Components of a drug-free workplace program
According to the Substance Abuse and Mental Health Services Administration in Washington, DC, a drug-free workplace program should contain the following components:
1. A written substance abuse policy. The policy explains why the program is being implemented and describes what behaviors and activities are prohibited and what the consequences are. It includes information about an employee assistance program and what services it provides.
2. Training of supervisors. Supervisors should be able to identify behaviors and performance problems that could be linked to substance abuse. They should be fully aware of the substance abuse policy and how to refer employees for evaluation. However, a diagnosis of a substance abuse problem can only be made by a qualified health professional.
3. Education of employees. Employees need to know the impact substance abuse can have on safety and quality of work. They need to be familiar with the hospital’s policy, including drug or alcohol testing, and with help that is available from the employee assistance program (EAP).
4. Employee assistance program. An effective EAP offers help in a confidential and nonpunitive environment. However, employees who are referred to an EAP due to work-related problems are not protected from other consequences, including suspension of a license or termination due to poor performance.
5. Drug and alcohol testing. Determine who will be tested and how the tests will occur. For example, your hospital may test all new hires or may conduct tests based on suspicion of substance abuse. Some state and federal laws or regulations may require drug testing. You also must determine what drugs will be included in routine tests.
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