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Drug-free
workplace programs generally include all or some of the following five
components described below. Although programs can be effective without
all five components, it is recommended that all be explored when
developing a drug-free workplace program. Employers and employees should
work together to explore each one and design a balanced, fair program
suited to the unique needs and challenges of their workplaces.
1. Written Policy
– Serves as the foundation for a drug-free workplace.
Effective policies should clearly state why the policy is being
implemented, describe prohibited behaviors and explain consequences for
violation. It is essential that the policy be shared and
understood by all and consistently applied.
2. Employee Education– Provides
employees with information they need to adhere to and benefit from the
drug-free workplace program and informs them about the nature of
addiction; its effect on work performance, health and personal life; and
help available for those with problems.
3. Supervisor
Training –
Teaches supervisors, managers and foremen to enforce the policy and
helps them recognize and deal with employees who have performance
problems stemming from substance abuse. Supervisors must not, however,
be expected to diagnose or provide counseling.
4. Employee
Assistance Program (EAP) –Offers free,
confidential services to help employees, including supervisors,
managers and foremen, resolve personal and workplace problems—such as
alcohol and drug abuse—that can interfere with job performance. EAPs
provide workers, and often their family members, with assessment,
short-term counseling and referrals to treatment or other community
resources. They may also provide training, education and
consultation on a variety of topics such as how to handle difficult
co-workers/employees.
5. Drug Testing
– Provides concrete evidence for intervention and/or disciplinary
action. Drug testing policies must clearly stipulate who will be
tested, when tests will be conducted, which drugs will be tested for,
how tests will be conducted and the consequences of a positive test.
Legal counsel should be sought before starting a drug testing program.
Local, state and Federal laws, as well as collective bargaining
agreements, may impact when, where and how testing is performed.
For more information about implementing the steps to a drug-free workplace
program, use the Drug-Free Workplace Advisor available at
www.dol.gov/workingpartners | 
