This topic covers alcohol and drug use in the workplace, including issues surrounding employee testing.

For most private industries, drug and alcohol testing of employees is not a federal requirement. However, employers who choose to implement drug- and alcohol-free workplace policies should be aware of regulations surrounding safety, employee privacy, disability, and discrimination when testing employees for drug and alcohol use. When making decisions surrounding hiring and disciplinary actions where alcohol or drug use is a factor, employers should be careful to base decisions on directly job-related factors, such as safety and the ability to carry out assigned tasks.

Federal contractors and grantees are regulated under the Federal Drug-Free Workplace Act of 1988, which requires these employers to take certain steps to keep drugs and alcohol out of the workplace. Defense contractors are also required to maintain drug-free workplaces. The transportation industry has specific standards requiring drug and alcohol testing for safety-sensitive positions, as defined in the Omnibus Transportation Employee Testing Act of 1991.

For related resources and training materials, refer to the following topics:

• Alcohol & Drugs (Motor Carriers) for information on alcohol and drug testing regulations for motor carriers
• ADA for information on the Americans with Disabilities Act