Drug and Alcohol Best Practices
Drug and alcohol testing is part of almost every business in the United States. Businesses and organizations that operate under certain government agencies have to include a drug and alcohol testing program that complies with the agency they are under as part of their company policy. Businesses benefit from having such a program in place because it promotes a healthy and safe working environment, increases productivity, and lowers cost on covering accidents and health-related issues.
However, there is no such thing as a perfect system and businesses will not always be able to follow their own policies, or sometimes, bend them every once in a while. Here is insight from compliance director Mary Brown-Ybos. She has been in the drug and alcohol compliance industry for 16 years and here are some of worst mistakes she wants to share based from her experience.
- The company policy on drug and alcohol testing is not accessible to the employees being tested. This policy should always be accessible to an employee because some employees are not aware of the policy itself.
- Zero tolerance does not always mean zero. Sometimes an employee is so good at what they do that even when they receive a positive result on a drug test, employers will consider keeping them under grounds that they go to counseling or rehabilitation. This is fine but the company has to legally change their Zero Tolerance policy, as this does not fit under the legal definition of zero tolerance.
- Misuse of Pre-Employment testing, or when an employer does not understand their agency’s requirements for their drug and alcohol testing program.
- Marking a CCF as Random Testing instead of Reasonable Suspicion.
- Misuse of post-accident testing misuse because employees are sent to DOT post-accident testing instead of being sent for a corporate non-regulated test.
- Having a test tagged as return-to-duty when an employee is already back on duty. An employee must take the return-to-duty test (and be cleared) first before starting work again.
- Having a return-to-duty test tagged as a pre-employment test. An employee was tested positive and just a week after, they performed a pre-employment test to place the employee back on duty.
- Employee was randomly chosen for drug testing only but they also performed alcohol testing. This is a company policy violation and will give a false notion that testing is not randomly chosen.
- Using hearsay as a basis for performing a reasonable suspicion test. Hearsay should be taken seriously but should not be taken as grounds for performing the test.
- Employers should complete the required random testing percentage. There are still companies that come up short, resulting as a violation of company policy.
Drug and alcohol testing policies are implemented to promote a healthy lifestyle and to safeguard the lives of employees. That is why it is important to understand, follow, and thoroughly implement the policy. Completing the proper paperwork, using the right type of test, and other instructions must be followed to provide for a smoothly operated system.
Drug and Alcohol Best Practices
Read By Categories
- Alcohol & Alcohol Testing
- Alcohol Related Research Study
- Animal Testing
- Background Screening
- Cocaine & Cocaine Testing
- Cocaine Related Research Study
- Disease Detection
- DNA & Genetics
- Drug Testing
- Drug Testing As a Business
- Epidemic and Virus
- Government Drug Testing
- Health & Wellness
- Home Testing
- Nicotine & Smoking Related Research Study
- Nicotine & Smoking Testing
- Other Tests & Testing Kits
- Pregnancy Testing
- Prescription Drug Abuse
- Product Reviews
- Research & Studies
- School & Teenage Drug Testing
- Steroid Testing
- Substance Abuse
- Substance Abuse Treatment
- Workplace Drug Testing