5 Components of a Successful Drug-Free Workplace Program

The most effective drug-free workplace programs have five components. Although efforts can be effective without all five, OSHA suggests that all five should be explored when a program is under development.

Component 1— A Drug-Free Workplace Policy

A policy is the foundation of any program and should be unique and tailored to specific needs. All policies have a few things in common:

• A stated purpose or rationale
• A clear description of prohibited behaviors
• An explanation of the consequences of violating the policy

Component 2— Supervisor Training

Supervisors are closest to the workforce and should be trained in:

• Details of the drug-free workplace policy and its implications
• How to recognize and deal with employees who have performance problems that may be related to substance use
• How to refer employees to available assistance

Supervisors should also be responsible for monitoring employee performance, staying alert to performance problems, and enforcing the policy. However, it is not the job of supervisors to diagnose problems or counsel employees.

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Component 3­— Employee Education

Employees need to know all they can about the program in order to use and benefit from it. Effective education addresses company-specific details about the policy and program. And it should include general information about the nature of substance abuse; its impact on work, health, and personal life; and types of available assistance.

Opportunities for employee education may include safety meetings and training sessions, home mailings, workplace displays, brown-bag lunches, guest speakers, seminars, and new-hire orientation sessions.

Component 4—Workplace Assistance

An essential part of a drug-free workplace is providing assistance or support to employees who need it. Employee Assistance Programs (EAPs) are considered by OSHA the most effective way to address poor job performance that may stem from personal problems involving substance abuse.
 
EAPs offer an alternative to dismissal and minimize an employer’s legal vulnerability by demonstrating efforts to support workers in need. EAPs provide counseling and referrals plus other services such as supervisor training and employee education.

Employers that do not offer EAP services should, at the least, maintain a resource file from which employees can access information about community-based resources, treatment programs, and help lines.

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Component 5—Drug Testing

Testing can uncover evidence of recent use of alcohol, prescription drugs, and illicit drugs. The most common test is urinalysis at the workplace or at a health facility such as a clinic or doctor’s office. Other types are the breath-alcohol test, blood test, hair analysis, and saliva or sweat tests.
 
Among the most common reasons for testing are preemployment screenings, reasonable suspicions of use, postaccident, return-to-duty, random, and periodic tests.

Private employers have latitude in implementing testing, unless they are subject to federal regulations. The U.S. Department of Transportation drug-testing rules for employees in safety-sensitive situations are an example. Although they are not required to do so by law, many private employers use testing guidelines established by the Substance Abuse and Mental Health Services Administration (SAMHSA). These are described on SAMHSA’s website (www.samhsa.gov).

According to OSHA, "Employers and employees should work together to examine each component and design a balanced, fair program suited to the unique needs and challenges of their workplaces." OSHA stresses that a good program is not created overnight and requires careful planning and consideration.

Tomorrow we’ll look at why drug-free workplace programs fail and how you can keep that from happening to yours.

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