Drug-Free Workplace Evaluation According to the United States Department of Labor, “Employers and employees should work together to examine each component and design a balanced, fair program suited to the unique needs and challenges of the workplace. (Mbhaynes, 2009)” The paper discusses whether Brown Haynes Construction Company(BHC) has clearly defined their drug-free policy, has BHC implemented a comprehensive drug awareness and education program, does BHC train supervisors or faculty to detect and manage substance abuse issues, does BHC support an employee assistance program and finally what are those policies.
The Following are Brown Haynes Construction Company Guidelines and Regulations for Drug and Alcohol Free Workplace: About Our Company Brown Haynes Construction Company is widely known in Western North Carolina for the multi-faceted services we provide to meet our customers’ needs. Our diverse open-shop work force of over 500 people in over 25 crafts provides the corporation with the ability to self-perform virtually any size project. M. B. Haynes, the founder of BHC started his open-shop electrical contracting company in Asheville in 1921.
Today, as part of Brown Haynes Construction Company still holds the oldest active North Carolina electrical construction contractor’s license – number 3-U. “We primarily work within a 1. 5 hour driving radius of our headquarters and are also licensed in SC, TN, GA, & VA. We have the experience, equipment, support and field personnel to handle projects of any magnitude. The services we offer are quite diverse and our focus is on constant improvement in safety, quality and productivity. We are recognized for the character and quality of our long-term employees and our ability to consistently meet our commitments.
We are passionate about completing challenging goals better than our competition. (Samhsa, 2009)” Whether we’re discussing about internal or external customers, our goal is to grow our customer base and customer loyalty all over. What to Expect Out of Our Policy Starting a drug-free workplace program is not difficult, but to be successful it helps to plan carefully. It is important to think ahead, define clear goals for the program, and seek advice from other employers with experience. Learn as much as an individual can about existing programs and policies before you begin. Involving* Employees Work with individual most valuable resource: individual employees. Help get the message out, clarify goals, and make sure the program fits into the daily reality of individual workplace. Showing employees that you value their input vests them in the program and helps make it work. Please do not assume all employees use drugs and alcohol in the workplace. Most of individual employees are not abusing alcohol or other drugs and should not be treated as so. If these guideline is broken those involve will be penalize for discrimination.
Unity and Equality BHC’s drug-free workplace programs are serious business. Protect individuals and employees with procedural rules that are clear, fair, and consistently applied. This policy includes provisions for appeal and judgment. With these steps in place, employees are more likely to support the program and trust that the managers and supervisors will carry it out fairly. Consider the Collective Bargaining Process Employees must support and have faith in our drug-free workplace program is protected confidentiality.
If employees choose to tell coworkers about their private concerns (such as the results of a drug test), that is their decision. However, when an employee tells you something in confidence, you are obligated to keep it between the two of you, unless behavior starts to affect daily missions and goals of the company. To ensure employee support of the program and avoid legal problems, make confidentiality a priority and spell out the penalties for anyone who violates it. Ensuring Accurate Testing and Objective Review
Whether an individual writes the first draft of an policy yourself or tailor an existing policy to individual needs, having individual program, policy, and procedures reviewed by an attorney experienced in labor and employment matters in individual State is extremely important. An attorney can advise you on any relevant State laws governing drug-free workplace programs or employer testing and on how the Americans with Disabilities Act may affect individual program implementation. An attorney can also alert you as laws nd regulations change over time. Addressing *Drug Abuse in the *P*erspective* of Health, Safety, and Productivity Our policies and programs that foster workplace substance abuse prevention and intervention are part of a larger national movement to promote the health, safety, and well-being of individuals, families, and communities and to improve health, safety, and productivity in workplaces. A drug-free workplace program that communicates care and concern for employees is more likely to succeed than one that intimidates employees. Ensuring* Good Communication and Ongoing Review Our successful programs ensure that managers, supervisors, union representatives, and employees are knowledgeable about their roles, rights, and responsibilities under the drug-free workplace policy. Explain individual drug-free workplace program by using a variety of communication strategies. The message should be clear from the start. Effective ways to communicate include written materials, charts, meetings, question-and-answer sessions, and a suggestion box.
Employers successful at this know it is important to repeat the message periodically, watch how the program works on a day-to-day basis, invite feedback, and revise the program as needed to meet the specific needs of the workplace. References Brown Haynes Construction Company Work Habits Retrieved February 10, 2010 from http://workplace. samhsa. gov/Brown Corporate Safety department Retrieved from http://mbhaynes. com/safety. shtml
Cite this Drug-Free Workplace Evaluation Paper
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