Workplace Drug and Alcohol Policies 2025

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  1. Click ‘Get Form’ to open the Workplace Drug and Alcohol Policies document in the editor.
  2. Begin by reviewing the introduction section, which outlines the importance of having a clear policy on drug and alcohol misuse. Familiarize yourself with the legal obligations mentioned.
  3. Move to the 'Drug and Alcohol Testing' section. Here, you can fill in any specific testing procedures your workplace will implement. Ensure clarity on whether testing will be random or for cause.
  4. In the 'Rehabilitation' section, provide details on how employees can seek help for substance misuse. Emphasize confidentiality and support available.
  5. Complete the 'Disciplinary Action' section by outlining potential consequences for policy violations, ensuring it aligns with your organization's approach to employee welfare.
  6. Finally, review the 'Education and Awareness' section to ensure all staff are informed about the policy. You may add training requirements for managers here.

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A substance abuse policy outlines guidelines for employees regarding the use, possession, and distribution of drugs and alcohol, ensuring safety and productivity in the workplace.
Being under the influence of alcohol or illegal drugs on company property is prohibited. The unauthorized use or possession of prescription drugs or over-the-counter drugs on company property is prohibited. Employees who violate this Policy are subject to appropriate disciplinary action including termination.
Response: OSHA strongly supports measures that contribute to a drug-free environment and reasonable programs of drug testing within a comprehensive workplace program for certain workplace environments, such as those involving safety-sensitive duties like operating machinery.
An employer may prohibit the illegal use of drugs and the use of alcohol at the workplace. It is not a violation of the ADA for an employer to give tests for the illegal use of drugs. An employer may discharge or deny employment to persons who currently engage in the illegal use of drugs.
This Company will not discriminate against applicants for employment because of a past history of drug or alcohol abuse. It is the current illegal use of drugs and/or abuse of alcohol, preventing employees from performing their jobs properly, that this Company will not tolerate.

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For example, an employee found to be selling illegal drugs will be subject to discipline up to and including discharge from employment. Disciplinary action may be invoked entirely apart from any civil or criminal penalties that may apply to the employee or organization.

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