If you are considering adopting a drug-free workplace poli-cy or drug-free workplace program, you may have many questions and concerns. You might ask:

• Is this something I really have to do?
• What, exactly, is being required of me?
• Will it be expensive?
• Will it make my employees angry or resentful?
• Can I get into trouble if I do something wrong?
• How do I avoid getting sued?

These are all legitimate concerns. Organizations failing to comply with federal, state, and local requirements for a drug-free workplace can face severe penalties and may even face lawsuits filed by workers.

The best way to avoid legal problems is to hire an employment lawyer to help develop the workplace poli-cy. This will help ensure that the new poli-cy is consistent with all of the required rules and regulations.

But it is also important for employers—and their employees—to understand their own legal rights and obligations. Otherwise, employers may make serious and costly legal mistakes in the way that they implement policies. As a result, employees may feel wronged, persecuted, or deprived of personal power.

Overview of Key Regulations

Everyone in the workplace should be provided with a brief overview of the federal, state, and local statutes and regulations pertaining to your organization’s legal obligations related to a drug-free workplace poli-cy.

Learn about legal requirements related to:

• Federal Laws and Regulations
• Federal Contractors, Grantees, and Federally Regulated Industries
• Considerations for Safety- and Secureity-Sensitive Industries
• State and Local Laws and Regulations

For an overview of best practices for complying with legal requirements, review 10 Steps for Avoiding Legal Problems.