Drug-Free Work Week Designated by the U.S. Department of Labor
Posted: October 10, 2006
The U.S. Department of Labor has declared October 16-22, 2006 to be the first-ever Drug- Free Work Week and encourages employers and employees across the country to participate. The purpose of Drug-free Work Week is to educate employers, employees and the general public about the importance of being drug-free as a component of improving workplace safety and health and to encourage employees with alcohol and drug problems to seek help. All employers should remind employees about Company policies addressing drug and alcohol use at least once a year, and Drug-free Work Week is a good time to do so.
The Department of Labor encourages employers to do some or all of the following things during Drug-Free Work Week:
- Implement a Drug-Free Workplace Program. The first step to promoting a drug-free workplace is the preparation and implementation of a written policy addressing use of drugs and alcohol. Employers should consider whether drug and alcohol testing is appropriate in certain circumstances. OSHA has announced that a well designed Substance Abuse Testing Program is an appropriate complement to employee safety programs;
- Promote Your Drug-Free Workplace Program. Even if your company already has a written policy, it should be republished periodically and the company should remind employees that the primary purpose of the Drug-Free Workplace Program is to keep them healthy and safe;
- Train Supervisors. Supervisors should be trained annually concerning the company's policy on alcohol and drug use, and ways to deal with employees who may have substance abuse problems. In addition, if the company conducts "reasonable suspicion" drug and alcohol testing, supervisors must be trained to make such determinations properly;
- Educate Employees. The company should educate employees about the dangers of drugs and alcohol and their impact on workplace safety and productivity, and it should reiterate the company's policy on drug and alcohol use;
- Remind Employees about the Availability of EAPs. If the company has an available Employee Assistance Program, remind employees that it is available to assist them with potential substance abuse problems;
- Publicize Available Community Treatment Resources. Part of employee education should address available community treatment resources for employees who may have substance abuse problems;
- Create a Drug-Free Workplace Display. Employers should consider creating a Drug-Free Workplace Display, such as on an employee bulletin board, which could include a copy of the company's drug and alcohol policy and notices concerning available EAPs and community resources;
- Publicize Drug-Free Work Week. Feature Drug-Free Work Week in your employee newsletter or on your company website;
- Use Payroll Messages. Distribute a Drug-Free Work Week payroll message with a reminder about available helplines.
For further information, including additional ideas on how to promote Drug-free Work Week, please visit the Department of Labor's website at: http://www.dol.gov/asp/programs/drugs/workingpartners/wpdrug-free.asp.
Additional information and resources are available through the Institute for a Drug-Free Workplace at: http://www.drugfreeworkplace.org. Institute Executive Director Mark de Bernardo is a Partner in the Jackson Lewis Washington, DC Region office and, along with Roger Kaplan, co-chair of the Drug Testing and Substance Abuse Management Practice Group.
