HR Policies
compliance
Drug-Free Workplace Policy
DFWA-aligned drug-free workplace policy — prohibited substances, testing protocols, EAP referral.
Built for:
Construction
Transportation
Manufacturing
Healthcare
Federal Contractors
What's inside this template
Prohibited Conduct
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The unlawful manufacture, distribution, dispensation, possession, or use of controlled substances is prohibited during work hours, on company premises, in company vehicles, or while conducting company business. Reporting to work under the influence of alcohol or any prohibited substance is grounds for immediate disciplinary action.
Prescription & OTC Medications
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Employees taking prescribed or over-the-counter medications that may impair their ability to perform safely must inform their supervisor or HR before reporting to work. Reasonable accommodations may be offered to allow safe performance of duties.
Testing
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[Company] reserves the right to test employees in the following circumstances: pre-employment, post-accident, reasonable suspicion, random (for safety-sensitive / DOT roles), and return-to-duty after positive results. Testing follows DOT 49 CFR Part 40 procedures where applicable.
Employee Assistance Program (EAP)
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Employees who voluntarily seek help for substance abuse before a positive test or violation may receive support through the EAP without disciplinary action. EAP services are confidential and free.
Consequences
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Violations may result in disciplinary action up to and including termination. DOT-regulated employees who test positive must complete a Substance Abuse Professional (SAP) evaluation and return-to-duty process before resuming safety-sensitive duties.
Common use cases
Federal contractor compliance
DOT-regulated testing
Safety-sensitive roles
Frequently asked questions
Does this apply to medical marijuana?
For DOT-regulated and federal-contractor roles: yes — medical marijuana is not a defense regardless of state legalization. For non-regulated roles, accommodations may be considered consistent with state law and ADA.
What happens if a coworker reports me for suspected impairment?
Your supervisor will document specific observations and you may be required to undergo testing. Maintaining safety while protecting employee dignity guides every step. False or malicious reports are themselves a Code of Conduct violation.
Related templates
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