Purpose
This drug and Alcohol Policy promotes a safe, healthy, and productive work environment at [Company Name]. It outlines the company’s expectations regarding the use, possession, and influence of drugs and alcohol in the workplace.
Scope
This policy applies to all employees, contractors, and visitors on [Company Name] premises or representing the company at any location, including during work hours, business meetings, and company-sponsored events.
Prohibited Conduct
The following actions are strictly prohibited:
- Use, possession, distribution, or sale of illegal drugs on company premises or while conducting company business.
- Consumption of alcohol during work hours or on company premises, except during approved company events.
- Reporting to work under the influence of illegal drugs, alcohol, or any substances that impair the employee’s ability to perform their job safely and effectively.
- Abuse of prescription drugs or over-the-counter medications that could impair work performance or safety.
Prescription and Over-the-Counter Medications
Employees who are prescribed medication that may affect their ability to perform their job safely and effectively must inform their supervisor or HR. The company may request medical documentation and will work with the employee to determine if reasonable accommodations are necessary.
Testing
[Company Name] may conduct drug and alcohol testing under the following circumstances:
- Pre-employment testing: All job candidates may be required to undergo drug testing as part of the hiring process.
- Random testing: Employees in safety-sensitive positions may be subject to random drug and alcohol testing.
- Reasonable suspicion testing: If there is reason to believe that an employee is under the influence of drugs or alcohol, the company may require the employee to undergo testing.
- Post-accident testing: Employees involved in workplace accidents may be required to undergo testing to determine if drugs or alcohol were a contributing factor.
Consequences of Policy Violations
Violations of this policy may result in disciplinary action, including termination of employment. Specific actions may include:
- Written warning: For minor, first-time offenses.
- Suspension: For more severe or repeated violations.
- Mandatory participation in a rehabilitation program: As a condition of continued employment.
- Termination: For severe or repeated violations, especially those involving illegal drug use, sale, or possession.
Employee Assistance Program (EAP)
[Company Name] encourages employees who may be struggling with substance abuse issues to seek help. The company offers an Employee Assistance Program (EAP) that provides confidential counseling and support services. Employees who voluntarily seek assistance through the EAP before a policy violation occurs will not face disciplinary action related to their substance abuse disclosure.
Confidentiality
All matters relating to drug and alcohol testing, treatment, and policy violations will be handled with strict confidentiality. In accordance with company policy and legal requirements, information will only be shared with individuals who have a legitimate need to know.
Legal Compliance
[Company Name] is committed to complying with all applicable local, state, and federal laws regarding drug and alcohol use in the workplace. This policy will be reviewed regularly to ensure compliance with any legal changes.
Policy Review
This policy will be reviewed annually and updated to reflect changes in laws or company practices.
Contact Information
For any questions or concerns regarding this policy, please contact [HR Department/Manager Name] at [Contact Information].
Acknowledgment of Receipt
I, [Employee Name], acknowledge that I have received, read, and understood the Drug and Alcohol Policy of [Company Name].
Signature: _________________________
Date: ______________________________
FAQs
What resources are available for employees struggling with substance abuse?
Employees struggling with substance abuse are encouraged to seek help. The organization may provide access to Employee Assistance Programs (EAPs) or referrals to local treatment facilities. Employees should reach out to their supervisor or HR for guidance and support.
Will my substance use outside of work hours be monitored?
The policy is focused on substance use that affects the workplace. While the organization respects employees' privacy outside of work, any substance-related behavior that impacts job performance or workplace safety will be addressed per the policy.