How To Establish Or Set Up A Drug Free Work Place Testing Program
Basics of Employment Drug Testing
Screening or testing for drugs is only one component of establishing a comprehensive drug-free workplace program.
A well designed and thorough drug-free workplace program will significantly contribute to providing a workplace that is free of the safety, health and loss of production caused by an employees’ abuse of alcohol or drugs.
Such a program will inform employees about the risks and dangers associated with alcohol and drug abuse.
It will encourage individual employees with drug and alcohol problems to seek help.
It will also protect businesses from alcohol and drug related accidents and other dangers, while retaining valuable employees who prefer to work in a safe workplace environment.
A drug-free workplace program must also include:
1. A written company policy that clearly outlines employer expectations regarding drug use.
2. It must include training for supervisors on the signs and symptoms and signs of drug use.
3. Supervisors must also be trained in enforcement procedures.
4. A program for educating employees about the dangers of drug use.
5. Provisions must also be made for an Employee Assistance Program (EAP) which provides counseling and referral to employees struggling with drug problems.
The Federal Substance Abuse and Mental Health Services Administration has developed a:
Drug-Free Workplace Toolkit
Drug free workplace programs must comply with various state and Federal laws. Frequent changes in these laws such as legalization of Marijuana for personal means that you will need to have your policies approved by your HR consultant or your legal counsel use.
Our Automated Employment Screening provides an applicant controlled process that allows
FCRA compliant background check forms, including Electronic Chain-Of-custody forms
and releases to be completed online by the applicant.
We provide several short videos to easily acquaint you with the system.
This makes the background check process fast and easy.
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None of the information contained in this web site should be construed as legal advice.
All forms, policies, information and procedures should be reviewed by your legal counsel before being used in any way.