Performing a drug test helps to protect a business, its employees, and the civilians who engage with the company’s products or services. A drug test serves as a commitment to your employees’ health within your company. Not complying with or failing a drug test can lead to serious consequences for employees, like contract suspension and loss of unemployment benefits. By implementing a drug testing policy, employers protect the company from impaired workers. Plus, in some cases, employees can receive accommodation like rehabilitation to help them overcome addiction.

Overall, drug screenings aim to improve the workplace. Here is how to start implementing drug testing for your company: 

When to Drug Test for Your Company?

Drug tests must be done accordingly to the respective state laws. Here are some factors to consider before administering a drug testing policy:

Pre-employment Testing

According to the required duties performed in a company, some employers believe it is necessary to drug test all the incoming employees. The drug test is set as an employment requirement to be eligible for the job. The most common pre-employment testing consists of a urinalysis test. 

When posting the job offer, it is required for employers to give formal notice of the upcoming drug screening.

Employment Testing

Regardless of suspicion of the use of illegal substances, employers have the right to run random or periodic testing for drugs in their employees. Nevertheless, this type of testing is not allowed in every state. States which forbid random testing considerate it an unnecessary violation of privacy. Opting for random testing should be a medium for employers to improve safety, and never to use it to harass employees.

Employment testing is considered necessary for job positions that have a direct impact on public safety or are sensitive-safety positions, such as pilots or drivers.

Reasonable Suspicion Testing

Employers have the legal right to arrange reasonable suspicion testing when presenting sustainable indicators of the use of illegal substances by employees. Employers must act only after counting with legitimate suspicion. Without it, employees could file a lawsuit for discrimination. 

Common indicators to submit as proof of reasonable suspicion for drug testing are:

• Behavioral changes, including but not limited to abnormal and erratic behavior.
• Unusual and inappropriate physical appearance.
• Physical signals, like difficulty in speech or an extraordinary decrease in their productivity or performance of work duties.
• A report or observation of the employee using, trading, selling, possessing, requiring illegal substances in the workplace.

Post-accident Testing

Employers are allowed by law to pursue drug and alcohol testing after a work accident happens. To conduct post-accident testing, the employer must present reliable suspicion about the possible use of drugs in relation to the accident. The testing is exclusively done in employees directly involved in the accident. The drug screening can be conducted with a urinalysis, saliva or blood test. 

Testing Employees Under ADA 

Of course, employees who currently take prescribed medication are protected by the Americans With Disabilities Act (ADA). Employees under the ADA are not excluded from being drug tested. The act establishes that as long as the employee’s condition does not prevent them to perform the job, everyone should have a fair opportunity to apply for a job.

Drug abuse is a serious issue within companies. Employers are affected economically due to irregularities in productivity or due to accidents. Work accidents besides damaging the business, tend to jeopardize the life of employees and civilians. 

Soteria Screening Laboratories aim to improve the safety of your business. Contact us today to receive information about our drug and alcohol testing programs.