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Forms
and Documents/Introduction to Drug and Alcohol Policy |
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DRUG and ALCOHOL POLICY
Situations involving alcohol
and other drugs can be difficult to manage, especially if you do not have a
drug-free workplace policy in place. It is important to proceed with caution and
to document any actions you take.
For example, suppose a
supervisor comes upon an employee who is disoriented and smells of alcohol. The
following are some steps that the supervisor can take:
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Escort the employee to
a private area to inquire about his or her behavior;
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If possible, call in
another supervisor or manager who can serve as a reliable witness;
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Inform the employee of
your concerns and get his or her explanation;
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Notify senior
management;
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Based upon the
employee's response, place the employee on suspension until a formal
investigation takes place;
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Arrange for the
employee to be escorted home.
Remember, if the
employee is in no shape to work, he or she is in no shape to drive.
To investigate a potential
drug or alcohol crisis situation, the supervisor should answer the following
questions:
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What exactly do you
see?
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Does there appear to be
illegal activity, policy violations or very unusual behavior taking
place?
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Is a group of people
involved or a single employee?
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Are you the direct
supervisor to anyone involved in the incident?
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Are reliable witnesses
available?
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Is any physical danger
involved in taking action or not taking action?
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Are there existing
policies that apply to the situation?
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Does the situation
require expert consultation from human resources, security or law
enforcement?
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Have you documented
what you see and what you have done in response?
If an employer observes the
illegal distribution, possession, sale, transportation or manufacturing of
controlled and dangerous substances on his or her property, local law
enforcement should be contacted for assistance. These situations usually
result in a uniformed officer responding to conduct an investigation, make
an arrest (if appropriate) and prepare a report. Due to the limited
resources of most local law enforcement agencies, they may not have the
ability to conduct lengthy undercover investigations. If such a response is
necessary, the employer has the option of contracting the services of a
private security investigator.
Enforcement strategies
should be well thought out and planned ahead. Consistent, detailed
documentation must be maintained in the event that criminal prosecution
results from workplace behavior.
For your convenience we have
provided a sample copy of a "Drug
and Alcohol Policy" that you may use or modify to your specific needs.
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