The first step to creating a safe and compliant workplace is by using a drug testing policy template. Today, we’ll explore what goes into creating a drug testing policy template that’s easy for everyone to understand and follow. Let’s dive in!

Creating a Drug Free Workplace Policy Template

Creating a drug free workplace policy template starts with a clear introduction before proceeding to the matter at hand. Here are just a few steps you can expect from a typical policy template.

Introduction

You can’t create a clear drug free workplace policy without a transparent introduction. In this opening, you will want to affirm your commitment to a safe and compliant workplace. Follow that up with the potential dangers to safety that drug use can bring when introduced to the workplace.

Purpose of the Policy

In this section, establish the reasons for the policy in greater detail. This can include reasons like maintaining a healthy workplace environment, safeguarding property, ensuring standards, and ensuring safety and efficiency.

Scope of the Policy

This section explains the scope of the policy—basically who, where, and when the policy applies. Usually, this includes all regular, contract, and part-time employees, interns, and applicants on the premises or working on the company’s behalf.

Definitions

What drugs are included in your drug testing policy? By properly pre-defining terms like “illegal drugs,” “prescription drugs,” “testing,” and “premises” you can avoid any future ambiguity. This way, when you ask an employee to test, they cannot create a loophole or workaround to avoid it.

Exact drug testing policies (including substances you can test for) vary from state to state. So, be sure to check your state’s particular laws and make sure your policy is compliant with them.

More Aspects of a Drug and Alcohol Free Workplace Policy Template

With the basics defined, you can get into further detail about your business’ drug and alcohol free workplace policy. Here are some suggestions!

Statement of Policy and Reasonable Suspicion

This is basically the main body of your policy where you establish what the policy prohibits. This may be one of the longest parts of your template, and for good reason. This should clearly outline the expected situations where this policy could apply, including:

• Drug use, possession, sale, transport, manufacture, reception, or distribution while on company property or during company time.
• Misuse or mishandling of prescribed substances at those same places and times.
• Consumption of alcohol or marijuana that may impede the employee’s judgment while working.
• Being under the influence while working or otherwise on company property or engaged in company business.

There should also be a definition of “reasonable suspicion,” which are signs any reasonable person might suspect drugs are involved. These may include suspicious odors, drug or alcohol paraphernalia, slurred speech, unsteady body movements, erratic behavior, poor concentration, and more.

At this point, there should be an explanation of what happens should an employee be caught violating the policy. This is where any mention of consequences like disciplinary action or termination of employment should be made.

Testing Situations, Procedures, and Consequences

In this section, first, establish the situations when testing is required. Typically this includes events like pre-employment, returning to duty, the company’s discretion, excessive absences, transfers, or random screenings.

The next section should outline drug testing procedures. This section should reinforce the importance of employee privacy and the company’s commitment to it. It should then explain the basic methodology of testing and the importance of reaching a valid testing result.

Finally, this section should outline what happens in the event of a positive result. This should include consequences like disciplinary action, drug treatment programs, suspension, or termination.

Effective Date

Lastly, an effective date is the start date when you and the employee mutually agree the policy has been read. After it’s been signed and dated, the employee will be expected to comply with the policy (including consequences for violating it).

Create a More Safe and Compliant Workplace with Soteria.

Soteria has been working with businesses since 2001, producing more safe and compliant workplaces. Our friendly and helpful representatives have a wealth of knowledge on this and related topics. Contact a representative today for more information or to get started!