Most policies are intended to be used for emergencies or unexpected situations that arise. They are put into place so that there is a consistent company plan for how to move forward when an incident occurs. If your employees and supervisors have a clear understanding of the drug and alcohol policy in the workplace, it empowers both the employee and supervising staff to have clear expectations.

What are the limits with alcohol?

Alcohol is a tricky one to manage when employing adult professionals. Some workplaces have a strict “no alcohol on the premises” rule. Others have the need to have a strict outline for places where drinking is allowed or is a part of company culture (margarita Fridays, bars and restaurants, client meetings, etc). An effective policy will help employees understand when alcohol use is acceptable, but also the repercussions of their actions if they violate the terms. It is safe to say you don’t expect to have an employee showing up to work under the influence of alcohol or drugs; knowing how to handle the situation if it happens is valuable to the company and to the employee.

What about substances?

It should be made clear that any and all illegal drugs are not allowed on the premises, as it is against the law. However, drug testing for hire has become more complicated with the legalization of marijuana in certain states. Some companies are no longer using a positive THC on a drug test as a negative indicator, because they’re surrounded by states where it’s legal. In states that marijuana has been legalized, whether or not the substance shall be allowed on premises is up to the HR department’s discretion.

Some companies have treated marijuana use like smoking and simply don’t allow use on site. Employers sometimes ban smoking during working hours, which can cause disruption by causing employees to exhibit withdrawal symptoms and prohibit them from working as efficiently as they once could. The results have been inconclusive as to whether marijuana users exhibit withdrawal symptoms when they cease to use for long periods of time. In the end, it is how the HR professional wants to shape the company culture around substance use on site or during business hours.

Clear Expectations

Not all workplace alcohol and drug policies are going to look the same, however the expectations should remain clear. If, as an HR professional, you would like to foster an environment where even the after-effects of after-hour indulgence is prohibited, it should be cleared stated in the company policy. If it is a more relaxed environment, it may not be necessary to clearly outline. However, do keep in mind that if it is not present in the company’s policy that means there is also no course of action or reprecrussion. Your policy should clearly outline the roles, rights and responsibilities of those employed by the company.

In addition to the topics above, consider including the following as you develop the drug and alcohol policy for your company or organization:

• How to approach and report suspected substance abusing employees
• Course of disciplinary action in the event of a positive drug or alcohol test
• Drug testing policy (pre-employment screens, post-accidents, reasonable suspicion, random employee testing)

When developing a clear drug and alcohol policy, consider making privacy a key element within the document. Whether your company fosters abstinence during work hours or finds it socially agreeable to drink together during certain times and events, there may be some who struggle with abuse. Setting clear hr guidelines may just help to keep everyone on the right track while also providing a “how to” manual on how to handle tough situations for supervisors and managers.