A Drug-Free Workplace means a place of work where the employers are not permitted to work when they have consumed substance of any sort that could impair their physical condition, security and efficiency. In order to stabilize and accomplish a drug-free workplace, many activities based on the same are adopted by employers. A wide-range of policies and programs are designed to deal with such a situation. The policies include the implementation stringent administrative instructions, educating staff members, backing up of the employees if they find any difficulty in the work place etc.
For mounting a drug free work place agenda, it is suggested that, even if the workers may desire not to incorporate all these gears, all workers should be checked thoroughly before they enter the work place. The work place drug free plans differ as each company’s modus operandi is inimitable. In some states, companies which comprise certain mechanisms of the so called drug free schemes are granted exceptions through reparation laws. Moreover, as a part of this progression, drug free work place documentation is also made available.
As part of the drug free work place programs, sometimes, searches are allowable, not considering the age of the employee. Hence lucid course of action are required to be laid down, in black and white, in the guidelines, that is common to all employees in an organization. In such cases, it is essential that employers maintain possible level of confidentiality while dealing with workplace substance abuse cases so that employee’s private affairs are not disclosed to all and thereby encourages them to abide the rules of the organization.
In majority of the companies, the employees hold a reasonable quantity of autonomy in managing drug testing and this is substantiated only if the firm is free from some centralized laws that evade check for substance abuse. There are state laws that brunt the implementation of drug testing (U. S. Department of Labor October 1, 2008). There are no much studies about Drug Free Workplace. However there is evidence that if ratified in the work place, the system can bring more and more progress and development. An example for this is the U. S.
Transportation Company where the authorities indiscriminately conducted drug and alcohol testing. The result was inestimably astonishing. The company could save a huge amount of money which it spent otherwise on ‘employer injury cost’. Random alcohol and drug abuse test reduced the number of accidents and the number of employees who turned up for work under influenced conditions. (Miller, Zaloshnja & Spicer 2006). Drug free work place management must prepare the ground for making the workers aware of the evil effects of drug abuse. Besides this, they must also be warned against the selling of drugs in workplace premises.
On the contrary, these people may be forced to participate and stand along with the employer in initiating such programs. In addition to this employees who willingly reveal that they suffer from a core aggression hitch should be given special regard and policies should be adopted to assist them to abstain from drug use. The Ford Motor Company had introduced full fledged abstemiousness programs early in 1914, for its employees. In almost all drug free work place programs, there is at hand the slapdash drug testing module which is the foremost snag from the side of the employees.
This is because most of them gaze at the phenomenon as invasive and as indication of deficiency of the employer’s reliance (Develop a Drug-free Workplace. 2008). In most of the companies, whenever a person joins, in the first addressing itself, the employer makes it clear that the in take of drugs, in whatever form, will not be tolerated. Most probably, this will have its desired effect as in those companies where the employees seemingly absorb the important points and start working in view of that.
The success of any company depends on the ability of the supervisor to spot out the symbols of pitiable work feat in the organization and tag along the customary company measures for rectifying the flaws of the employees. The Drug-Free Workplace programs have been marked tremendous success since they have gained diversified results. They are helpful in rescuing the workers from the clutches of the devil- that is- the drug, in assisting them from the exhaustion of their money and above all asserting the security of the family of the employee (How to have a Drug Free Workplace. 2008).
Alcohol and drug tribulations can be opposed by way of a workplace’s preeminent contour of protection. Conversely, a program cannot be set aside swiftly. At the same time, tremendous vigilance should be put into practice in addressing the remaining evils (U. S. Department of Labor October 1, 2008). Reference Develop a Drug-free Workplace. 2008. Available: http://humanresources. about. com/od/healthsafetyandwellness/a/drug_free. htm. Accessed on October 1, 2008 How to have a Drug Free Workplace. October 1, 2008. Available: http://www. drugpolicy. com/html/drug_free. html. Accessed on October 1, 2008
Miller, T. R. , Zaloshnja, E & Spicer, R. S. 2006. Effectiveness and benefit-cost of peer-based workplace substance abuse prevention coupled with random testing. Available: http://www. sciencedirect. com/science? _ob=ArticleURL&_udi=B6V5S-4MFCW5B-1&_user=10&_rdoc=1&_fmt=&_orig=search&_sort=d&view=c&_acct=C000050221&_version=1&_urlVersion=0&_userid=10&md5=dd9f20d4cf4f425bc3da3f56744b08a2 Accessed on October 1, 2008 U. S. Department of Labor October 1, 2008 Drug-Free Workplace Policies and Procedures Available: http://www. dol. gov/asp/programs/drugs/workingpartners/faq. asp Accessed on October 1, 2008