|- Drug-Free Workplace Advisor|
Having a drug-free workplace program in place is the best line of defense against alcohol- or drug-related problems in your workplace. You cannot put a program into place overnight, as it requires careful consideration and planning. In the meantime, you should proceed with extreme caution in addressing any existing problem situations. This section on crisis management reviews some steps to address these immediate problems in the absence of a drug-free workplace program.
Situations involving alcohol and other drugs can be difficult to manage, especially if you do not yet have a drug-free workplace policy in place. It is important to proceed with caution and to document any actions you take.
For example, suppose a supervisor comes upon an employee who is disoriented and smells of alcohol. The following are some steps that the supervisor can take:
Remember, if the employee is in no shape to work, he/she is in no shape to drive.
To investigate a potential drug/alcohol crisis situation, the supervisor should answer the following questions:
If an employer observes the illegal distribution, possession, sale, transportation or manufacturing of controlled and dangerous substances on his/her property, local law enforcement should be contacted for assistance. These situations usually result in a uniformed officer responding to conduct an investigation, make an arrest (if appropriate) and prepare a report. Due to the limited resources of most local law enforcement agencies, they may not have the resources to conduct lengthy undercover investigations. If such a response is necessary, the employer has the option of contracting the services of a private security investigator.
Enforcement strategies should be well thought out and planned ahead. Consistent, detailed documentation must be maintained in the event that criminal prosecution results from workplace behavior.