|
Some employers decide to drug test employees for a variety of reasons,
such as deterring and detecting drug use, as well as providing concrete
evidence for intervention, referral to treatment and/or disciplinary
action. Before deciding to conduct testing, employers should consider
a few factors, including:
Who will be tested? Options may include all staff,
job applicants and/or employees in safety-sensitive positions.
When will tests be conducted? Possibilities including
pre-employment, upon reasonable suspicion or for cause, post-accident,
randomly, periodically and post-rehabilitation.
Which drugs will be tested for? Options including
testing applicants and employees for illegal drugs and testing employees
for a broader range of substance, including alcohol and certain prescription
drugs.
How will tests be conducted? Different testing modes
are available, and many states have laws that dictate which may and
may not be used.
Employers also must be familiar with any local,
state and Federal laws or any collective bargaining agreements
that may impact when, where and how testing is performed. It is strongly
recommended that legal counsel be sought before starting any testing
program.
The following resources may help employers who are considering
implementing drug testing:
|
