> ## Documentation Index
> Fetch the complete documentation index at: https://handbook.helendelovely.com/llms.txt
> Use this file to discover all available pages before exploring further.

# Drug- and Alcohol-Free Workplace

> The standard for impairment at work, and where to go for help.

You may not work, see clients, or operate in any practice capacity while impaired by alcohol, cannabis, illegal drugs, or misused prescription medication. You may not possess, use, or distribute illegal drugs on practice premises or while working.

## Prescription medication

Taking medication as prescribed is your business. If a medication affects your ability to do your job safely, tell the practice manager so we can work out an accommodation. You don't need to disclose the medication or the condition.

## Cannabis

Cannabis is legal in Utah for medical use with a card. It's still prohibited to be impaired by it at work, and federal law still classifies it as illegal, which matters for a practice that receives federal healthcare program funds.

## Alcohol at events

Alcohol may be served at practice-sponsored social events. Drink responsibly, don't drive impaired, and never be impaired around clients.

## If you're struggling

Substance use problems are health problems, and we work in a field that knows this. If you're struggling, you can tell Helen or the practice manager. We'll treat it as a health matter and work with you on getting help, including time off. Coming forward before a problem affects your work is very different from being caught after it does.

## If you suspect a colleague is impaired

Tell Helen or the practice manager. Don't confront them alone, and don't let them see a client.

## Testing

We don't drug test. Not at hire, not randomly, not for cause. Utah's Drug and Alcohol Testing Act (Utah Code § 34-38) allows employer testing only under a written testing policy distributed to employees and applicants, with confirmed results from a certified lab. The practice hasn't adopted one and doesn't plan to.

If there's reasonable suspicion that you're impaired at work, you'll be sent home, your clients will be rescheduled, and Helen will talk with you before you see clients again. Impairment while responsible for clients is a conduct and licensing matter, handled under [Corrective action](/leaving/corrective-action), and it may have to be reported to DOPL. If the practice ever adopts testing, you'll receive the written policy first, and this page will change.