Policy Review & Customization

Policies Built for the Real World.

Workplace policies should do more than exist on paper. They should be clear, operationally practical, aligned with applicable requirements, and capable of supporting the decisions your organization may need to defend later.

OPPMed helps employers review, revise, and develop workplace health and drug-free workplace policies through a physician-led process informed by occupational medicine, regulatory requirements, and real-world program administration.

Physician-Led

State & Federal Considerations

Customized to Your Organization

Compliance-Focused

Existing Policy Review

Know Where Your Policy Stands.

Already have a policy in place? OPPMed can review your current program documents to identify areas that may require clarification, modernization, stronger operational language, or alignment with current organizational practices.

Whether responsibilities, expectations, and procedures are clearly defined.

Whether relevant federal, state, DOT, or industry-specific considerations are appropriately addressed.

Pre-employment, random, reasonable suspicion, post-accident, return-to-duty, follow-up, or other applicable testing provisions.

Clear designation of responsibilities for DERs, supervisors, employees, collectors, MROs, and other applicable personnel.

Clinical language involving medications, fitness, impairment, testing, or occupational health considerations.

Whether the policy supports consistent implementation and defensible documentation.

Custom Policy Development

Built Around Your Workforce.

For employers establishing a new program or replacing an outdated policy, OPPMed can develop a customized policy based on your:

Industry
Workforce size
Operating states
DOT or non-DOT status
Safety-sensitive positions
Testing program
Organizational procedures
Existing HR and safety infrastructure

Rather than starting with a generic template, the policy is developed around how your organization actually operates.

Drug-Free Workplace Policies

DOT and non-DOT workplace drug and alcohol program policies.

DOT-Regulated Policies

Reasonable Suspicion Programs

Supervisor responsibilities, recognition standards, documentation, testing procedures, and escalation pathways.

Medical Surveillance Policies

Policies supporting occupational medical surveillance programs, testing requirements, physician reviews, and follow-up procedures.

Fitness-for-Duty and Return-to-Work Policies

Frameworks for medical evaluations, work restrictions, employee responsibilities, and physician recommendations.

Prescription and Medication Policies

Policies addressing medication disclosures, safety-sensitive work, impairment concerns, and appropriate medical review.

Workplace Injury Policies

Clinical escalation, injury triage, first-aid considerations, referral pathways, and documentation processes.

Our Review Process

Submit

Provide your existing policy or tell us what type of policy you need developed.

Assess

We review your organization, workforce, regulatory environment, and current procedures.

Identify

Potential gaps, inconsistencies, outdated provisions or operational concerns are identified.

Develop

Your policy is revised or created with clear, practical language designed for implementation.

Deliver

You receive the finalized policy along with any applicable recommendations for training, implementation or program administration.

More Than a Template

Your Policy Should Reflect How Your Organization Actually Operates.

Generic templates often fail because they do not account for:

OPPMed approaches policy development from the perspective of the people who may actually have to administer, interpret, and rely upon the policy when something happens.

Physician Oversight Matters

When a Policy Touches Health, Medicine Matters.

Drug testing, fitness-for-duty, medical surveillance, prescription use, impairment, and return-to-work decisions all intersect with clinical medicine.

OPPMed brings Board-Certified Occupational Medicine physician oversight to policies involving medical and workplace health considerations so that clinical language is practical, medically appropriate, and consistent with the realities of occupational health programs.

Training Can Follow the Policy

Policy First. Training Next.

A strong policy only works when the people responsible for implementing it understand what it requires.

For Multi-State Employers

One Organization. Multiple Jurisdictions.

Organizations operating across multiple states may face different workplace drug-testing, cannabis, employee-notification, and other employment-related requirements.

OPPMed can help structure policies to account for the employer’s broader operating footprint while identifying areas where state-specific review or legal guidance may be appropriate.

Important Professional Disclaimer

Policy development and review services are intended to support workplace health, compliance, and program administration. They do not constitute legal advice unless separately combined through appropriately licensed legal counsel.

Employers remain responsible for ensuring that their policies comply with all laws, regulations, collective bargaining obligations, contractual requirements, and requirements applicable to their specific workforce and jurisdictions.

NEED TRAINING, POLICY, OR BOTH?
Build the Program, Not Just the Document.

Whether you need an existing policy reviewed, a new policy developed, or a complete package combining policy and training, our team can help structure a solution around your organization.

Need organization-wide training too? Ask about bundled policy and OPPMed Academy packages.

Patient & Employer Sign-in

Clinician Portal