• 7 Steps on how to inform Employees about your Drug-free Workplace Policy

    Informing employees about your drug-free workplace policy is the main key to make your policy work. However, helping your employees adjust under the policy can be a challenge.

    The following are some tips on how to effectively communicate the drug-free workplace policy to your employees.

    1.    The Chief Executive Officer (CEO) of your organization must write a letter informing all employees about the implementation of a drug-free workplace policy. Listed below are the things that the CEO letter should contain.

    • Brief discussion on the risks of drug abuse to the organization (i. e. increased absenteeism, higher insurance cost, more injuries and fatalities, lower productivity, and reduced employee morale.)
    • The organization’s role in helping employees achieve good health, avoid problems with drug abuse, and increase safety.
    • Explanation on how the program can benefit the employees and their family, and a summary of the major benefits that the employee will get upon the implementation of the policy
    • Introduction to the activities, meetings, and trainings related to the policy
    • Methods about how employees can access the written policy and any accompanying materials

    2.    Reinforce the message from the CEO through a specially tailored communication with supervisors and managers in order to establish consistency and understanding of the policy. If applicable, arrange a meeting with the union of representatives.

    3.    Make sure that all employees get a copy of the written policy. If your organization has a website, upload a copy of the policy. Additionally, provide a hard copy in case your employees are not able to download them from the Internet.

    4.    Create a policy fact sheet that will highlight the major points and implications of the drug-free workplace policy. The following are things that your fact sheet may contain.

    • Rationale – State the reason why there is the need to implement the policy, how the policy was developed, and what is expected to do under the policy.
    • Rules and regulations – State the dos and don’ts of the policy and specify the substance that employees should not take.
    • Consequence and appeal – State the procedures on how to determine if the employee has violated the policy, specify the penalties, and explain the process of filing for an appeal.
    • Benefits and assurance – Explain how the company will help the employees, state how the company will protect the rights of employee to privacy, and guarantee fairness and consistency of the policy.

    5.    Hold regular activities to keep your employees reminded of the policy, such as safety meetings, staff meetings, and supervisor trainings.

    6.    Inform job applicants and new-hires of the drug-free workplace policy during the job orientation. If applicable, provide them an updated employee handbook.

    Call for an emergency meeting with supervisors and managers whenever there are changes and updates on the drug workplace policy. The supervisors and managers should make it a point to inform their subordinates of any chan

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