The Do’s and the Don’ts of Employee Drug Testing

The Do’s of Employee Drug Testing

1. Do give every employee a copy of your Drug and Alcohol Policy and make certain you have a signed receipt in their employee file. You always want proof that they received and agreed to read your company’s policy.

2. Do include in your Drug and Alcohol policy that you can Drug Test your employees for any reason. Specifying that you can Drug Test them at any time for any reason gives you latitude for Drug Testing any employee.

3. Do document any incident involving drug or alcohol misconduct at your company. If the incident isn’t documented in writing it is the same as never been committed. Documentation will become very important in the grounds for dismissal or unemployment claims.

4. Do make sure that the company you select to perform your Drug Testing uses a Substance Abuse and Mental Health Services Administration (SAMHSA) certified Drug Testing laboratory. They set the standards and guidelines for Drug Testing laboratories. They provide a list of Drug Testing labs on their website.

5. Do know whether your company is required to be in a drug free workplace program.

6. Do know whether the company you hired to do your Employee Drug Testing is trained under 49 CFR Part §40. A trained collector will make all the difference when minimizing potential errors in the drug testing process. Ask the facility for a list of certificates for each of their collectors stating they have completed the required training.

7. Do have your supervisors attend drug and alcohol recognition training. Unless the employee’s suspected behavior is blatantly noticeable; you will do not know what to look for.

8. Do have your employees on a time limit regarding how long they will be the Drug Testing facility. Require the employee to arrive at the Drug Testing site within a reasonable amount time.

The Don’ts of Employee Drug Testing

1. Don’t ever Drug Test your employees without a company Drug and Alcohol Policy in place that clearly states you will test your employees for drugs. You must have a document in place that outlines your policy on the use of drugs and alcohol in the workplace.

2. Don’t create a Drug and Alcohol Policy without checking your state and local laws regarding Employee Drug Testing. Assume that each and every State has written its own state law on this matter. You can go onto the United States Department of Labor (USDL) website to obtain the Drug Testing laws in your own state.

3. Don’t ever allow an employee drive himself or herself to the Drug Testing facility if you suspect they are under the influence of drugs or alcohol. You could be responsible if that employee is in an accident on the way to the Drug Testing facility. Have a supervisor drive them to and from the Drug Testing facility.

4. Don’t ever allow an employee out of your immediate site if you suspect they are under the influence of drugs or alcohol. They will give you any excuse to find a way out of the Drug Testing. Make they are accompanied all the way to the Drug Testing facility.

5. Don’t ignore a drug or alcohol problem if you identify one. It is only going to get worse, not better. Remember, the safety of other employees is at risk if a problem such as this is not resolved and your company might be held liable.

6. Don’t wait until you have a problem with drugs in the workplace to act. A good company Drug and Alcohol Policy and pre-employment Drug Testing are a good way to stop that problem before it begins.

7. Don’t wait more than 2 hours to Drug Test an employee if they are under the influence of drugs or for every beverage containing alcohol.

8. Don’t take another employee’s word that another employee is under the influence of drugs or alcohol while on the necessary job. Investigate the allegations for yourself, then document it and then accompany the individual to the Drug Testing facility if you deem it.

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