Instituting Sensible and Affordable Drug Policies and Practices in the Workplace, Online Training Format

Read About Recertification and Continuing Education Requirements
  • 2.0 HRCI Credits
  • 2.0 SHRM PDCs
  • 2.0 Georgia CLE Credits
SKU: 557

Instituting Sensible and Affordable Drug Policies and Practices in the WorkplaceThe Occupational Safety and Health Administration has estimated that substance abuse is a factor in as many as 65 percent of all work-related accidents in the United States. A recent Substance and Mental Health Services Administration study found that 80 percent of internal embezzlement, fraud, and theft in the workplace was found to be drug-related. The study also revealed that employees using drugs have 250 percent more absences, use 300 percent more sick benefits, and are 500 percent more likely to file a workers’ compensation claim than employees who are drug-free. The question then becomes, what do you, the employer, do about it? Should you establish and enforce a drug-free workplace policy?

This course discusses types of drug programs, warning signs of possible drug use, and effective policy guidelines that can be implemented in the workplace.

Managers and Supervisors



Not required


105-120 minutes

To teach managers about the issues and laws related to workplace drug abuse and to provide information on policies and programs that reduce risk.

After completing this course, the learner will be able to:

  • discuss the Drug-Free Workplace Act and the requirements necessary to certify a company as "drug-free";
  • identify the circumstances in which employers covered by the Omnibus Transportation Employee Testing Act of 1991 must test for drugs;
  • delineate the proper manner in which to establish a substance abuse policy, including determining what to include in the policy and how best to implement it;
  • specify the components of a manager training program aimed at detecting drug abuse in the workplace;
  • recognize symptoms and situations that provide a manager with justification to have an employee take a drug test;
  • explain the proper course of action for arranging and conducting a meeting with an employee suspected of alcohol or drug abuse;
  • differentiate between the three processes of obtaining information that have the least chance of invading an employee's privacy; and
  • depict how employees are protected under the Americans with Disabilities Act

If you're not completely satisfied with the quality of our courses, we will refund your money - guaranteed. Click here for detailsTOPICS COVERED

  1. Government Regulations
  2. Drug Abuse Policy
    • Purpose
    • Disciplinary Actions
    • Drugs to Test For
  3. Supervisor Training
    • Signs of Drug Use
    • Documentation Procedures
    • Steps to Take When Employee Drug Use is Suspected
  4. Americans With Disabilities Act


  • Drug-Free Workplace Program Policies and Procedures
  • Educational Material on Substance Abuse
  • General Notice to All Employees of the Implementation of a Drug-Free Workplace Program
  • Employee Acknowledgement of the Implementation of an Alcohol Abuse and Drug Use Policy
  • Employee Acknowledgement of and Consent to a Drug and Alcohol Abuse Policy

HR Certification Institute

HRCI logo This program has been approved for 2.0 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, visit the HR Certification Institute homepage at

(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)

The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 2.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit

The State Bar of Georgia has accredited this course for 2.0 hours of Regular CLE credits. For more information about CLE credits, visit The State Bar of Georgia homepage at

Instituting Sensible and Affordable Drug Policies and Practices in the Workplace

Table of Contents

  • Chapter 1: Instructions
    • Page 1
  • Course Objectives
  • Chapter 2: Introduction
    • Page 2, 3
  • Chapter 3: Government Regulations
    • Drug-Free Workplace Act
      • Page 4, 5, 6, 7
    • Omnibus Transportation Employee Testing Act of 1991
      • Page 8, 9, 10, 11
    • State Laws and Modified Programs
      • Page 12, 13
  • Chapter 4: The Substance Abuse Policy
    • Policy Implementation
      • Page 14, 15, 16, 17, 18
    • The Purpose of the Policy
      • Page 19
    • Disciplinary Action
      • Page 20
    • The Drug Test
      • Page 21
    • Drugs vs. Alcohol
      • Page 22, 23, 24, 25
  • Chapter 5: A Manager's Referral Guidelines
    • Manager Training
      • Page 26, 27, 28, 29
    • Reasonable Suspicion
      • Page 30, 31, 32, 33, 34
    • Initial Meeting with the Employee
      • Page 35, 36, 37
    • Follow-up Meeting with the Employee
      • Page 38, 39, 40
    • Invasion of Privacy
      • Page 41
    • Invasion of PrivacyReasonable Process 1
      • Page 42
    • Invasion of PrivacyReasonable Process 2
      • Page 43
    • Invasion of PrivacyReasonable Process 3
      • Page 44, 45, 46, 47, 48
  • Chapter 6: The Americans with Disabilities Act
    • The ADA and Drug Testing
      • Page 49
    • Current vs. Previous Drug Abuse
      • Page 50, 51, 52
    • ADA Medical Exam Restrictions
      • Page 53, 54, 55
    • Confidentiality
      • Page 56
    • Learning Activity
      • Page 57
  • Chapter 7: Conclusion
    • Page 58, 59
  • Chapter 8: Time to Review
    • Page 60
    • Course Index
      • Page 61
  • Exam (multiple choice)
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