works closely with business owners to create and implement a policy that will protect the health of their employees. In addition to improving productivity, drug-free workplaces also reduce the cost of insurance premiums.
Statement of purpose
Your substance abuse policy should be non-discriminatory and inclusive of all team members. The policy should state that employees who are under the influence of drugs or alcohol cannot operate equipment, vehicles, or machinery. The policy should also make clear what constitutes reasonable suspicion of impairment and what actions may result from it. Some employers may choose to include exceptions for company parties or events where alcohol is served. But these policies should always have the same intent: to keep your workers safe from the risks of substance abuse.
An employer’s duty to prevent employee harm and wrongful termination is not limited to responding to requests for help from a drug or alcohol user. Substance abuse policies can also be implemented in response to an event such as an accident at work or an employee driving under the influence. Some employers may choose to put employees on administrative leave or seek outside legal counsel, but they must restrict the substance abuse behaviours of their employees. The goal of customized substance abuse policy development can help employers prevent such incidents.
Reasonable suspicion clause
When it comes to drug and alcohol testing, reasonable suspicion is a vital part of the policy development process. This clause lays out the procedures for employers to use if they suspect that a person may be using drugs or alcohol at work. It also covers other circumstances that may indicate a person is using substances, such as sleep deprivation or stress. In addition, the reasonable suspicion clause helps employers avoid accusations and diagnoses by following a documented company policy.
The clause outlines the specific circumstances that should support reasonable suspicion. For example, employees may be required to submit a urine or breath sample for drug and alcohol testing if there is reasonable suspicion. To be eligible for this clause, employees must be present and notified of the policy. Additionally, the test must be administered by a trained supervisor, and the company must document the symptoms and signs that may be indicative of drug or alcohol abuse.