How To Encourage a Drug-Free Work Environment

Why would an employer want a sober and healthy workforce? That’s easy: to increase profitability. Less turnover. Happier atmosphere (and staff). Also because you genuinely care about your employees.

Remember that you are always seeking methods to lower your liability and reduce your risk...and promoting a drug-free work environment can help you reach that goal. Here are a few important tips from the pros:

1. Model a good example. The best way to encourage a clean and sober workforce is to lead by lifestyle example. Don’t use illegal drugs, don’t abuse prescription drugs, and don’t drink alcohol excessively or regularly. Live a healthy lifestyle by eating nutritiously, exercising daily, and adopting a positive attitude. As the “boss”, whether you are an owner or a manager, keep in mind that all eyes are on you. And in case you think no one knows what you do after work, remember the definition of “integrity:” Doing the right thing when no one’s looking.
2. Don’t encourage after-hours drinking and partying (such as meeting at the bar for drinks after work). Don’t promote alcohol-related events — believe it or not, it’s okay to have fun, get excited, and be social, without alcohol! Choose NOT to serve alcohol at company events (such as picnics and parties). Limiting the number of drinks per guest isn’t always effective since folks know how to get around the rules. Can you eliminate all alcohol? No, of course folks may sneak in their own drinks, but it removes you from becoming the source of liability.
3. Be alert for suspicious behavior. Rather than trying to micromanage or rely on punishment, awareness is your best ally. Look for patterns of tardiness and absence, dozing off during meetings, or sleeping on the job. Cite for unsatisfactory work performance such as incomplete assignments or lack of teamwork contributions. Demonstrate an open-door attitude by bringing up general concerns in a team environment and specific behaviors in a one-on-one meeting.
4. Document your policies & procedures. To understand the difference, a policy is a position statement, whereas procedures are step-by-step “how-to” directions. Document both in writing and place in a binder, ensuring the binder is easily accessible to employees. If your company keeps policies online, make sure to add your “drug-free work environment” info also. When you first hire new employees, train them on your policies; and periodically as a group thereafter. Hint: Before posting your policies and procedures, have your attorney review your documents and approve them.
5. Post signs regarding your policy. Some compliance signs can be ordered online. Post your signs in conspicuous places. They need to have a positive slant, not negative. For instance, tout the benefits of remaining drug-free, not just the penalties. When dealing with employees, always assume the best (innocence), but be prepared for the worst (guilt). That’s why you need your procedures in writing.
6. Consider an Employee Assistance Program (EAP). They offer counseling for personal and work-related issues in a confidential setting for your employees. It’s a good way to invest in your employees and show you really care about them as people. However, do not mistake EAP for a legal membership plan service or a pre-paid legal service. Although they are both important for employees to have, they serve two entirely different purposes.
7. Get employee buy-in. The best way to get everyone to support your idea is to show him that he has a vested interest. Show how a drug-free work environment benefits the individual. A good idea is to bring up the topic at a staff meeting, and ask the staff for suggestions on how to promote a drug-free workplace. It should be a positive topic that you approach with an attitude of “how can we accomplish this goal together?” Otherwise, they will view it as “us vs. them” and tune you out.
8. Consider drug testing. What it accomplishes: it sends a strong message to employees, it presents a favorable image to the pubic, and it sets the tone for no tolerance. However,
   don’t rely on drug testing, since employees know artificial methods to
   “pass” the tests, which are easily found on the Internet. If you decide to implement mandatory drug tests, don’t discriminate; test everyone equally. Your policy should include testing either (A) initially upon hiring or (B) ongoing on a regular basis. Will you test randomly or on a regular basis? Caution: Be aware of “medical marijuana” users who may be protected as “disabled.” Please consult your attorney for laws dealing with medical marijuana usage in your state.
9. Know your state’s Human Resources laws. Have a plan in place, including hiring, firing, and disciplinary action. The last thing you want to do is get accused of discrimination, or a complaint filed with the Department of Fair Housing and Employment. So be sure to use the appropriate forms, such as those available at employment web sites like GoSmallBiz.
10. Hire your attorney on retainer. By consulting with your attorney frequently, you can help reduce risk, lower liability, and minimize your exposure to lawsuits. Remember, if you operate a business, you automatically risk liability, and can easily become the target of lawsuits. If you don’t know a good attorney in your area, or if the retainer fee is out of your budget, consider subscribing to a pre-paid legal membership plan exclusively for businesses.

Maybe you can’t do all of the above steps right now, but doing something positive is better than ignoring it and doing nothing at all. Be pro-active and put a plan in place now; don’t wait for a crisis. When you are pro-active and prepare ahead of time, you earn the respect of your clients, your staff, and yourself. Hats off to you!