How to address a drug and alcohol policy in your handbook without being a prude
- Claire Baker
- Mar 14
- 2 min read
Do you have a drug and alcohol policy in your handbook? Does it mention the protections available if someone seeks treatment for a substance use disorder?
I’ve been writing a handbook for a company in the entertainment industry.
Exposure to drugs and alcohol are part of the job.
Drugs and alcohol can make someone do dumb shit.
It’s almost always bad when people do dumb shit at work.
But drugs and alcohol also aren't “always bad” like embezzlement or workplace violence.
And some people struggle with substance abuse. So they're responsible, but they also need help.
Like a sick person or someone who's overwhelmed with their workload needs help.
A prudish policy would just be ignored. Policies that everyone ignores are unenforceable. And you don't want to be a party pooper.
When I write a handbook, I think about the situations where the policy will come up. I ask questions like:
🤔 Under what circumstances would someone get in trouble for this?
🤔 What got them there in the first place?
🤔 What frameworks can I give them to make decisions that won’t get them in trouble?
🤔 What guidelines can I give a manager if they needed to hold someone accountable to this policy?
So how do you write a handbook policy that’s more realistic than D.A.R.E.?
Here’s what I cover:
🥴 Principle 1: Assign responsibility
You’re responsible for not being impaired while you’re working. If you do bad work while you’re impaired, it’s a performance problem. If you do something dangerous or illegal while impaired, it’s a discipline problem.
💉 Principle 2: Don’t do illegal stuff
The possession or sale of certain stuff is illegal. So don’t bring that stuff to work or sell it while you’re at work. Illicit drugs, endangered species meat, the French crowned jewels, doesn’t matter. Don’t take that shit to work.
😶 Principle 3: If you see something, say something
If someone’s partying is breaking Principle 1 or Principle 2, it’s dangerous for the company. Therefore, you should raise your concerns so that performance or liability issues can be addressed before they become A Problem. It’s not tattling if you aren't a dick about it.
Principle 4: Love the sinner, hate the sin
Substance abuse disorder is a health problem, not a discipline problem. If someone is struggling, don’t let them feel like they’ll be in trouble for asking for it. Let them know that they’ll be protected for requesting accommodations for treatment.
Accommodations include:
🏥 Medical leave can be used for rehab
🗓️ Scheduling accommodations to attend recovery meetings
🍻 Make social events optional, or don’t serve alcohol
💬 Remove the stigma. Use the policy to model respectful communication
Looking for a handbook that doesn't feel like a stuffy legal document? Something that actually feels relevant to the way your team works? We can help.
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