President Reagan signed the Drug-Free Workplace Act of 1988 on November 18, 1988. The intent of the bill was to establish the foundation of a drug-free workplace in the areas that the federal government could affect outside the federal government; i.e., the workplaces of federal grantees and contractors. The Drug-Free Workplace Act of 1988 does not mention drug testing at all. However, many companies have made drug testing a requirement. The Drug-Free Workplace Act of 1988 has 7 compliance
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When an employee drinks or uses drugs on the job, it not only hurts him/her, but also, threatens public safety; damages job performance; and results in costly expenses both to the company and the employee. Even if drug use is outside the workplace, it can affect job performance. Substance abusers are ten times more likely to miss work, more likely to be involved in on-the-job accidents and are less productive. And while they aren't working or carrying their workload, someone else has to pick up the slack." (Sample Drug Free Workplace Policy, 2006). Mechanical MD will also state that the company reserves the right to sanction treatment of convicted persons who wish to continue their employment following a conviction.
The third Drug-Free Workplace Act of 1988 compliance requirement states: Provide all employees working under the contract with a copy of the policy statement (Miller, 1991). Mechanical MD will provide a copy of the employee handbook to all employees. When an employee of Mechanical MD receives a copy of the employee handbook, he/she will sign a handbook release form stating that they have received a copy of the handbook.
The fourth Drug-Free Workplace Act of 1988 compliance requirement states: notify employees in the policy statement that as a condition of continuing employment, the employee will abide by the statement and notify the employer within 5 days if he or she is convicted of any