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A drug-free workplace can help employers promote employee safety, productivity, and consistent workplace performance. A clear drug-free workplace policy also gives employees clear expectations and gives employers a structured approach to addressing substance-use concerns. Developing an effective policy may include written guidelines, employee education, supervisor training, and workplace drug testing when appropriate. Explore practical steps employers can take to build and maintain a drug-free workplace program that supports a safer and more productive workforce.
Set a Clear Drug-Free Policy
A drug-free workplace starts with a clear, written policy that explains your expectations for being at work while under the influence and the consequences for violating it. Your policy should address illegal drugs, as well as controlled substances and working while impaired. Depending on the workplace and laws, you might also set rules about alcohol and prescription medications if they could affect employees’ ability to perform the job safely. Apply policies consistently across your workforce and comply with all federal, state, and local requirements.
Use Background Checks as a Preventative Measure
Background checks can give employers information that may help identify potential hiring risks before an individual joins your company. Depending on the job and applicable laws, you might review criminal records, employment history, and other relevant information.
However, a background check shouldn’t automatically disqualify someone simply because they have a record, even if that record is a drug crime. Instead, you should evaluate the information in the context of the job they’re applying for, while also following fair hiring and consumer reporting laws. Background checks are merely one component of a broader strategy for a safe, drug-free workplace.
Consider Drug Testing Where Appropriate
Drug testing can discourage substance abuse and help you identify possible violations of your drug-free policies. You can use pre-employment, randomized, reasonable-suspicion, post-accident, or follow-up testing depending on the job, your policies, and applicable laws. Explain testing processes clearly ahead of time, use them consistently, and handle them confidentially. Before implementing a drug testing program, make sure you understand state and local laws restricting drug testing.
Enforce Consequences Consistently
A drug-free policy is most effective when employees understand that violations have consequences. Establish disciplinary measures in advance. These can include warnings, mandatory counseling, suspension, or termination, depending on the situation and any applicable laws. Always enforce your consequences consistently to avoid discrimination claims.
Provide Support and Resources
Enforcement is only one part of maintaining a drug-free workplace. Often, providing support and resources for those who struggle with drug abuse can be more effective than disciplinary measures. By conducting background checks and supporting your employees, you can often maintain a drug-free workplace without needing to enforce disciplinary actions.
