The Drug-Free Workplace Act of 1988 is an example of legislation in the US aimed at reducing the number of drug users in organizations contracted by the American government. This act influences contractors of the federal government and organizations that take advantage of the government grants. It demands from them having a workplace without drugs before signing any deal with the authorities. This fact needs to be officially certified, and many businesses run according to the rules of the Drug-Free Workplace Act.
First, a written set of rules need to be established. Every
employee must be aware that it is forbidden to possess, distribute or produce
drugs in the place of work. There are 35 government agencies that acknowledge
the rule which describes conditions to be met by grantees.
In order to prevent their workers from the results of
addiction to various substances, many bosses introduce special programs. Such
programs usually consist of five elements: no-drugs-in-the-workplace policy,
supervised training, educating the employees, supporting them and testing for the
drug's presence. Not all the elements
need to be included in the program, still it is advised. It has been
scientifically proven that the more elements, the more effective the program
is.
Drug-Free Policy in Various Workplaces
Written rules are a good basis for a drug-free strategy. It
needs to be adjusted to the specific conditions of every company, but some
elements must remain the same:
The reason for
introducing the policy
It could be as
uncomplicated as the willingness to ensure security, health, and good morale of
every member of a company or the awareness of the fact that addicted people
work less efficiently. Comprehensibly stated forbidden behavior. At least it
must include this statement: “Using, possessing or selling prohibited
substances by workers is strictly forbidden”.
Clearly explained the
consequences of breaking the rules
It might be a
disciplinary punishment, even a termination of a contract or referring an
employee to a specialist. These consequences need to be in accordance with
current procedures and the law. In order to achieve success in this field, each
and every employee must become familiar with the policy rules.
Supervisor Training
When a policy aimed at eliminating drug use in a workplace
is prepared, supervisors need to be trained. During this training, the
participants must clearly understand:
The rules of a
drug-free policy
How to identify and cope with those who are not efficient
enough, probably due to problems with drugs or alcohol? What should be done to
have an employee referred to a specialist?
All the supervisors need to do is to constantly oversee the
efficiency of their co-workers, and report situations when this efficiency is
lower than usual. Still, it is not the role of the supervisor to make a
diagnosis of others’ addiction problems or counsel people with such problems. Keep
in mind that supervisors who can in justified cases refer their co-workers for
drug tests must know how to do it.
Educating the
Employees
We can call a program successful if every employee
completely understands it, is willing to cooperate and sees all the advantages
of participating in this program. Such programs allow companies to gain knowledge about the
details of the policy, and general features concerning the whole issue of
addiction, how it influences work efficiency, health or private life. One can
also get to know what kind of help is recommended for the victims of addiction.
There must be no exceptions; everyone in a company is to
become a participant of the program. Educating the employees could take forms
of workplace displays, home mailings, brown-bag lunches or guest speakers
holding seminars.
Supporting the
Employees
It is essential to support the employees suffering from
either drug addiction or the alcohol one, as a part of the drug-free workplace. When low work efficiency becomes a problem, it is advised to
resort to Employee Assistance Programs. Their aim is to alter the situation by
helping the employee in question, and his or her private issues that might
include abuse of various prohibited substances. EAPs are not only a great support,
but they also show that the employer really cares.
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