Guidelines for a Drug-Free Workforce
3rd Edition
Employee Education, Training and
Communication
Summary
Once your policy has been finalized, it should be implemented with
your workforce. To effectively implement the program, you should take these
important steps:
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Distribute the policy to all employees;
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Post notifications of your drug-free workplace program well in advance
of implementation;
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Educate your employees about the program.
Educating your employees about drug and alcohol abuse is important. It
gives the program a high priority and says that everyone in the organization
needs to be involved. It fosters a spirit of cooperation. It helps to dispel
myths about drug and alcohol abuse and acknowledges the impact of substance
abuse on friends, family members and co-workers. It encourages employees to
accept the program and reinforces the importance of addressing drug and alcohol
abuse in the workplace.
Details
Some basics for providing education, training and communication to
your workforce about your company's drug and alcohol prevention policy include:
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Communicating your policy to employees through:
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briefings;
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notices in company newsletters;
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notices in paycheck envelopes
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notices on company bulletin boards; and
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letters from the company president or plant manager.
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Informing employees of the reasons for the policy, recognizing the
success of the program is dependent upon its acceptance by the employees and job
applicants themselves.
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Making being drug and alcohol free a condition of employment and
informing job applicants and employees of that through statements on job
applications and in employee handbooks.
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Applying, to the extent permissible and appropriate, company policies
to temporary or subcontractor employees when they are on company premises. This
includes temporary secretarial, security, delivery, and janitorial personnel.
Provide notice to both the employees and their employers.
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Educate employees about the dangers of drug abuse through:
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Inform employees of any available EAP or other resources within the
organization or in the community for getting help with a substance abuse
problem.
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Designate a contact person with whom employees can discuss drug and
alcohol abuse concerns regarding themselves or their fellow workers. Inform
employees of how, where, and when this person can be reached, and make this
contact person regularly and readily available. Keep the lines of communication
open, and recognize the importance of employee suggestions and feedback to the
program.
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Require employees in jobs involving safety or security, who legally
are using prescription drugs for medical conditions that could impair their
performance, to ensure through their prescribing physicians that they are "fit
for duty" and capable of performing in a safe manner.
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Inform employees that supervisors will be trained how to:
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detect the symptoms of drug and alcohol abuse;
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identify patterns of performance frequently related to drug and/or
alcohol abuse;
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identify illegal drugs and drug paraphernalia;
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respond to crisis situations, such as receiving reports of illegal
drugs in plain view or being confronted by an employee who is obviously under
the influence of drugs or alcohol and may need to be restrained or medically
assisted;
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document performance and behavior indicators that may be linked to
substance abuse;
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intervene on behalf of troubled employees; and
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refer employees to resources for help.
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Cooperate with local police regarding criminal investigations.
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Support community drug abuse prevention programs to
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demonstrate to employees and the public your company's commitment to
combatting drug and alcohol abuse; and
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assume a positive civic responsibility, including involvement in,
support of, and contributions to drug education and awareness programs at local
schools and colleges.
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Consider extending the education to employees' family members,
including providing parenting programs.
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