This is the final article in a four-part series about building a drug and alcohol program that works in practice.
Why Your Workplace Drug & Alcohol Policy May No Longer Be Enough: Substance use has changed. Has your policy kept up? This article looks at some of the workplace realities that may not have been on your radar when your policy was written.
A Policy is the Foundation; A Program Brings it to Life: A Drug & Alcohol Policy establishes expectations and responsibilities, but a policy alone isn’t a workplace drug and alcohol program. This article looks at the difference and why it matters when a real situation occurs.
How Does a Workplace Drug & Alcohol Program Bring a Policy to Life?: Education, training, communication and clear procedures turn written expectations into everyday practice. This article looks at what needs to happen after a policy is approved to make it useful in the workplace.
That leaves one important question: Is your drug and alcohol program working as intended?
You don’t need to conduct a full audit to start asking that question. The following “Quick Check” can help you identify areas where your program is working well and areas that may need a closer look.
A Quick Check of Your Drug and Alcohol Program
For each question, answer “Yes”, “No” or “Not Sure”. Don’t overthink your answers. This isn’t an audit. It’s simply a quick way to identify areas that you may want to update or change.
- Can your supervisors and managers clearly explain what to do if they have concerns about an employee’s fitness for duty?
Yes / No / Not Sure
Knowing that there’s a policy isn’t the same as knowing what to do when a concern arises. Supervisors need to understand what to observe, what to say, what to document, who to contact, and what steps to follow.
- Do employees understand what the program expects of them, why it exists, and where to turn if they need support?
Yes / No / Not Sure
Employees need more than a copy of the policy. They need to understand their responsibilities, the health and safety reasons behind workplace expectations, and how to access support when they need it.
- Are your supervisors and managers receiving current fact-based education and training?
Yes / No / Not Sure
Substances, patterns of use, and workplace realities change. Training completed several years ago will not prepare supervisors for the situations they face today.
- Are situations related to substance use handled consistently, with clear procedures for responding, documenting, and reporting concerns?
Yes / No / Not Sure
Clear procedures reduce uncertainty and support fair, consistent decision-making. Supervisors and managers shouldn’t have to invent a process each time a concern arises, wasting valuable time.
- Do you have clear procedures for determining when testing is appropriate, what type of testing to use, and why?
Yes / No / Not Sure
Testing is one tool within a drug and alcohol program. Employers need to understand when testing is required, why, and what the different testing methods can and cannot tell them.
- Do the people who receive positive test results know what steps to take next?
Yes / No / Not Sure
Receiving a report that an employee’s test has produced a positive result isn’t the end of the process. Employers need a clear, consistent approach about the decisions and actions that follow.
- Does your program include an assessment for substance use disorder, case management, and return-to-work considerations?
Yes / No / Not Sure
Substance use situations don’t all follow the same path. Your program needs to account for what happens beyond the immediate concern and be customized to each individual.
- Do you periodically review your entire program to determine what’s working, where gaps exist, and what may need to change?
Yes / No / Not Sure
A substance use program isn’t something to create once and consider finished. Substance use patterns change and procedures need to change as well.
What Did Your Answers Tell You?
There isn’t a passing score.
A “No” most likely identifies an area that clearly needs attention. A “Not Sure” can be equally useful. If you aren’t confident that a process is understood or being followed consistently, that’s worth knowing. Even a “Yes” can sometimes warrant a closer look. For example, a procedure may exist on paper but not be clearly understood by the people responsible for following it.
The purpose of this quick check isn’t to tell you whether your program passes or fails. It’s to get you thinking about how the different parts work together in practice.
Is It Time for a Closer Look?
A comprehensive Program Audit goes far beyond these eight questions. It provides a structured review to identify what’s working and what to prioritize for improvement.
You don’t necessarily need to start over. You need to understand what you have, whether it’s doing what it’s intended to do, and where changes could make it more effective.
Click here to learn more about Drug & Alcohol Program Audits and what the process involves.