An alcohol and substance abuse policy is required when any individual employed by a company is on the job. Such an employee must sign the contract, providing the details of the policy. The agreement will cover various issues, including medical benefits, liability for accidents at work; penalties for drug or alcohol abuse; disciplinary action; termination, and other dismissal rules. Before you hire someone to work for your company, make sure that he or she has a signed contract. A well-written policy can help you get through an alcohol and substance abuse problem without legal hassles.
Sometimes companies have a policy regarding off-site drug use. An alcohol and substance abuse policy can explain that disciplinary action can be given to an employee who engages in alcohol or drug use even though they are not on the job. This can help you avoid situations where your employee is drunk driving and having an accident. A disciplinary action, such as suspension, termination, or fine, can be issued in cases where it is found that an employee was found to be under the influence of alcohol, whether they were working or not.
An alcohol and substance abuse policy can also explain the health risks abuse of alcohol can present. Not all alcohol is safe, and there are health risks associated with drinking. For example, excessive drinking can decrease one’s ability to think and act normally. This can lead to physical injuries, property damage, and loss of life.
An alcohol and substance abuse policy should have a section that addresses the ramifications of an employee’s alcohol or drug abuse. You need to be aware of what can happen when a person is caught or discovered intoxicated. The employee can be terminated, expelled, or suspended from work. There could also be serious legal consequences that include criminal charges, fines, and rehabilitation programs for alcohol and drug abuse. Also, a criminal record will show up in a background check.
Most of these policies outline specific procedures for handling situations involving alcohol or drug use. If you are planning on using an over-the-counter or prescription drug, be sure that you outline your procedures for dealing with employees who abuse these substances. An example might be that you require all new hires to take an over-the-counter drug test. Or, you could require potential employees to take a drug abuse screening. You need to outline the procedures for these tests and what happens if an employee fails a drug test. This will save you a lot of time and possible litigation from someone claiming you because they were fired for failing a drug test.