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current selection is Policy Components
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Office of the Assistant Secretary for Policy
Drug-Free Workplace Advisor
Supervisor Training

Policy Components

Your drug-free workplace policy serves as the foundation of your program and supervisors are key to its enforcement. Supervisor training provides an opportunity to thoroughly review the policy and answer supervisors’ questions and concerns. If supervisors understand the purpose and intent of the policy, they are more likely to support it and do their part to enforce it.

When introducing the policy, you want to be clear in communicating its intent in order to:

  • Sends a clear message that use of alcohol and drugs in the workplace is prohibited, and

  • Encourage employees to voluntarily seek help with alcohol and drug problems.
In addition, you will want supervisors to appreciate that the drug-free workplace policy is based on defensible objectives such as:
  • Ensuring the health and safety of employees, customers and the public;
  • Protecting employer assets from theft and destruction;
  • Protecting trade secrets;
  • Maintaining product quality and integrity; and
  • Complying with the Drug-Free Workplace Act of 1988 or any other applicable Federal, state or local laws.
But for supervisors, understanding the drug-free workplace policy is not enough. They also must understand their role in enforcing the policy and be given training.

*Instructions for the Trainer:
 

You should distribute a copy of your organization's drug-free workplace policy to all training participants. Familiarize yourself with each component of your organization's policy and be prepared to lead a discussion about how your company's policy addresses each of the questions listed below:

What is the purpose/intent of your program?
Who will be covered by your policy?
When will your policy apply?
What behavior will be prohibited?
Will employees be required to notify you of drug-related convictions?
Will your policy include searches?
Will your program include drug testing?
What will the consequences be if your policy is violated?
Will there be Return-to-Work Agreements?
What type of assistance will be available?
How will employee confidentiality be protected?
Who will be responsible for enforcing your policy?
How will your policy be communicated to employees?