arrow
  • Home
  • Drug and alcohol policy template

Drug and alcohol policy template

Download the PDF

Share this article

Background-cta-sec

Get free resources to help you hire, engage, and retain your hourly workforce

SIGN UP NOW
illustration-1

Drug and alcohol policy is a set of guidelines and rules established by a company to regulate the use of drugs and alcohol in the workplace. This policy typically outlines the expectations for employees regarding drug and alcohol use, testing procedures, consequences for violations, and resources available for those seeking help with substance abuse issues.

The importance of a drug and alcohol policy in the workplace cannot be overstated. Such a policy helps to ensure a safe and productive work environment by promoting employee health and safety, reducing the risk of accidents and injuries, and protecting the company from legal liabilities. Additionally, a clear and well-communicated drug and alcohol policy can help to foster a culture of accountability and responsibility among employees.

To write a company drug and alcohol policy, follow these step-by-step guidelines:

  1. Research and understand the legal requirements related to drug and alcohol policies in your industry and location.
  2. Consult with legal counsel or HR professionals to ensure compliance with all relevant laws and regulations.
  3. Clearly define the scope and purpose of the policy, including the types of substances covered and the expectations for employee behavior.
  4. Outline the procedures for drug and alcohol testing, including the circumstances under which testing may be conducted and the consequences for refusing a test or testing positive.
  5. Provide information on available resources for employees seeking help with substance abuse issues, such as employee assistance programs or counseling services.
  6. Communicate the policy to all employees through training sessions, employee handbooks, and other relevant channels.
  7. Regularly review and update the policy as needed to ensure its effectiveness and relevance in the workplace.

By following these steps, companies can create a comprehensive drug and alcohol policy that promotes a safe and healthy work environment for all employees.

Drug and alcohol policy template

Welcome to our organization! As part of our commitment to maintaining a safe and productive work environment, we have established a drug and alcohol policy. This policy outlines our expectations regarding the use of drugs and alcohol in the workplace.

  1. Prohibited substances: The use, possession, distribution, or sale of illegal drugs or alcohol on company premises is strictly prohibited. This includes marijuana, even in states where it is legal.
  2. Testing: We reserve the right to conduct drug and alcohol testing as part of our pre-employment screening process and randomly throughout employment. Refusal to submit to testing may result in disciplinary action, up to and including termination.
  3. Assistance: We understand that substance abuse is a serious issue and we are committed to supporting our employees. If you are struggling with drug or alcohol addiction, please reach out to our HR department for assistance and resources.
  4. Reporting: If you suspect that a coworker is under the influence of drugs or alcohol, it is your responsibility to report it to a supervisor or HR immediately.
  5. Consequences: Violation of this policy may result in disciplinary action, up to and including termination. We take the safety and well-being of our employees seriously and will not tolerate drug or alcohol abuse in the workplace.

For more information on our drug and alcohol policy, please refer to our employee handbook. Thank you for your cooperation in maintaining a safe and healthy work environment.

Sources:

- Substance Abuse and Mental Health Services Administration. "Workplace Drug Testing." www.samhsa.gov/workplace/resources/drug-testing 
- Occupational Safety and Health Administration. "Drug-Free Workplace." www.osha.gov/drug-free 

FAQs

  • What is our company's drug and alcohol policy?
    Our company's drug and alcohol policy outlines the expectations and guidelines regarding the use of drugs and alcohol in the workplace. It prohibits the use, possession, distribution, or sale of illegal drugs on company premises or while conducting company business. Additionally, it prohibits the use of alcohol during work hours or while on company property. Employees are expected to report to work in a fit condition to perform their duties safely and effectively.
  • How does our company enforce the drug and alcohol policy?
    Our company enforces the drug and alcohol policy through regular training sessions for employees to educate them on the policy and its implications. We also conduct random drug and alcohol testing to ensure compliance with the policy. Any violations of the policy are taken seriously and may result in disciplinary action, up to and including termination of employment.
  • Are there any exceptions to the drug and alcohol policy?
    Our company recognizes that there may be legitimate medical reasons for the use of certain prescription drugs that could result in a positive drug test. In such cases, employees are encouraged to disclose any necessary information to HR in advance to avoid any misunderstandings. However, the policy still prohibits the misuse or abuse of prescription drugs in the workplace.
  • How can employees seek help for drug or alcohol-related issues?
    Our company values the well-being of our employees and offers resources for those who may be struggling with drug or alcohol-related issues. Employees are encouraged to reach out to HR or their supervisor for confidential assistance and support. We can provide information on counseling services, employee assistance programs, and other resources to help employees address their concerns and seek treatment if needed.

Importance of a Drug and Alcohol Policy in the Workplace

Having a comprehensive drug and alcohol policy in place is crucial for any business to maintain a safe and productive work environment. By clearly outlining expectations and consequences related to substance abuse, employers can protect the well-being of their employees, customers, and the overall reputation of the company. A well-implemented policy can also help to reduce absenteeism, accidents, and legal liabilities, ultimately leading to a more efficient and successful organization. It is essential for businesses to prioritize the development and enforcement of a drug and alcohol policy to ensure a positive and secure workplace for all.

Download the PDF
Share this article
TAGS
About Workstream

Workstream is the leading HR, Payroll, and Hiring platform for the hourly workforce. Its smart technology streamlines HR tasks so franchise and business owners can move fast, reduce labor costs, and simplify operations—all in one place.

46 of the top 50 quick-service restaurant brands—including Burger King, Jimmy John’s, Taco Bell—rely on Workstream to hire, retain, and pay their teams. Learn more at workstream.us.

Book a demo
Learn more

Need a faster way to hire hourly workers?

Book a demo

Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

Essential

Required to enable basic website functionality. You may not disable essential cookies.

Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

Your preference has been saved. We will not sell or share your personal information.