Drug Free Workplace Policy

The Company has a standard of conduct that prohibits the possession use or manufacture of drugs on the Company property or while you are employed. We will require and impose disciplinary actions and sanction drug rehabilitation for any person found to be in violation of this policy. In addition, violation of the Drug Free Workplace policy may be in violation of the law and involve the authorities.

Each violation will be evaluated and addressed separately. The Drug Free Workplace policy is as follows:

  • Unlawful manufacture, possession use or distribution of illegal drugs while on Company property is prohibited.
  • Use of legal prescription drugs in excess or that do not have a prescription will be in violation of this policy in addition to use of alcohol or over the counter drugs in excess to the extent the employee’s health or safety are in jeopardy.
  • Employees who violate the policy are subject to disciplinary action up to and including termination
  • If the Company holds a federal contract or grant subject to the Drug-Free Workplace Act, any employee convicted of a criminal drug violation occurring in the workplace must notify the Company within five (5) calendar days of the conviction and indicate which law has been violated; the Company may set a different notification practice where the Act does not apply.
  • The Company reserves the right to sanction treatment of convicted persons who wish to continue their employment following a conviction.
  • The Company will randomly screen employees at our discretion and will also test those individuals who may appear to demonstrate signs of drug use, intoxication or other screenings required in order to operate motor vehicles. Where applicable state law limits testing for, or adverse action based on, lawful off-duty marijuana/cannabis use, the Company will administer this policy consistent with those state-law limitations.
  • The company will search employee property in accordance to our Security policy section of this manual in cases where illegal drugs are believed to be present.
  • General information, not legal advice. Treat this as a drafting starting point, not a finished policy — employment law varies by jurisdiction and changes often, so have a licensed attorney tailor it to your situation before you rely on it.

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