Setting in Place a Drug-Free Workplace
As president and CEO of Macon Occupational Medicine in Georgia, Leonard Bevill oversees one of the state’s most comprehensive occupational health programs. A respected voice in his field, Leonard Bevill has spoken at conferences of the Georgia Employers Association on the topic “A Drug-Free Workplace.”
When substance use and abuse issues arise in a workplace, the end result is not only unhealthy for those who use alcohol and drugs, but reduced productivity and increased risks posed to those in the vicinity. While drug testing presents one way of addressing the issue, creating an on-the-job environment that promotes sober, clear-headed team efforts is just as important.
As recommended by the U.S. Department of Health and Human Services, this begins with setting in place a written policy that explicitly provides workplace guidelines on alcohol and drugs. In addition to detailing pertinent regulations and laws, the policy should state the consequences for violating such rules.
In an employee handbook, it may be advantageous to go one step further and provide details on community resources that are available for those struggling with substance abuse. Also consider regular training sessions that encourage employees to engage in healthy behaviors and avoid the use of illegal and workplace-restricted substances.
One way of encouraging healthy employee behavior involves implementing a wellness program. This can include offering gym memberships, nutritious meals and snacks, and access to sports and fitness activities outside of work.
When substance use and abuse issues arise in a workplace, the end result is not only unhealthy for those who use alcohol and drugs, but reduced productivity and increased risks posed to those in the vicinity. While drug testing presents one way of addressing the issue, creating an on-the-job environment that promotes sober, clear-headed team efforts is just as important.
As recommended by the U.S. Department of Health and Human Services, this begins with setting in place a written policy that explicitly provides workplace guidelines on alcohol and drugs. In addition to detailing pertinent regulations and laws, the policy should state the consequences for violating such rules.
In an employee handbook, it may be advantageous to go one step further and provide details on community resources that are available for those struggling with substance abuse. Also consider regular training sessions that encourage employees to engage in healthy behaviors and avoid the use of illegal and workplace-restricted substances.
One way of encouraging healthy employee behavior involves implementing a wellness program. This can include offering gym memberships, nutritious meals and snacks, and access to sports and fitness activities outside of work.
