Substance Abuse Policy Template

Substance Abuse Policy

Purpose of Substance Abuse Policy

This Substance Abuse Policy explains [Company Name] expectations for employee conduct regarding alcohol, illegal drugs, prescription medication misuse and other substances that may impair performance or safety. The policy exists to protect employee health, ensure a safe work environment, maintain productivity and provide access to support and rehabilitation where appropriate.

Scope

This policy applies to all employees, contractors, temporary staff and volunteers of [Company Name] while on company premises, during work hours, at company-sponsored events and when representing the company off site. The policy covers on-duty impairment, possession, sale or distribution of controlled substances and impairment that affects work performance or safety.

Policy Statement

[Company Name] prohibits reporting to work under the influence of alcohol or illegal drugs and prohibits the unauthorized use, possession, sale or distribution of such substances at the workplace. Employees must use prescription or over-the-counter medications in a manner that does not impair their ability to perform duties safely. Reasonable accommodations or adjusted duties may be considered for employees with a history of approved treatment where safety allows.

Prohibited Conduct

• Being under the influence of illegal drugs or alcohol while on duty or on company premises.
• Possessing, distributing or selling illegal drugs or alcohol at work, except as part of an authorised company event where alcohol is permitted and consumed responsibly.
• Misusing prescription medications in a way that impairs work performance or safety.
• Refusing to comply with a lawful drug or alcohol test where testing is permitted under this policy.

Testing and Investigation

Testing may be required in accordance with this policy when there is reasonable cause to believe an employee is impaired, after certain workplace incidents or as part of a return-to-duty or rehabilitation agreement. Investigations will be conducted promptly and with respect for privacy. Employees will be informed of the reason for testing or investigation where practicable.

Types of testing and investigation circumstances may include:

• Reasonable suspicion testing based on observed behaviour or performance.
• Post-incident testing following accidents that result in injury, significant damage or a near miss attributable to potential impairment.
• Return-to-duty or follow-up testing following completion of an approved treatment plan.

Employee Assistance and Support

[Company Name] encourages employees who have substance use concerns to seek help early. Employees may be eligible for support through employee assistance programmes, health benefits or approved leave for treatment. Confidential discussions with HR or an authorised representative will be treated sensitively and used to explore options for support, reasonable accommodation and return-to-work planning.

Confidentiality and Recordkeeping

Information gathered under this policy, including testing results and treatment records, will be handled confidentially and stored securely. Access will be limited to individuals who need the information to manage the matter, such as HR, occupational health staff and relevant managers. Records will be retained in accordance with company recordkeeping practices.

Managers and HR Responsibilities

Managers must monitor workplace behaviour and performance, document observed concerns, and report reasonable suspicion cases to HR in a timely manner. Managers should not attempt to diagnose substance use issues but should remove employees from safety-sensitive duties if impairment is suspected. HR will coordinate investigations, testing, support referrals and any approved accommodations.

Approval Process

Decisions about testing, disciplinary action, accommodations or exceptions under this policy are made by HR in consultation with the relevant manager and, where appropriate, occupational health or senior leadership. Requests for exceptions or for flexible return-to-work arrangements must be submitted to HR in writing and will be reviewed on a case by case basis. Final approval rests with the HR lead or an authorised senior manager.

Non-Compliance

Failure to comply with this Substance Abuse Policy may result in disciplinary action up to and including termination of employment, depending on the severity and circumstances. Consequences may include written warnings, suspension, mandatory rehabilitation programmes, reassignment of duties or dismissal. Criminal conduct will be reported to the appropriate authorities when required.

Note

This policy may be updated periodically to reflect operational needs and best practice. Employees are expected to remain familiar with the current policy. Employees with questions or who need clarification should contact HR for confidential guidance and support.