Employers implement new drugs hire testing programs to protect their businesses from the impact of drug abuse before making hiring decisions to promote a safe and stable working environment for their employees. But what are the options if an employee is suspected of drug use after being hired?
It begins with a policy of strong drugs and alcohol. The integration of reasonable suspicion testing will impact the security and employee productivity. This type of test is an agreement between the employer and employee, and should not be used for ambush employees. It must indicate who and when to test, how to document the activity of reasonable suspicion, and what actions will be taken. Employees should know that they are subject to reasonable suspicion testing before use.
The supervisors must be trained on reasonable suspicion of signs, symptoms, and documentation. Determinations must be made on current information and no previous behavior or hearsay. Determine if and when an employee must be tested to a reasonable suspicion of being under the influence of drugs or alcohol should be based on specific events.
More importantly, never let the employee under suspicion driving a company vehicle or drive for business purposes. Imagine that could be at fault in an accident on the way to a drug test because you suspected disability.
When properly administered, reasonable suspicion testing is an accurate and reliable test method that can help both deter and detect drug and alcohol use at work, and increasing the safety and productivity of your employees. What drug testing policies are in place in your business?
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