New Year’s Policy Purge

Is your Policy Handbook getting a little thick? When I’m asked to rewrite a company’s substance free workplace policy and they provide me with a handbook that is already 40 pages long, I start to feel a little guilty because I know that I am about to add at least a page or two. Then when I find the existing drug and alcohol policy right after the “Microwave and Coffee Machine Policy,” the guilt is quickly replaced by concern. It seems quite likely that the very important policy I am about to write will just get lost in the shuffle. You frequently add new policy, but how often do you purge the old? Here are some simple guidelines to follow when editing down your company policies: Is it a priority? If a policy doesn’t function to directly support the company’s profit, mission or culture, it probably doesn’t rise to “policy” status. Although parking may be of significant practical concern, it may not be policy-worthy. Another example may be a dress code policy. In some businesses, the manner in which the employees dress can very directly affect the company’s profit or culture, but in others it is less important. The first step in prioritizing your policies is to make sure that your business has a clearly defined mission, culture and path to profitability. Is it enforceable? To successfully implement a policy, there has to be explicit language regarding its enforceability. This language includes determining the ownership/responsibility of enforcing the policy and the consequences of not following the policy. Keep in mind that consequences are not necessarily punitive. You may have...

Stop Asking Too Much of HR

Don’t compromise the success of your substance free workplace program by asking too much of Human Resources. Often the most overtaxed and under-appreciated department in a company, human resources should not bear the sole burden of creating and implementing a substance free workplace program. On the other hand, a successful substance free workplace program will benefit HR by reducing disciplinary problems, reducing on the job injuries/accidents/incidents, and reducing employee turnover. Help HR experience the benefits of a substance free workplace without an unnecessary burden by following these guidelines. Outsource Trying to develop and implement a substance free workplace program entirely in-house is unnecessary and often inappropriate. There are aspects of a substance free workplace program that should always be handled by an outside company, including the drug and alcohol testing and any random drug test selections. Most of the other components (policy development, written procedures, supervisor and employee trainings, etc) are easily outsourced, as well. This isn’t to say that HR won’t be integral to the process, but they don’t need to do the time consuming work of putting policy to paper. They also can’t be expected to acquire the expertise necessary to create an effective, practical and legal policy. HR should bring the “big picture” perspective, ensuring that the policies and procedures: 1) reflect the company’s culture and values, 2) respect their employees, 3) fit with day to day operations. Let a substance free workplace professional handle the tedious details. Train the supervisors How often do supervisors answer policy related questions with, “that’s a question for HR?” As little as two hours of supervisor training on the front...