A drug free work policy forms the foundation for any work space. But your policy is just one of five steps to a drug free work environment. The other four steps include supervisor training, employee education, employee assistance and drug testing.

After developing a drug-free workplace policy statement, your organization should train those individuals closest to the workforce–supervisors. Training supervisors is an integral part of every drug-free workplace program. Supervisors should be provided with basic information about your drug-free workplace program and their role in its implementation. This is done annually.

Employee Education is a very important element of your drug-free workplace program. This section of the Advisor takes you through a sample of the material that should be covered in an employee education session, describes the impact that alcohol abuse and drug use has on the workplace and gives you factual information about addiction and the major drugs of abuse.

Drug testing is one action an employer can take to determine if employees or job applicants are using drugs. It can identify evidence of recent use of alcohol, prescription drugs and illicit drugs. Currently, drug testing does not test for impairment or whether a person’s behavior is, or was, impacted by drugs. Drug testing works best when implemented based on a clear, written policy that is shared with all employees

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An Employee Assistance Program (EAP) can be a valuable resource for both employees and managers and can play an important role in your drug-free workplace program. An EAP is a worksite-focused program designed to assist in the identification and resolution of productivity problems associated with personal problems, such as alcohol and/or drug abuse.