🎯 Goal: Implement a non-zero tolerance policy.
When Stan Shephard joined Westside Logistics as Chief Operating Officer, he brought more than industry expertise—he brought a vision for change. During his onboarding review of company policies, Stan discovered a critical gap: Westside lacked a supportive framework for employees who violated its drug and alcohol agreements.
Having worked in transportation and construction, Stan knew the dangers of zero- tolerance policies. They often silence those who need help, pushing substance use issues underground. He proposed a non-zero tolerance approach—one that maintains safety while recognizing addiction as a treatable medical condition.
Stan’s goal is to replace punitive measures with pathways to recovery. His plan includes confidential support, access to treatment, and culturally sensitive resources tailored to Westside’s diverse workforce. By encouraging early intervention, the company can help
employees seek help before problems escalate.
Now leading a cross-functional task force, Stan is building a policy that reflects empathy, accountability, and inclusion. Training programs and partnerships with rehabilitation centers are underway, with a full rollout planned for next quarter.
Under Stan’s leadership, Westside Logistics is redefining what it means to care for its people—proving that operational excellence and human compassion can move forward together.
- “Draft key components of a non-zero tolerance substance use policy that balances workplace safety with employee support”
- “What are examples of progressive discipline alternatives that encourage treatment over termination?”
- “Help me create policy language that treats substance use disorder as a medical condition while maintaining workplace standards”
💡 Pro-tip: Partner with legal counsel to ensure your non-zero tolerance policy complies with federal, state, and industry regulations while maximizing support options. Consider creating different protocols for safety-sensitive versus non-safety-sensitive positions.