Let's face it ? having a talk with your employees about use is probably the last thing you or your managers really want to deal with. Unfortunately, the wide spread use and prevalence of drug abuse make this a more common problem than you might realize. Use these quick tips to make sure your manager or supervisor is effective and compliant with the rights of the worker and employer.
1.Documentation. Objective facts matter. Use performance reviews, attendance records and other relevant documentation when discussing performance related issues.
2.Don't Ignore it. The problem will get worse ? not better. Avoid potential injury or liability issues by addressing the issue before it becomes a problem.
3.Do NOT discuss alcohol and drug use or try to diagnose the problem. Stick to the facts even if you suspect something more. Implement the proper protocol designed to address the situation. For example, if it is standard procedure to use after any accidents then do so immediately in full compliance with established routines then wait for the test to validate or negate your concerns.
4.Never cover up or protect workers. You are enabling them, decreasing morale among other employees and putting your company at risk.
5.Limit comments and actions to those directly impacted and verified by documentations ? for example, attendance records, performance and productivity measures, complaints from other workers and so forth.
6.Protect employee confidentiality. Remember, the results of employee drug testing may be construed as health or medical related information and is therefore protected by law.
7.Understand the proper procedure and lines of communication outlined in your company policy and manuals. Ask questions in advance if there are areas of concern or questions you are not sure about.
8.Don't rely on memory. Document the facts as they happen and refer back to the documentation whenever communicating directly with the employee.
9.Make sure all employees are informed. Don't single out an employee even if you suspect a problem. Instead, make sure all employees are aware of the company's policy on substance abuse and testing as well as consequences for violations of that policy.
10.Enforce the policy. One of the strongest messages you can send is to enforce the Drug Free workplace policy consistently and fairly. It won't take long before your business is known as a safe and drug free workplace.
Drug Free Workplace Policy
A drug-free workplace is a protective workplace. They are linked to drug-free and happier families, school and communities. Working Partners ensures a drug-free and secured environment for everyone and helps the employers and employees work together. They also play a vital role in reducing the drug use and end the social, economical and emotional destruction in its wake.
Drug-free workplace
It is working environment free of the health, productivity and safety hazards, which are caused for abusing drugs, alcohol, or any such substances by the employees in that workplace. To attain a drug free workplace, many companies are developing various drug-free workplace programs. Usually, these programs include five components: Drug free workplace policy, Employee Education, Superior Training, Employee Assistance and Drug Testing. However companies don't include all the five components, it is suggested to explore them when developing the program.
Reasons for Establishing a Drug Free Workplace
The law may require your workplace to be a drug free environment. If you are in a government organization, or if you have a transportation industry or if you are billing for more than $ 25000 per annum, then the Law requires you to have a drug free workplace.
Though the law doesn't require, there are other reasons for establishing a drug free workplace. They are:
?It reduces operational costs.
?It can preserve investor or shareholder interests.
?It can protect loyal employees
?It can improve products and services
?It results in better service to customers and clients
?It can increase your profits.
?It helps many people lead healthier lives
Tools and Resources for Drug Free Workplace
To develop a drug free workplace, there are certain tools and resources that the employers can adopt. They are:
?Drug-free Workplace Advisor: It is a tool used to develop tailored drug-free workplace policies and programs and informs companies and workers about its requirements and coverage.
?Substance Abuse Information Database (SAID): It is an online repository of various documents related to workplace alcohol/drug abuse and legal information.
?Resource Directories: It has the updated lists of local, state and national resources such as, Summaries of state laws related to workplace drug and alcohol abuse, Helplines that assists the individuals who have the alcohol/drug problem.
?Training and Educational Materials: Resources to provide drug and alcohol education in the workplace such as, brochures, presentation materials, articles and fact sheets and posters. They also include, statistics about how substance abuse impacts the workplace in general and across a range of industries.
This information gives you in understanding about the drug free workplace and its tools and resources. It helps you in maintaining a drug free environment in your workplace.
Both Americanscreening & Drugteststrips.com are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.
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