Due to evolving laws regarding substances and drug testing in general, our organization is considering moving from a zero-tolerance drug and alcohol policy to one where employees will have the ability to return-to-duty after certain violations (e.g. positive test result) as long as they comply with specific conditions to maintain employment (i.e. SAP evaluation and regular testing). What is your organization's posture on discipline regarding drugs and alcohol? For those who have taken a "second-chance" approach, what pros/cons have resulted? Particularly interested to hear from those in safety sensitive industries.
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VP Talent, Learning & Organisational Development in Manufacturinga year ago
A very good question. A first reaction is 'zero tolerance' but it might be wortwhile to help the employee via an EAP on why substance abuse has occured. I would not put the person immediately back at work of course, nor would immediately fire him/her but I would put the person on non-active and see how as an employer you can help. There might be personal issues playing and then as an employer we have to care about the employee and trying to help. VP HR, Change and Org Effectiveness in Transportationa year ago
At previous employer, we had distribution centers where safety was the foremost practice. Unfortunately, we had to deal with situations like these. If the employee was found to be under any substance that impaired their ability to do their job, we would send them for a drug test and paid leave until the test came back. If positive and they could not provide a doctors note, we provided EAP and enacted our discipline process. They could be subject to random screenings and further disciplinary action, up to and including termination, if it occurred again. My recommendation is to outline this process in the Employee Handbook and write out an SOP for HR to reference. In my experience, if there is not an SOP in place at the time, there will be confusion. From the leadership perspective, they tend to watch the person more closely to ensure that they are ok to operate equipment and don't put others at risk. Fortunately, the employees have rallied back around, and I didn't have to terminate. These situations were more of a recreational use and not an addiction. Recruiter Consultanta year ago
Our organization follows strict rules when it comes to drugs and alcohol. Violation of drug and alcohol policy consequences may range from verbal warnings, written warnings, suspension, rehabilitation programs, and termination, depending on the severity and frequency of the violation.