Eleven Mistakes to Avoid

Here are some things to avoid when implementing and maintaining a drug- and alcohol-free workplace program:

• Don’t misuse the drug prevention program to discipline employees for problems not related to the program.

• Don’t single out any employee or group of employees for scrutiny under the company’s policy. Too much attention to any one group could leave the company/organization liable for charges of discrimination. Be consistent with all employee groups or classes.

• Don’t confront a suspected drug dealer alone. Always have a witness to your actions. Consult local law enforcement for advice or assistance in these cases.

• Don’t assume anyone in your organization is immune to the problem of drug and alcohol abuse.

• Don’t implement a verbal policy. An effective policy must be written, circulated, and acknowledged (in writing) by employees.

• Don’t treat employees who test positive differently. All employees who test positive must be treated consistently to maintain the integrity of the program.

• Don’t take action against employees based on the positive results of a drug screen only. Always obtain the results of a gas chromatography/mass spectrometry (GC/MS) confirmation before taking action.

• Don’t offer rehabilitation selectively.

• Don’t address drug abuse without including alcohol abuse in the policy.

• Don’t implement a policy and program unilaterally if you have a unionized workforce. The National Labor Relations Act requires that working terms and conditions be included in your bargaining agreement, and a drug program falls into that requirement.

• Don’t forget that the majority of the nation’s workforce is drug-free and does not abuse alcohol. They support you in your efforts to rid your company, neighborhood, and ultimately your nation of the menace of drug and alcohol abuse.

Contact MBG to start a Fit for Work Program

(Taken from US Drug Enforcement Administration www.dea.gov)

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