Policy for regarding Drugs in the workplace.
Company Drug Policy
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FAQ
The Drug-Free Workplace Act of 1988 (41 U.S.C. 81) is an act of the United States which requires some federal contractors and all federal grantees to agree that they will provide drug-free workplaces as a precondition of receiving a contract or grant from a Federal agency.
Substance abuse can simply be defined as a pattern of harmful use of any substance for mood-altering purposes. "Substances" can include alcohol and other drugs (illegal or not) as well as some substances that are not drugs at all.
The elements of a comprehensive substance abuse policy. Reasonable suspicion and recognizing observable behaviors that may mean an employee is impaired by alcohol and/or drugs. Scenarios that illustrate procedures for confronting an employee who may be impaired. Common alcohol and drug testing procedures.
While employers are free to terminate and can refuse to hire anyone whose alcohol or drug use impairs their ability to perform the duties of their job, employers cannot fire or take other negative employment actions against an employee because of their status as an alcoholic or drug addict. California and federal laws
Yes. Just like incoming applicants can be tested for drugs, so can existing employees. The only difference is, in most cases, your employer must have reasonable suspicion that you have been taking drugs before you can be tested.
There are four major conceptual approaches to prevention: risk-factor, developmental, social influence, and community-specific.
An effective drug-testing program consists of two key elements: (1) a general understanding of illicit drug use and the primary regulation that addresses drug testing, and (2) a written policy that is tailored to your business's specific needs. Both are explained below.
While employers are free to terminate and can refuse to hire anyone whose alcohol or drug use impairs their ability to perform the duties of their job, employers cannot fire or take other negative employment actions against an employee because of their status as an alcoholic or drug addict. California and federal laws
Unless you had a contract or promise of continued employment, you were employed "at will" and can be fired for any lawful reason. Firing an "at will" employee for suspected drug use is lawful.
