Here are some things to avoid when implementing and maintaining a drug- and
alcohol-free workplace program:
• Don’t misuse
the drug prevention program to discipline employees for problems
not related to the program.
• Don’t single
out any employee or group of employees for scrutiny under the
company’s policy. Too much attention to any one group
could leave the company/organization liable for charges of
discrimination. Be consistent with all employee groups or classes.
• Don’t confront
a suspected drug dealer alone. Always have a witness to your
actions. Consult local law enforcement for advice or assistance
in these cases.
• Don’t assume
anyone in your organization is immune to the problem of drug
and alcohol abuse.
• Don’t implement
a verbal policy. An effective policy must be written, circulated,
and acknowledged (in writing) by employees.
• Don’t treat
employees who test positive differently. All employees who
test positive must be treated consistently to maintain the
integrity of the program.
• Don’t take
action against employees based on the positive results of a
drug screen only. Always obtain the results of a gas chromatography/mass
spectrometry (GC/MS) confirmation before taking action.
• Don’t offer
rehabilitation selectively.
• Don’t address
drug abuse without including alcohol abuse in the policy.
• Don’t implement
a policy and program unilaterally if you have a unionized workforce.
The National Labor Relations Act requires that working terms
and conditions be included in your bargaining agreement, and
a drug program falls into that requirement.
• Don’t forget
that the majority of the nation’s workforce is drug-free
and does not abuse alcohol. They support you in your efforts
to rid your company, neighborhood, and ultimately your nation
of the menace of drug and alcohol abuse.
