"I want you to know that the program has been very effective and has far exceeded our expectations. We are particularly pleased that accidents and worker’s compensation claims both have gone way down. We also believe that the training was the real key to the success of the program."

V.P. Human Resources - R&D, manufacturing, distribution, retail company - 15,000 employees

Policy and Procedures


A policy is the foundation of your program and is an important tool in routine operation of your company.  We work with you to address all the issues necessary to create a Policy that:

  • Reflects company culture
  • Emulates how the company functions operationally
  • Has management commitment
  • Is legally sound
  • Creates the broadest possible impact
  • Provides the best return-on-investment
  • Maintains the best rates & highest quality testing
  • Is user-friendly
  • Is able to be utilized effectively and consistently


Serving as the cornerstone, the policy and its appendices are important components which set forth all the parameters that ensure a sound, defensible approach by establishing clear rules pertaining to alcohol, illegal drugs, marijuana, and prescription drugs, as well as:

  • circumstances permitting the consumption and possession of alcohol
  • reporting of prescription drugs without violating privacy laws
  • appropriate levels of testing (there are over 20 options)
  • defining “under the influence” of drugs and alcohol
  • what constitutes reasonable suspicion and who is empowered to make the decision
  • definition of an accident and the referral procedures
  • actions against tests that are tampered with (adulterated, diluted, substituted)

In addition, it is important to consider the laws that impact this issue, including:

  • federal regulations such as ADA, FMLA, Title VII, NLRA, and the Drug-Free Workplace Act;
  • relevant case law and statutory law
  • both worker’s and unemployment compensation
  • civil, administrative and judicial remedies (including employer exposure to criminal and civil liability)


Client Comments:

“During the past twelve years with DSG’s continuous guidance, we have experienced savings in the areas of employee turnover, safety, worker’s compensation and employee relations. We’ve found their expertise to be extremely competent and responsive to our unique needs.”

“We had a policy in place, but we found out that it was very incomplete and certainly was not going to be an effective tool that would serve our employees or the company.”

“We have wanted this program in place for years and Christine Clearwater has been the only person to get it to this stage and appreciate the support and expertise. In the first year, the program is already having a positive impact on our bottom line and saved us at least one major law suit.” 



"From the start to finish you were there to provide us with guidance and, most impressive, was your knowledge and expertise on this subject. No matter what the question or circumstances that arose, you were available to provide us information that would help us make the decision that best fits our culture, rather than one size fits all.

V.P. Employee Relations

Grocery store chain – 8600 employees & 52 stores

It is critical to proactively address and restructure for the problems brought on by substance abuse in the workplace. DSG can help you reduce the financial and legal exposures that are inherent to substance abusing employees.






Our success is characterized by our commitment to provide our clients with innovative workforce solutions that maximize their human resources capital by using solid business principles, professional staff, and effective partnerships.