Drug And Alcohol Policy Pdf
File Name: drug and alcohol policy .zip
It may lead to poorer job performance and accident risks. To mitigate these risks, we have developed this substance abuse policy to prohibit the use, possession or sale of drugs on company premises and strictly regulate the consumption of alcohol. All job applicants, employees, contractors and part-time employees should abide by the provisions of this policy.
- Managing drug and alcohol misuse at work
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- Alcohol and drugs policies
- Alcohol and drugs policies
The School respects the privacy of individuals, particularly in health matters, where their conduct or performance at work is not affected. The School must, however, be concerned where health or behaviour impairs the conduct, safety or work performance of employees, and it recognises that the misuse of alcohol or drugs may be a cause of such impairment. The sale, possession or consumption of such drugs is illegal.
Managing drug and alcohol misuse at work
Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. In compliance with the Drug-Free Workplace Act of , [Company Name] has a longstanding commitment to provide a safe, quality-oriented and productive work environment. Alcohol and drug abuse poses a threat to the health and safety of [Company Name] employees and to the security of the company's equipment and facilities.
For these reasons, [Company Name] is committed to the elimination of drug and alcohol use and abuse in the workplace. This policy applies to all employees and all applicants for employment of [Company Name]. The human resource HR department is responsible for policy administration. Such employees will be allowed to use accrued paid time off, placed on leaves of absence, referred to treatment providers and otherwise accommodated as required by law.
Employees may be required to document that they are successfully following prescribed treatment and to take and pass follow-up tests if they hold jobs that are safety-sensitive or require driving, or if they have violated this policy previously.
Once a drug test has been initiated under this policy, unless otherwise required by the Family and Medical Leave Act or the Americans with Disabilities Act, the employee will have forfeited the opportunity to be granted a leave of absence for treatment, and will face possible discipline, up to and including discharge. Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol.
This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications' effect on their fitness for duty and ability to work safely, and they must promptly disclose any work restrictions to their supervisor. Applicants being considered for hire must pass a drug test before beginning work or receiving an offer of employment.
Refusal to submit to testing will result in disqualification of further employment consideration. Employees are subject to testing based on but not limited to observations by at least two members of management of apparent workplace use, possession or impairment. HR, the plant manager or the director of operations should be consulted before sending an employee for testing. Management must use the Reasonable Suspicion Observation Checklist to document specific observations and behaviors that create a reasonable suspicion that an employee is under the influence of illegal drugs or alcohol.
Examples include:. Refusal by an employee will be treated as a positive drug test result and will result in immediate termination of employment. Under no circumstances will the employee be allowed to drive himself or herself to the testing facility.
A member of management must transport the employee or arrange for a cab and arrange for the employee to be transported home. Employees are subject to testing when they cause or contribute to accidents that seriously damage a [Company Name] vehicle, machinery, equipment or property or that result in an injury to themselves or another employee requiring offsite medical attention.
In any of these instances, the investigation and subsequent testing must take place within two hours following the accident, if not sooner. Employees subject to alcohol testing will be transported to a [Company Name]-designated facility and directed to provide breath specimens. Breath specimens will be tested by trained technicians using federally approved breath alcohol testing devices capable of producing printed results that identify the employee.
If an employee's breath alcohol concentration is. The results of the second test will be determinative. Alcohol tests may, however, be a breath, blood or saliva test, at the company's discretion. For purposes of this policy, test results generated by law enforcement or medical providers may be considered by the company as work rule violations. Applicants and employees subject to drug testing will be transported to a [Company Name]-designated testing facility and directed to provide urine specimens.
Applicants and employees may provide specimens in private unless they appear to be submitting altered, adulterated or substitute specimens. Collected specimens will be sent to a federally certified laboratory and tested for evidence of marijuana, cocaine, opiates, amphetamines, PCP, benzodiazepines, methadone, methaqualone and propoxphane use. Where indicated, specimens may be tested for other illegal drugs. The laboratory will screen all specimens and confirm all positive screens.
There must be a chain of custody from the time specimens are collected through testing and storage. The laboratory will transmit all positive drug test results to a medical review officer MRO retained by [Company Name], who will offer individuals with positive results a reasonable opportunity to rebut or explain the results.
Individuals with positive test results may also ask the MRO to have their split specimen sent to another federally certified laboratory to be tested at the applicant's or employee's own expense. Such requests must be made within 72 hours of notice of test results. If the second facility fails to find any evidence of drug use in the split specimen, the employee or applicant will be treated as passing the test. In no event should a positive test result be communicated to [Company Name] until such time that the MRO has confirmed the test to be positive.
Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated. If the employee refuses to be tested, yet the company believes he or she is impaired, under no circumstances will the employee be allowed to drive himself or herself home. Employees who test positive, or otherwise violate this policy, will be subject to discipline, up to and including termination. If the employee either does not complete the rehabilitation program or tests positive after completing the rehabilitation program, the employee will be immediately discharged from employment.
Employees will be paid for time spent in alcohol or drug testing and then suspended pending the results of the drug or alcohol test. After the results of the test are received, a date and time will be scheduled to discuss the results of the test; this meeting will include a member of management, a union representative if requested , and HR.
Information and records relating to positive test results, drug and alcohol dependencies, and legitimate medical explanations provided to the MRO will be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files. Such records and information may be disclosed among managers and supervisors on a need-to-know basis and may also be disclosed when relevant to a grievance, charge, claim or other legal proceeding initiated by or on behalf of an employee or applicant.
All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline, up to and including discharge. Law enforcement personnel may be notified, as appropriate, when criminal activity is suspected.
Therefore, [Company Name] reserves the right to take appropriate disciplinary action for drug use, sale or distribution while off company premises. All employees who are convicted of, plead guilty to or are sentenced for a crime involving an illegal drug are required to report the conviction, plea or sentence to HR within five days.
Failure to comply will result in automatic discharge. Cooperation in complying may result in suspension without pay to allow management to review the nature of the charges and the employee's past record with [Company Name].
Controlled substances are listed in Schedules I-V of 21 C. Part Employees who leave the scene of an accident without justifiable explanation prior to submission to drug and alcohol testing will also be considered to have refused to cooperate and will automatically be subject to discharge. You may be trying to access this site from a secured browser on the server.
Please enable scripts and reload this page. Policies Drug and Alcohol Policy. Reuse Permissions. Download: Drug and Alcohol Policy. Purpose In compliance with the Drug-Free Workplace Act of , [Company Name] has a longstanding commitment to provide a safe, quality-oriented and productive work environment.
Scope This policy applies to all employees and all applicants for employment of [Company Name]. Employee Assistance [Company Name] will assist and support employees who voluntarily seek help for drug or alcohol problems before becoming subject to discipline or termination under this or other [Company Name] policies. Work Rules Whenever employees are working, are operating any [Company Name] vehicle, are present on [Company Name] premises or are conducting company-related work offsite, they are prohibited from: Using, possessing, buying, selling, manufacturing or dispensing an illegal drug to include possession of drug paraphernalia.
Being under the influence of alcohol or an illegal drug as defined in this policy. Possessing or consuming alcohol. The presence of any detectable amount of any illegal drug, illegal controlled substance or alcohol in an employee's body system, while performing company business or while in a company facility, is prohibited.
Employees taking a prescribed medication must carry it in a container labeled by a licensed pharmacist or be prepared to produce the container if asked. Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.
Required Testing Pre-employment Applicants being considered for hire must pass a drug test before beginning work or receiving an offer of employment. Reasonable suspicion Employees are subject to testing based on but not limited to observations by at least two members of management of apparent workplace use, possession or impairment.
Examples include: Odors smell of alcohol, body odor or urine. Movements unsteady, fidgety, dizzy. Eyes dilated, constricted or watery eyes, or involuntary eye movements. Face flushed, sweating, confused or blank look. Speech slurred, slow, distracted mid-thought, inability to verbalize thoughts.
Emotions argumentative, agitated, irritable, drowsy. Actions yawning, twitching. Inactions sleeping, unconscious, no reaction to questions.
Refusal by an employee will be treated as a positive drug test result and will result in immediate termination of employment Under no circumstances will the employee be allowed to drive himself or herself to the testing facility.
Post-accident Employees are subject to testing when they cause or contribute to accidents that seriously damage a [Company Name] vehicle, machinery, equipment or property or that result in an injury to themselves or another employee requiring offsite medical attention. Collection and Testing Procedures Employees subject to alcohol testing will be transported to a [Company Name]-designated facility and directed to provide breath specimens.
Confidentiality Information and records relating to positive test results, drug and alcohol dependencies, and legitimate medical explanations provided to the MRO will be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files. Inspections [Company Name] reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband; affected employees may have union representation involved in this process. Crimes Involving Drugs [Company Name] prohibits all employees, including employees performing work under government contracts, from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on company premises or while conducting company business.
Enforcement The HR director is responsible for policy interpretation, administration and enforcement. You have successfully saved this page as a bookmark.
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Get to Know Us
If you have a burning question about any staffing issue whatsoever, just click the above link. This will allow you to submit a question to one of our HR Consultants who will give you an answer in 24 - 48 hours. If you are looking to improve your business skills , you need to gain an accredited certificate , or undertake training for you or your staff, consider High Speed Training. All the courses are e-learning based so can be completed at your own computer. This is the only e-learning provider that we recommend. The misuse of drugs and alcohol can be a serious workplace issue. Not only can their use lead to significant health problems but anyone under the influence of drugs or alcohol can be a hazard to themselves and others.
Beta This is a new way of showing guidance - your feedback will help us improve it. Employers have a legal duty to protect employees' health, safety and welfare. Understanding the signs of drug and alcohol misuse or abuse will help you to manage health and safety risk in your workplace, develop a policy to deal with drug and alcohol-related problems and support your employees. Misuse is not the same thing as dependence. Drug and alcohol misuse is the use of illegal drugs and misuse of alcohol, medicines and substances such as solvents. Managing drug and alcohol misuse at work Overview Consult your employees Look at safety-critical work Develop a policy Screening and testing for drugs and alcohol Support employees with a drug or alcohol problem The law.
Alcohol and drugs policies
Official websites use. Share sensitive information only on official, secure websites. We, as a Nation, are facing an unprecedented public health emergency that is straining medical resources and altering aspects of American life, including the workplace.
Alcohol and drugs policies
PDF files require Adobe Reader for viewing. Adopt a written policy - some employers are obligated by law to have written drug-free workplace policies for example, federal contractors and employers subject to U. Pre-employment, random, post-accident, and "for cause" testing are all allowed in Texas and many other states. Specific drug test results should be obtained from the testing lab - do not use a lab that is not willing to give you a copy of the results and the chain of custody of the sample.
Members may download one copy of our sample forms and templates for your personal use within your organization. Neither members nor non-members may reproduce such samples in any other way e. In compliance with the Drug-Free Workplace Act of , [Company Name] has a longstanding commitment to provide a safe, quality-oriented and productive work environment. Alcohol and drug abuse poses a threat to the health and safety of [Company Name] employees and to the security of the company's equipment and facilities. For these reasons, [Company Name] is committed to the elimination of drug and alcohol use and abuse in the workplace.
Categorized: Human Resources and Payroll. The Employee Drug and Alcohol Policy applies to all administrative and professional faculty, full and part-time classified, and all wage employees of George Mason University, at all University locations. George Mason University prohibits unauthorized manufacture, distribution, possession, and use of alcohol or other drugs by employees in the workplace. The University also prohibits the impairment of an employee in the workplace due to the use of alcohol or other unauthorized drugs. Employees must comply with federal and state laws and regulations regarding alcohol and other drugs.
Back to Healthy body. The stock library no longer exists. Image was incorporated into the webpage during the subscription term and can be used indefinitely in the same page - subject to thinkstock subscription rules. If you need treatment for drug addiction, you're entitled to NHS care in the same way as anyone else who has a health problem.
Substance misuse is a sensitive issue, and when a problem appears, you have to handle it in a timely manner and with a proportionate and fair response. You need to know the ins and outs of your company disciplinary procedure and the signs of substance misuse at work. Many companies view drug problems or alcohol addiction as a mental health problem. This view is recommended.
XYZ Corporation, Inc. With this goal in mind and because of the serious drug abuse problem in today's workplace, we are establishing the following policy for existing and future employees of XYZ Corporation, Inc. The use, possession, solicitation for, or sale of narcotics or other illegal drugs, alcohol, or prescription medication without a prescription on Company or customer premises or while performing an assignment. Being impaired or under the influence of legal or illegal drugs or alcohol away from the Company or customer premises, if such impairment or influence adversely affects the employee's work performance, the safety of the employee or of others, or puts at risk the Company's reputation.
Objective : To study the association between mental health and levels of gambling problem in the client of the Mental Health Helpline Methodology : This study was descriptive research, which use purposive sampling. Data is draw from 79 client of the Mental Health Helpline in April to December who agreed to complete semi-structure interview which contain 9 items of problem gambling severity index and 12 items of general health questionnaire Thai version Thai GHQ Data is analyse by Chi-square. Results : The study found that mental health and levels of gambling problem was association.