Drug-Free and Alcohol-Free Workplace Policy
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Effective Date:
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November 2025
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Focus Group:
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All Employees
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Purpose:
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To promote a safe, healthy, and productive work environment by prohibiting the unlawful or unsafe use of drugs and alcohol. This policy also supports compliance with federal and state laws and protects the reputation and mission of Global Outreach International.
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Guidelines:
1. Prohibited Conduct on Organization Premises or While Working
To ensure safety and integrity in all work settings, employees may not engage in any of the following while on organization premises, in organization vehicles, at ministry sites, or while performing services for Global Outreach International:
GOI follows federal definitions of illegal drugs, which means marijuana remains prohibited for workplace use or impairment—even in states where recreational or medical use is legal.
2. Off-Premises Drug or Alcohol Misuse
Global Outreach International also prohibits off-premises misuse of drugs or alcohol when such behavior:
Supervisors must consult HR before taking action related to off-duty conduct to ensure the situation meets legal thresholds and is handled consistently and fairly.
3. Workplace Safety and Reporting Expectations
Employees must report to work fully able to perform their duties safely.
Employees should immediately notify a supervisor or HR if:
HR will maintain confidentiality to the extent possible while ensuring safety and compliance.
4. Testing and Investigation
If GOI has reasonable suspicion of impairment or substance abuse, the organization may require:
Testing will only be conducted with HR approval to avoid claims of discrimination, retaliation, or inconsistent enforcement.
5. Consequences of Policy Violations
Any employee who violates this policy may be subject to:
HR will document all decisions to ensure fairness across employees and reduce legal liability.
6. Employee Assistance and Support
GOI encourages employees struggling with drug or alcohol dependency to seek help before a workplace incident occurs. HR can provide confidential referrals to counseling or support programs.
Integrated Safeguard:
Seeking help proactively will not be used against an employee, but impairment during work or violations of this policy cannot be excused.
Faith-Based Commitment
In alignment with GOI’s mission and values, employees are expected to model healthy, safe, and responsible conduct. Maintaining a drug-free and alcohol-free workplace supports the well-being of our team and the effectiveness of our ministry.
To ensure safety and integrity in all work settings, employees may not engage in any of the following while on organization premises, in organization vehicles, at ministry sites, or while performing services for Global Outreach International:
- Unlawful use, possession, purchase, sale, distribution, or manufacture of illegal drugs or controlled substances (including medical marijuana where prohibited by federal law).
- Being under the influence of illegal drugs, controlled substances, or alcohol while performing work duties.
- Consuming alcohol while on duty or during work hours unless specifically approved for a sanctioned organization event.
GOI follows federal definitions of illegal drugs, which means marijuana remains prohibited for workplace use or impairment—even in states where recreational or medical use is legal.
2. Off-Premises Drug or Alcohol Misuse
Global Outreach International also prohibits off-premises misuse of drugs or alcohol when such behavior:
- Negatively impacts job performance,
- Creates safety concerns for the employee or others, or
- Damages GOI’s reputation or credibility in ministry or donor relationships.
Supervisors must consult HR before taking action related to off-duty conduct to ensure the situation meets legal thresholds and is handled consistently and fairly.
3. Workplace Safety and Reporting Expectations
Employees must report to work fully able to perform their duties safely.
Employees should immediately notify a supervisor or HR if:
- They observe unsafe behavior related to substance use,
- They believe a coworker may be impaired, or
- They are taking a legally prescribed medication that may affect work performance.
HR will maintain confidentiality to the extent possible while ensuring safety and compliance.
4. Testing and Investigation
If GOI has reasonable suspicion of impairment or substance abuse, the organization may require:
- Removal from duty,
- A fitness-for-duty assessment, or
- Drug or alcohol testing in accordance with applicable law.
Testing will only be conducted with HR approval to avoid claims of discrimination, retaliation, or inconsistent enforcement.
5. Consequences of Policy Violations
Any employee who violates this policy may be subject to:
- Immediate removal from the workplace,
- Disciplinary action up to and including termination, even for a first offense.
HR will document all decisions to ensure fairness across employees and reduce legal liability.
6. Employee Assistance and Support
GOI encourages employees struggling with drug or alcohol dependency to seek help before a workplace incident occurs. HR can provide confidential referrals to counseling or support programs.
Integrated Safeguard:
Seeking help proactively will not be used against an employee, but impairment during work or violations of this policy cannot be excused.
Faith-Based Commitment
In alignment with GOI’s mission and values, employees are expected to model healthy, safe, and responsible conduct. Maintaining a drug-free and alcohol-free workplace supports the well-being of our team and the effectiveness of our ministry.