A friend of mine told me she was selected for a random drug test by her company. Although her company had a policy that complied with best practices, the procedure still seemed awkward and unfair. Random testing helps ensure a safe, drug-free workplace by screening employees without picking out specific individuals (choosing particular individuals would be considered a reasonable suspicion test).
Reasonable Suspicion
Most states and localities have laws that regulate drug testing in the workplace. These laws often set specific criteria that a worker must meet for an employer to conduct a test. Many regulations also specify the scientific procedures laboratories must follow when running a test. Employees are less likely to use drugs on the job if they know that their employers routinely test for them. Providing this information in a company policy and training supervisors on the details of the testing process can help your business maintain its safety standards and avoid lawsuits. Reasonable suspicion testing is conducted based on direct observation of erratic behavior, an inability to complete tasks or evidence of illicit substances and related paraphernalia. Supervisors should be trained to recognize these indicators and report them quickly – this will prevent a negative impact on the worker’s productivity.
The most popular test is a five-panel urine test that detects marijuana, cocaine, opiates, and amphetamines – the most commonly abused street drugs. However, larger panel tests are available that can see prescription medications, such as morphine and benzodiazepines. Many people with valid medical prescriptions can legally use these drugs for pain relief and anxiety control. Many savvy employees have posted strategies on social media and other websites about how to circumvent drug testing and create false-negative results for illegal drugs.
Random Testing
Random drug testing can be one of the most effective ways to improve workplace safety. However, it should be used carefully. It is important to know your state laws and regulations, especially those that govern pre- and post-employment drug testing. Then, you can tailor your policy to your specific needs. For example, you may only need to test employees in safety-sensitive positions. You can also limit the number of employees you test and when to avoid discrimination claims. Documentation is also key to protecting your company in the event of an audit or lawsuit.
Random drug testing can be effective, but only if it is truly random. Otherwise, it’s just an attempt to catch a few employees abusing drugs and alcohol on the job by using reasonable suspicion as their only reasoning. Then, the company can fire them for being caught with a substance in the system. It can cause employees to distrust their employers and make them less product.
Pre-Employment Testing
Many companies require job candidates to pass a drug test for the hiring process. It allows the company to avoid hiring someone with a history of substance abuse, and it can be a helpful way to reduce turnover. It is also a legally defensible process since federal guidelines regulate employment testing to ensure non-discriminatory practices. However, it is important to note that pre-employment testing can be a major irritant for employees. Some employees feel they are being unfairly targeted, which can damage the trust between the employee and the employer. Moreover, when an employee is terminated for failing a drug test, it can harm morale and may cause other employees to question the integrity of the company’s hiring processes.
Using drug tests to prevent and detect workplace substance abuse can help increase productivity, safety and the quality of work. They can also decrease the risk of accidents, injuries and crime. However, it is crucial to understand these tests’ effectiveness and the factors influencing their effectiveness in the workplace. In particular, employers should consider the type of drug test used and how it will be administered to determine its effectiveness.
Follow-Up Testing
If an employee has failed a return-to-duty test, they may need to go through follow-up testing before returning to work. These tests must be unannounced and conducted under direct observation per DOT regulations. The SAP determines how many tests will be required, usually in addition to the random tests they perform on all employees. The SAP will also ensure the employee completes treatment and has a clean drug record before returning to work. The problem with follow-up tests is that they don’t capture the same information as pre-employment or reasonable suspicion testing. They will indicate that the employee used drugs in the past, but often there is a wide time frame between when the drug use occurred and when it was detected on the test. It isn’t a great deterrent for employees to stop using drugs in the workplace because they know the test could be coming at any time. To maximize the effectiveness of your drug testing policy, you should limit the time between the time you select an employee for testing and when they must submit to it. It will minimize the likelihood of using a device to adulterate their sample or attempt to cheat the test.