Alcohol and Drug policy in Conglomerates

Employees who abuse alcohol and drugs, whether the substance abuse occurs at home or at
work, (including illegal drugs, prescription drugs, and over-the-counter drugs) can create

significant issues for both employers and other employees. Employees who abuse drugs have

been shown to have lower job performance, reduced productivity, and greater absenteeism, not to

mention higher medical and workers compensation costs. Thus, organizations should lay out a
very clear policy of consumption of these substances to address these issues and so as to
maintain a stance against it.

Strengths and weaknesses of the policies studied:

1. General Electric

Strengths:
The policy clearly states and defines the scope and applicability of it.
The policy includes mandatory pre-employment drug screening for all levels of
employees and random drug testing which states its efforts to maintain a drug free
environment.
It also states that businesses will assist employees who may have problems with
illegal and unauthorized substances and alcohol abuse through education,
employee assistance programs, and counseling, rehabilitation, and benefit
programs.
The policy also specifies that supervisors and managers are to be trained to refer
employees for treatment and assistance, and to recognize alcohol misuse and/or
illegal and unauthorized substance abuse based on observation of the employee's
physical appearance, behavior, speech and performance.
It also specifies the health hazards of consuming substances like drugs and
tobacco.
It states the disciplinary measures including discharge which can be taken against
the employees if they violate the policy.
Weakness:

There is no mention of confidentiality in the policy statement which may deter employees
from seeking counseling from the management or to inform about a peer to the
management.
There is no procedure mentioned for random drug testing.
The policy doesnt mention anything about employees who fail or refuse to get tested or

to submit their reports when asked for.

The objectives of the policy are not clearly stated.

2. Siemens

Strengths:

The objective of the policy i.e. to take care about the health and life of their

collaborators and customers, as well as to keep the safety and quality of the work
that is carried out is explicitly mentioned which gives a clear stance of the
organization.
The policy statement also mentions the training to be given to inform regarding

the use and abuse of substances.

It clearly states the prohibition of reporting under drugs, alcohol or carrying of

such substances in the premises.

It also mentions that smoking is prohibited in locations other than prescribed for

smoking.

Weakness:

The policy doesnt clearly state the scope and applicability.

The procedure regarding non-compliance of the policy is not explained in the policy

statement.
There is no mention about the confidentiality clause in the policy statement.
Formulating an Alcohol and Drugs Policy for the workplace:

In the conglomerate industry, the best policy I came across was of the Honeywell International
Inc. Comparing the policies above, an alcohol and drugs policy for the workplace should contain
the following:

A well stated Objective and defined Scope.

It states the commitment of the organization to maintain a drug free environment and
towards safety of all the stakeholders of the organization. The scope of the policy should

be stated so as to clearly explain the applicability of the policy.

For example:
Honeywell strives to maintain a safe work environment conducive to effective business
operations. The presence of drugs and alcohol in the workplace and the influence of these
substances on employees during working hours are inconsistent with effective business
operations and may be unlawful in some circumstances. This Policy applies to all

Honeywell employees to the extent permissible under applicable law.

Training/ Awareness Programs

Training or awareness programs regarding use and abuse of substances if given in the
organization should be mentioned in the policy statement. The role of Management and

Human Resource personnel should be clearly stated in such scenarios. The objective and

purpose of the training programs should be mentioned as well.

Disciplinary Actions
Disciplinary actions to be taken against an employee for non-compliance should be
clearly explained. There should be a clear mention of the actions which could be taken in

scenarios like refusal of being tested or not submitting reports when asked to, submitting
diluted samples, caught in possession of substances or selling of substances in the
premises or when on company business and the procedure for it.

Drug and Alcohol Testing

 Employees when can be subjected to such tests should be stated and also the
consequences of testing positive. Honeywell gives employees an option of a second test

too if they are tested positive in the first one. There are permissible limits prescribed and

there can be follow-up tests too.

Procedure for Random Drug Testing

If an organization does random drug testing, they should mention it in the policy that all
employees should comply with it and the rules of it i.e. where the companies reserve
rights to search for substances, who will be applicable for it etc.
If an employee is suspicious of anyone in the organization, the employee should record it
in a documented manner and the policy should mention the manner of reporting and the
person to contact.

Confidentiality
The confidentially clause should be mentioned in the policy statement so as to encourage
self disclosure and to promote a safe environment in the organization. It should mention

who has access to the reports and all the personnel involved in the process.

Role of Management
The role of management, human resources, legal department, and health officers

entailing their responsibilities should be stated clearly.

Learnings

The intention of a substance use policy in the workplace is to promote a healthy and safe
environment for all staff.
A well written substance use policy will outline expectations of employees in regards to
tobacco, alcohol or drugs in the workplace.
Employers have the responsibility to all staff to ensure substance abuse does not occur in
the workplace. They also have a legal responsibility to accommodate employees with
disabilities.
A substance use policy outlines process and procedures for dealing with staff that
participate in substance use at work. It also outlines a clear path for accommodating

employees who have substance abuse issues.

The policy statement should be formulated in an empathetic but precise manner keeping
the employees well-being in mind.

Bibliography

http://www51.honeywell.com/content/Honeywell_Alcohol_and_Drugs_Policy.pdf

http://site.geenergy.com/about/careers/en/downloads/einvite/Energy_Drug_and_Tobacco
_Free_Workplace_Policy

http://www.aan.siemens.com/segprecalidad/Documents/Politica%20AlcoholDrugs.pdf

http://54.254.228.111/sites/default/files/policy/Drug-And-Alcohal-Policy-04072014.pdf

http://www.drugfreeworkplace.org/establish-a-drug-and-alcohol-abuse-prevention-policy/

http://www.essential-policies.columbia.edu/policies-alcohol-and-drugs