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Drug Free Workplace ChecklistThis checklist is designed as a yardstick for evaluating your company's drug policy. It is in no way intended to be all encompassing, but rather an aid in formulating your policy. Once your policy has been written, be sure to consult with your legal counsel to ensure compliance with appropriate legal statutes and to reduce the possibility of arbitration or litigation. The following topics are suggested for your consideration.Program Research ___Why a policy/program needs to be implemented ___Federal/statutory requirements ___Comparison of accident rates with similar companies ___Drug-related accidents ___Measurable changes in productivity ___Increase in absenteeism ___Higher medical/hospitalization benefits paid ___Similar companies instituting policies/testing programs/screening job applicants ___Statistics from local substance abuse agencies or health and police departments ___Information from trade and industry associations, or local treatment centers ___Regional or national studies with data specific to your industry ___Definition of terms to be used in the policy, e.g., company premises, drug, intoxication ___Samples of employee acknowledgment forms Policy Statement ___Consequences of use, sale or possession of illegal drugs or alcohol in the workplace ___Company ’s position on job performance as it relates to drug usage ___Position on substance abuse testing ___Consequences of positive testing ___Available treatment and rehabilitative services ___Support of top management for the policy/program ___Involvement of all elements of the workforce ___Consultation with union representatives ___Monitoring and evaluating systems built into plan ___Legal counsel involvement Policy Distribution ___Make every employee aware of the policy/program ___Make the policy available to each employee ___Ensure employees understand reasons for a testing policy (e.g., safety, product quality, increased production), if testing is instituted ___Extend the policy to include contractors and their employees Employee Education ___Conduct education/outreach of employees/families via:
Employee Assistance ___Research what employee education and training services an EAP provider will offer ___Identify treatment resources which have been evaluated as capable of handling substance abuse rehabilitation ___Provide employee orientation to EAP benefits ___Provide EAP counseling and support following rehabilitation ___Assemble resource file on providers of assistance, monitor, and update list ___Provide problem assessments ___Provide for a voluntary self-referral program for treatment ___Provide confidential counseling ___Provide referral to counseling and/or treatment ___Provide crisis intervention ___Establish a hot-line ___Provide family support services ___Conduct follow-up during and after treatment ___Conduct evaluation of job performance pre-and post-program contact ___Review insurance coverage for outpatient and inpatient treatment ___Add to insurance coverage if necessary ___Explain who pays for evaluation ___Explain whether employees will be given time off with pay ___Explain whether employees will be protected against discipline or termination if they volunteer for treatment ___Institute mechanism to review employee complaints ___Establish an EAP staffed with or guided by trained professionals Supervisory Training Management, supervisors and union members may attend training on: ___Drug abuse education ___Signs and symptoms of addiction and abuse (physiological and psychological) ___Company policy on drug use ___Employee assistance resources ___How to observe and document poor performance ___How to deal with employees suspected of drug use ___How to confront a drug-impaired employee ___How and when to take disciplinary action ___How to make EAP or rehabilitation referrals Drug Detection Options If adopting a testing policy, consider whether to test: ___All employees, without prejudice, including executives and hourly workers ___Applicants or pre-employment ___Employees based on reasonable suspicion, post accident, during and after counseling and/or rehabilitation ___Selected groups of employees ___Part of routine annual physical ___Randomly or unannounced ___Only for cause Frequency of testing Only testing selected employees: ___Provide criteria for selecting those employees ___If testing employees in sensitive positions, define sensitive If only testing for cause: ___Provide criteria ___Identify who will make judgments; supervisor or physician ___Determine whether testing will be mandatory ___Determine whether an employee who refuses testing will be disciplined, suspended or terminated Pre-employment testing: ___Define when new hires will be tested ___Explain whether pre-employment physical will be required and if substance abuse test may be given ___Explain when applicants are told that hiring is subject to test results ___Decide policy if applicant tests positive: bar employment; reconsideration of application after a specific period; or reconsideration for only certain positions ___Decide policy if an applicant who tested positive is eventually hired: e.g., require periodic, random testing; inform supervisor; or set job restrictions ___Determine the kind of test that will be administered ___Determine substances that will be tested for ___Determine the type of drug test ___Review options offered by the various laboratories and testing consultants ___Determine cutoff levels ___Determine whether a confirmation test will be conducted by the laboratory ___Determine the type of laboratory to use ___Determine criteria for choosing a laboratory ___If facilities are scattered across the state, decide whether different laboratories will be used or whether all samples will be sent to one site Testing Security: ___Decide what type of laboratory security system, or chain of custody, is necessary ___Determine need to document specimen accountability, particularly if chance outcome will be challenged ___Decide precautions and assurance that a sample has not been adulterated by the provider. ___Determine type of specimen seal to prevent tampering ___Receive assurance that a specimen will not be tampered with in transit ___Determine handling procedure for a specimen before and after testing ___Determine how results are reported: hard copy or phone call; understandable terms; quantitative values for positive reports ___Determine if positive samples are frozen following test and, if so, for how long ___Seek copy of laboratory ratings if the laboratory participates in proficiency testing programs sponsored by outside agencies ___Determine whether laboratory personnel are certified technicians ___Determine who will read and interpret test results ___Determine how confidentiality will be insured ___Determine who will inform the applicant/employee and how ___Determine who will be informed and what is expected from them: company physician; individual ’s physician; human resources professionals; law enforcement officials ___Determine what will be done with the test results ___Determine policy for current employees who test positive: discipline; termination; reassignments; rehabilitation ___Determine whether and under what circumstances terminated employees will be eligible for rehire ___Determine policy for employees who test positive from use of drugs at home but show no sign of impairment on the job
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