Q When an employee was recently injured on the job, a co-worker drove him to the hospital. On the way back to work, they were in a car accident and both employees tested positive for illegal substances. We found our policies don’t include anything that specifically related to this kind of misconduct. What should we consider when developing a policy to prevent this kind of thing from occurring in the future?
A. It is a good idea to have a written drug and alcohol policy that makes clear that employees are not to possess, use or be under the influence of alcohol or illegal drugs while at work or on work premises.
You may also want to allow for drug testing in certain circumstances, such as for “reasonable suspicion” when a manager observes that an employee appears to be under the influence.
Also, you obviously should not permit an employee who appears to be impaired to drive, either alone or with a co-worker.
If there is any question about an employee’s ability to drive,should call a taxi or arrange for alternative transportation.
- Public employers: Beware association discrimination
- Good documentation is the key to legally disciplining employees
- Firing reason doesn't have to be perfect to withstand discrimination claims
- Georgia Code on Equal Employment for People With Disabilities
- Lessons from the 2006 SHRM conference: Invest more time and money in succession planning