Prohibited Conduct & Substances
Standards prohibiting impairment and the unlawful or unauthorized use, possession, manufacture, distribution, sale, or transfer of drugs and alcohol.

Workplace, Work Time & Off-Site Conduct
Guidance for applying expectations at organizational locations, during work time, in vehicles, while traveling, at events, and in other work-related settings.

Prescription & Over-the-Counter Medications
Employee responsibilities for using medications safely, reporting work-related limitations when necessary, and avoiding unauthorized disclosure of medical information.

Reasonable Suspicion & Reporting
Procedures for recognizing and documenting potential impairment, reporting concerns, removing employees from safety-sensitive duties, and arranging safe transportation. 

Testing, Cooperation & Confidentiality
Standards for testing when applicable, employee cooperation, specimen and documentation procedures, privacy, and limited disclosure of results.

Assistance, Corrective Action & Compliance
Guidance for seeking help, coordinating available resources, addressing policy violations, meeting contractual or legal requirements, and documenting decisions.

Who This Policy Is For

Designed for organizations that need clear standards for preventing and addressing drug or alcohol use, possession, distribution, and workplace impairment.

A strong fit for small and mid-sized organizations, nonprofits, growing employers, organizations with safety-sensitive duties, vehicles, equipment, public-facing operations, government contracts, or regulated activities, and leaders responsible for employee safety, consistent response, operational continuity, and legal compliance.

How to Use This Template

Start with a professionally structured framework, then tailor it to your prohibited conduct, medication practices, reporting procedures, testing approach, and available assistance.

Customize the editable Word template with your organization’s prohibited substances and conduct, covered locations and activities, medication expectations, reasonable-suspicion procedures, reporting contacts, testing requirements when applicable, confidentiality safeguards, assistance resources, and consequences for noncompliance. Coordinate it with related workplace-safety, vehicle-use, reasonable-suspicion, accommodation, disciplinary, and employee-assistance policies; train managers on recognizing and documenting concerns; and review the finalized policy as operations, testing practices, contracts, or legal requirements change.