Partnership for
a Drug-Free Workplace

The Sheridan County Chamber of Commerce is proud to be a member of Sheridan County's Partnership for a Drug-Free Workplace. We also urge all businesses and organizations in the area to become members, by adopting drug-free workplace programs of your own.

 

Generally a drug-free workplace program includes five components --

 

1. Drug-Free Workplace Policy. A drug-free workplace policy should be tailored to meet each specific workplace's needs. Effective policies typically include: rationale for policy implementation (company commitment to protecting health, safety, and efficiency of workers), clear description of behaviors ("the use of, possession, transfer or sale of illegal drugs by employees is prohibited"), and a description of consequences of policy violation (discipline including second-chance policies, suspension, termination, referral to assistance, etc. - ALL CONSEQUENCES SHOULD BE CONSISTENT WITH EXISTING PERSONNEL POLICIES AND ANY APPLICABLE LAWS).

 

2. Supervisor Training. Following policy development, the workplace should train those closest to its workforce -- the supervisors. Supervisors should thoroughly understand the drug testing policy, referral sources in case employees test positive, and ways to recognize and efficiently confront employees who have performance issues or other problems related to alcohol or other drug abuse.

 

3. Employee Education. The workplace should provide drug and alcohol education that provides employees what they need to fully understand, comply with, and benefit from the drug-free workplace program.

 

4. Employee Assistance. Employee Assistance Programs (EAPs) are designed to enhance employee and workplace effectiveness through prevention and issue/problem identification and resolution, including those problems stemming from substance abuse. EAPs should at least include community-based resources, treatment programs and helpline links. Supplementary services to EAPs may also include alternatives to dismissal such as probationary employment depending on treatment or help-seeking.

 

5. Drug Testing. Pre-hire testing, annual testing of 20% of all staff (including upper management), post-accident testing, and post-suspicion testing.