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DRUG-FREE AND ALCOHOL-FREE WORKPLACE
Discussion
Federal law require
employers to comply with the Drug-Free Workplace Act (DFWA) by
implementing a policy in accordance with the law. Likewise, state laws
often require employers to maintain drug free work environments. NPCs
may want to have a drug-free/alcohol free workplace policy that outlines
those behaviors that are not acceptable in the workplace, including the
use, sale or possession of drugs in the workplace, reporting to work
under the influence of drugs, and possessing or consuming alcoholic
beverages while engaged in company business or on company premises,
unless authorized by the company. All organizations that receive federal
funds over $25,000, whether grantees or contractors, must have a
drug-free workplace policy in effect.
In addition, the VA also has a drug-free
workplace program. This program may require that individuals with
certain position titles and in specified job categories undergo random
drug tests. Applicants with a verified positive test result, and those
who refuse to be tested, will be denied WOC status with the VA and may
not reapply for a period of six months. Policies and procedures for VA’s
drug-free workplace including the list of jobs designated for tested are
contain in VA Directive 5383, VA Handbook 5383.1 and VA Handbook 5383.2
Sample Policy
To ensure the high standards necessary to
conduct the Nonprofits’ business, and to comply with the
requirements of the Drug-Free Workplace Act of 1988, the Nonprofit
instituted this drug-free and alcohol-free workplace policy. The
Nonprofits’ purpose in implementing this policy is to provide a
drug-free and alcohol-free workplace in order to ensure a safe, healthy,
and productive work environment for all employees. In addition to being
concerned about your well-being, there is equal concern that the
Nonprofits’ reputation and image is not compromised in any way. The
Nonprofits’ policy concerning drug and alcohol use and abuse is
as follows:
The Nonprofit prohibits the unlawful manufacture,
distribution, dispensing, possession, or use or abuse of illicit
drugs, alcohol, or prescription drugs if used in a way that is illegal
or counter to published policy controlled substance in the workplace.
The workplace includes the Nonprofit’s offices and all premises
used to further our programmatic objectives.
You will not be terminated for voluntarily seeking assistance for
a substance abuse problem. However, performance, attendance, or
behavioral problems may result in disciplinary actions up to and
including termination.
If you are taking physician-prescribed medication, you must notify
your supervisor if there is likelihood that such medication could
affect your job performance and safety.
A conviction for drug or alcohol
abuse crimes will be considered to be in violation of our substance
abuse policy. You may be subject to termination or required to submit
to a bona fide drug or alcohol abuse rehabilitation program. The
Nonprofit will inform appropriate law enforcement authorities of any
drug-related crime that occurs in the workplace.
"Drugs" means any substance taken into the body,
other than alcohol, which may impair one's mental faculties and/or
physical performance.
"Abuses" means any use of any illegal
drug, or use of any drug, including alcohol, over the counter, or
prescription drugs when use is not in conformance with prescription
requirements or circumstances where use is not permitted.
The Nonprofit will educate and
inform its employees about the health consequences of drug and alcohol
abuse. All current employees will be made aware of this policy through
distribution of the employee handbook and educational materials provided
through our Nonprofit drug-free awareness program.
Helpful Links
http://grants2.nih.gov/grants/policy/nihgps_2001/part_iia_1.htm
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