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Don't misuse the drug prevention program to discipline employees for
problems not related to the program.
-
Don't single out any employee or group of employees for scrutiny under
the company's policy. Too much attention to any one group could leave the
company/organization liable for charges of discrimination. Be consistent with
all employee groups or classes.
-
Don't confront a suspected drug dealer alone. Always have a witness to
your actions. Consult local law enforcement for advice or assistance in these
cases.
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Don't assume anyone in your organization is immune to the problem of
drug and alcohol abuse.
-
Don't implement a verbal policy. An effective policy must be written,
circulated, and acknowledged (in writing) by employees.
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Don't treat employees who test positive differently. All employees who
test positive must be treated consistently to maintain the integrity of the
program.
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Don't take action against employees based on the positive results of a
drug screen only. Always obtain the results of a gas chromatography/mass
spectrometry (GC/MS) confirmation before taking action.
-
Don't offer rehabilitation selectively.
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Don't address drug abuse without including alcohol abuse in the policy
-
Don't implement a policy and program unilaterally if you have a
unionized workforce. The National Labor Relations Act requires that working
terms and conditions be included in your bargaining agreement, and a drug
program falls into that requirement.
-
Don't forget that the majority of the nation's workforce is drug-free
and does not abuse alcohol. They support you in your efforts to rid your
company, neighborhood, and ultimately your nation of the menace of drug and
alcohol abuse.
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