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 Drug Free Workplace Sample Drug Free Workplace Policy |
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Drug Free Workplace Sample Drug Free Workplace Policy |
The benefits of implementing a Drug Free Workplace are all encompassing. The program below is a sample generic policy that can be altered to suit your needs. You may also want to review the various Arkansas Laws and Administrative Rules governing the DFWP program. You should also consult with your attorney and have your policies and procedures reviewed.
Your Company’s Letterhead
(Name of Business) is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any (Name of Business) employee uses illegal drugs or alcohol on the job, comes to work with these substances present in his/her body, or possesses, distribute, or sells drugs in the workplace. (Name of Business) has established the following policy with regard to alcohol and other drugs to ensure that we can meet our obligations to our employees, shareholders, customers, and the public.
The goal of this policy is to balance our respect for individuals with the need to maintain a safe, productive, and drug-free environment. The intent of this policy is to offer a helping hand to those who need it, while sending a clear message that illegal drug use and alcohol abuse are incompatible with working at (Name of Business).
- It is a violation of our policy for any employees to possess, sell, trade, or offer for sale illegal drugs or otherwise engage in the use of illegal drugs or alcohol on the job.
- It is a violation of our policy for anyone to report to work under the influence of illegal drugs or alcohol -- that is, with illegal drugs or alcohol in his/her body.
- It is a violation of our policy for anyone to use prescription drugs illegally. (It is not a violation of our policy for an employee to use legally prescribed medications, but the employee should notify his/her supervisor if the prescribed medication will affect the employee’s ability to perform his/her job.)
- Violations of this policy are subject to disciplinary action ranging from a letter of reprimand, to suspension from work without pay, up to and including dismissal. It is the responsibility of our supervisors to counsel employees whenever they see changes in performance or behavior that suggest that an employee has an alcohol or other drug problem. Although it is not the supervisor’s job to diagnose the employee’s problem, the supervisor should encourage such an employee to seek help and tell him/her about available resources for getting help. Because all employees are expected to be concerned about working in a safe environment, they also should encourage their fellow employees who may have an alcohol or other drug problem to seek help.
Be sure to consult with your attorney prior to implementing any policy relating to the DFWP.
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