drug free workplace policy is a program businesses can establish to prevent drug abuse among their employees. Let us all be real, there is no such thing as a perfect work-free drug place to deal with uncalled work problems.  Every organization has a set of rules and criteria that requires prominent follow-up for encouraging assessment. The components of a drug-free workplace policy can vary according to circumstances, but successful programs often have these five elements listed down below: 



The only way to stay relevant in the industry is by keeping your documentation clear and a written policy is the best statement to this cause. A drug-free workplace starts with a properly explained and written policy. Every organization’s policy should be tailored to make their employees understand the notion better. The most effective policies state why the policy was implemented. The justification could be as simple as a company’s commitment to protecting its employees’ and customers’ safety, health, and well-being. 


Provide a detailed description of the behaviors that are not permitted or prohibited. A simple statement like “The use, possession, transfer, or sale of illegal drugs by employees in the workplace is prohibited” should be included at the very least. Explain the consequences of breaking the policy and make things clear from the company’s end. Discipline is the most important aspect which can come in terms of termination or referral for assistance. Existing personnel rules and procedures, as well as any applicable state regulations, should be followed. Before implementing the policy, it should be evaluated by an attorney to ensure compliance with federal, state, and local regulations.



There is nothing more important than a powerful workforce which often comes through consistent pieces of training. Employee education programs are effective for the most part because they provide company-specific information, such as drug-free workplace policy details. Think of your employees as your valuable assets and allow them the required nourishment to grow towards betterment.

These training come in very handy because they also contain general information about alcohol and drug addiction, its effects on work performance, health, and personal life, as well as the various types of assistance available. All employees should be involved, and education should be provided regularly through a variety of means, including home mailings, workplace displays, and new employee orientation sessions.



The management and superiors of your company are in the right hands, which means there should be no compromise in terms of learning. Following the development of a policy, an organization should teach supervisors to ensure that they are aware of the following:

  • Strategies to spot and deal with workers who have performance issues connected to alcohol or other substances under the drug-free workplace policy. 
  • Accessibility to help the employees via supervisors. You should always keep an open eye on the employees and their productivity to implement the regulation.


They must be on the lookout for and document performance issues. Supervisors should not be expected to diagnose or counsel workers with alcohol and drug issues. Supervisors who are in charge of drug testing referrals (based on reasonable suspicion) should be instructed on how to make these decisions.



EAP is an assistance program inclined toward providing support to employees who have issues with alcohol or other substances. It is an important part of a drug-free workplace policy. These programs are designed to benefit the employee through business, which is sometimes combined with health insurance coverage. Employee assistance programs provide counseling for situations such as substance misuse, financial or legal difficulties, and mental health concerns to ensure the best performance of all employees. 

EAPs are successful in addressing poor workplace performance caused by alcohol or other substance usages. They also provide an alternative to dismissal, reducing an employer’s legal risk by displaying support for employees. Many EAPs provide other services, including supervisor training and employee education, in addition to counseling and referrals. Businesses should provide employees with a resource file that contains information on community-based services, treatment programs, employer drug testing, and assistance lines, at the very least.


Occupational Drug Testing

Companies that comply with the DOT, have the full authority to keep a cross-check on their employees through occupational drug testing. This assures the organizational safety along with the authority to investigate. 

Screening can be used by a company to see if workers or job seekers are abusing alcohol, prescription medications, or illegal narcotics. The following are the most prevalent scenarios in which a company may demand a drug test. 


  • Pre-employment:

The pre-employment testing drug test is done to avoid employing people who take drugs illegally. It usually occurs following the acceptance of a conditional job offer. As a condition of employment, applicants agree to get tested and are not employed if the test results are negative.

  • Reasonable Suspicion:

Testing based on reasonable suspicion is known as probable cause testing. When managers notice observable evidence that leads them to suspect drug usage or a violation of the drug-free workplace policy, they launch an investigation.

  • Post-Accident:

Following an accident involving property damage or personal injury, testing can be used to determine if drugs or alcohol were the cause. Establish objective criteria for triggering a post-accident exam, as well as how the exam will be documented and who will perform it.

  • Random Testing:

Random drug testing involves randomly picking individuals from a pool of all workers on an unscheduled, unexpected basis because there is no advance notification. This form of testing may act as a deterrent for many employees when it is just a safety measure. 

  • Periodic Testing: 

All personnel is subjected to periodic testing, which is usually arranged in advance. Some businesses utilize it every year, particularly if job-related physicals are necessary. These tests show the overall indulgence of an employee. DOT compliant companies have to ensure their safety through proper trial and testing. 

  • Return-to-Duty Testing:

When an individual who has tested positive has completed the requisite substance abuse treatment and is ready to return to work, a one-time, publicized test is conducted. This form of testing is also used by certain businesses for any employee who has been away for a long length of time.

Mid-Atlantic Drug Testing is your one-stop destination for on-site drug testing and reporting for pre-employment, random screening, reasonable suspicion, and post-accident situations.

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