WorkCare’s Occupational Health Solutions for Safe, Drug-free Workplaces

July 7, 2025 | General

WorkCare helps employers streamline drug and alcohol testing programs, ensure compliance, and maintain safe operations.

This is the final blog post in a five-part series on occupational health drug and alcohol testing and drug-free workplace programs. In this post we review drug-free workplace policies and WorkCare’s comprehensive occupational health solutions for employers.

An Overview of Drug-free Workplace Policies

Certain regulated industries are required by law to adopt and enforce drug-free workplace policies that prohibit:

The use possession, sale, or distribution of illegal drugs or controlled substances at work or during work hours.
Being under the influence of drugs or alcohol while on duty or on company property.
Abuse of prescription medications.

Depending on applicable regulations, consequences for non-compliance may include fines and loss of contracts, along with increased risk for substance-related accidents and injuries, unfair work practice claims and lawsuits, higher insurance costs, and reputational damage. Consistent enforcement of a comprehensive, written drug-free workplace policy that complies with applicable laws helps employers avoid these pitfalls. Companies that are not legally required to enforce such policies are encouraged to voluntarily adopt them.

Agencies and industries that are required to have drug-free workplace policies include federal contractors and grant recipients, federal government agencies that serve the public and involve safety-sensitive jobs, and some healthcare settings. Private industries that may be subject to mandatory adoption of drug-free workplace policies under federal or state laws or insurance requirements include construction, manufacturing, mining, utilities, warehousing, and chemical production.

What Should Be Included in a Drug-free Workplace Policy?

At a minimum, a drug-free workplace policy should include provisions for the following:

Training for supervisors on signs of substance use and how to assess potential health and safety risks.
Processes for chain-of-custody specimen collections and the use of certified laboratories for confirmation testing.
Identification of one or more certified Medical Review Officers to follow up with job candidates and employees with non-negative test results to assess indicators of substance use (including prescription medications) and fitness for work.
Facilitation of access to employee assistance programs and other support services for employees to address substance use problems.
A review process to help ensure consistent, fair policy enforcement for all employees.

Due to the prevalence of substance use in the U.S. population, WorkCare and other organizations provide guidance on the development and refinement of drug-free workplace policies. For example: the Substance Abuse and Mental Health Services Administration’s suggested policy features these sections:

Goals
Definitions, expectations, and prohibitions
Dissemination strategies
Benefits and assurances
Consequences and appeals

NORC at the University of Chicago and the National Safety Council have jointly developed Substance Use: Prevention, Screening Tools and Workplace Policies, a resource that provides prevention and early identification recommendations for employers. The American Public Health Association’s policy statement, A Public Health Approach to Protecting Workers from Opioid Use Disorder and Overdose Related to Occupational Exposure, Injury, and Stress, recommends that employers take several steps as part of efforts to address the nation’s opioid addiction crisis. Its recommendations include:

Conducting ergonomic assessment and correcting work-related injury risk factors associated with the development of musculoskeletal disorders and potential treatment with opioids.
Providing education for employees and supervisors on opioid misuse.
Facilitating access to peer support and professional substance use counseling through employee assistance and community programs.
Using second-chance employment programs to support people in recovery and avoiding the adoption of punitive policies that may discourage substance users from seeking recovery assistance.

WorkCare’s Solutions for Safe, Drug-free Workplaces

WorkCare subject matter experts are available to inform employers about applicable federal and state laws, evolving substance testing policies and procedures, and drug-free workplace programs. WorkCare’s Chief Commercial Officer, Sammie Dabbs is a certified Substance Abuse Professional (SAP) and member of the Substance Abuse Program Administrators Association (SAPAA) Board of Directors. Dabbs and other professionals on the WorkCare team collectively have many years of experience advising employers on all aspects of occupational health substance testing. With the Current Consulting Group, SAPAA maintains an up-to-date database of mandatory and voluntary federal and state drug testing requirements.

Substance Abuse Professionals evaluate employees who have violated drug and alcohol program regulations and make recommendations on follow-up education, treatment, testing, and recovery. (For an overview of an SAP’s role and responsibilities, refer to SAPAA or the U.S. Department of Transportation’s Office of Drug and Alcohol Policy Compliance.)

“At WorkCare, we understand the rapidly shifting occupational health landscape,” Dabbs said. “Our integrated occupational health services are designed to help businesses stay ahead of these changes by reducing risk, supporting workforce well-being, and ensuring regulatory compliance through scalable, evidence-based programs. Whether you’re building out a workplace safety initiative, navigating injury prevention strategies, or preparing for audits and legal shifts in 2025, WorkCare offers the clinical expertise, data-driven tools, and national reach to support your goals.”

Reach Out to Us

WorkCare offers the Drug + Alcohol Testing resources you need to help ensure legal protection for your company, safe operations, and compliance with laws that protect employees’ rights to privacy and legal substance use when not on duty. You can rely on WorkCare to monitor and report on updates from SAPAA and other sources to bring you timely insights and guidance. Contact our occupational health experts today to learn about the ways we can help you cost-effectively streamline the management of employee drug and alcohol testing and drug-free programs in your workplace.