Template

Foreword

Our company, [Company Name] is in compliance with the Drug-Free Workplace Act of 1988 and hence we are committed to providing healthy and safe working conditions for all our employees, customers, vendors, visitors, etc.

This Alcohol and Drug Policy applies to all employees working as a part of this company regardless of the positions or titles they hold.

Consumption of alcoholic beverages, drugs, or any kind of intoxicating substances during working hours poses a threat to the health and safety of the members of the company [Company Name]. We, therefore, are committed to the prohibition of alcohol or drug use or abuse in the workplace and outside during working hours.

Aim

• To state our say on the use of alcohol and drugs in the workplace and during working hours.
• To minimize risks caused by the use of alcohol or drugs within our premises.
• To have clear guidelines on substance misuse at work.
• To educate employees on the adverse effects of alcohol or drugs.
• To support employees going through alcohol or drug addiction problems.
• To motivate employees to identify alcohol or drug problems at an early stage.
• To train employees to provide support to other employees facing alcohol or drug problems.

Regulations

• Employees are required to enter the workplace free from any effects of alcohol or drug use.
• Employees are not allowed to be in possession of or under the influence of alcohol or drugs while they are working outside the workplace under the name of [Company Name].
• Employees making use of alcohol or drugs during working hours (paid or unpaid breaks included) will be considered as unacceptable behavior.
• Employees are not allowed to enter the workplace in possession of any such substances.
• Employees are required to inform their supervisors if they are prescribed to use any drugs that may affect their performance and safety.
• Any illegal drugs if found will be handed over to the appropriate enforcement agency.

Identification

Employees are subject to an alcohol or drug test if at least two members of the workplace agree that the employee is under the influence of alcohol or drugs. The employee cannot be sent for testing without the consultation of two persons of managerial positions within the company present during the incident. In addition, before testing, they must use a reasonable identification checklist to justify their suspicion. Examples of a reasonable identification checklist include:

• Strange movements
• Odors
• Dilated or watery eyes
• Face (sweaty, flushed, confused)
• Slow or slurred speech
• Distracted and inability to verbalize thoughts
• Drowsiness, unconsciousness, or sleeping.
• Aggression/Paranoia

In a case where enough identification has been warranted, the employees in charge will inform the suspicious person on what grounds they have been warranted and hence, ask them to move forward with further testing procedures. If the warranted employee does not agree to go forward with the required and necessary procedures, his or her drug test will be considered positive and thus will be terminated from employment with immediate action.

Certification

I hereby certify that I have received a copy of the Alcohol and Drug policy of [Company name].