You should take some preliminary steps to ensure that the drug-free workplace program you design will work well in your organization. Since every organization is different and has unique issues, the policy and program your design should match your workforce and the needs of your organization.

The organization's philosophy concerning alcohol and other drug problems sets the tone for the policy and defines the drug-free workplace program components. Some organizations focus on detection, apprehension and discharge and apply a strong law enforcement model that treats employees who use drugs as criminals. Other organizations focus on performance and emphasize deterrence and assistance, because they view alcohol and drug use as causing impairment of otherwise capable employees. The most effective drug-free workplace programs strike a balance between these two philosophies. They send a strong clear message and, at the same time, encourage employees to seek assistance if they are struggling with alcohol and other drug problems.

The following are some philosophies and practices that can undermine the effectiveness of drug-free workplace programs:

• Focusing only on illicit drug use and failing to include alcohol--the number one drug of abuse in our society
• Accepting drug use and alcohol abuse as part of modern life and a cost of doing business
• Over reliance on drug testing
• Focusing on termination of users rather than rehabilitation
• Reluctance of supervisors to confront employees on the basis of poor performance
• Reinforcing an individual's denial regarding the impact of his/her alcohol and drug use
• Restricting benefits and/or access to treatment of alcoholism and addiction
• Allowing insurers to restrict access to treatment programs