The Substance Abuse Policy aims to ensure a safe and productive work environment by prohibiting drug and alcohol misuse. It addresses the risks of substance abuse affecting job performance and safety. The policy outlines testing procedures, permissible behaviors, and disciplinary actions for violations.
This Substance Abuse Company Policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.
This substance abuse policy should include:
We will establish safeguards against drug and alcohol abuse to ensure a safe and healthy working environment. Substance abuse imposes a burden on those caught up in the abuse, but also on their co-workers. 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.
Illegal drugs, inhalants and prescription as well as over-the-counter drugs fall into the “substances” category. We will also place restrictions on alcohol consumption.
While working, you must not:
To prevent accidents and productivity losses, we implemented drug and alcohol tests for employees/candidates when:
Especially if you are doing a safety-sensitive job (e.g. machine operator), we reserve the right to withdraw our job offer, alter your job duties or send you home for the day if you’re under the influence of drugs (e.g. muscle relaxants.) We may also terminate you if your actions create safety risks. We will determine the best disciplinary action on a case-by-case basis.
Depending on the law, you may still clear a random drug test if you test positive for prescription drugs (e.g. medical marijuana.) If your job is safety-sensitive though, you must show that you can perform your duties without problems. Your supervisor will be responsible for spotting and reporting any impairment resulting from drug use.
We may invoke disciplinary action up to termination, when you:
Managers will decide on the appropriate disciplinary action depending on the circumstances.
| Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. |
What is an example of a substance abuse policy? A substance abuse policy outlines guidelines for employees regarding the use, possession, and distribution of drugs and alcohol, ensuring safety and productivity in the workplace. Why is a substance abuse policy important? It safeguards the workplace from potential risks associated with substance misuse, promotes employee well-being, and ensures consistent job performance and safety standards. What should a substance abuse policy include? It should detail prohibited substances, set guidelines for consumption, outline testing procedures, and specify disciplinary actions for violations. How does the policy handle prescription drug use? While some prescription drugs may be allowed, employees must ensure they don't impair job performance, especially in safety-sensitive roles. Supervisors monitor and report any impairments. What are the consequences of violating the policy? Violations can lead to disciplinary actions, including termination, depending on the severity and circumstances. Selling or using drugs on company premises, for instance, may result in immediate termination.
