While it should not be the sole focus of your program, testing does play an important role in objectifying what can be a subjective and sometimes emotional issue. Testing is the only way to objectively and scientifically determine if an employee is under the influence of a prohibited substance. And, testing not only detects use but can also help deter use. Casual users might think twice about using on the weekend if they know they could be tested during the work week.
Testing can also be a way to break through an employee’s denial of a problem and get them help before the issue progresses further.
However, decisions about testing must take into consideration the cost, practicalities, and operations of testing as well as its benefits. An employer has a myriad of decisions to make about how testing will be applied in their organization, including:
- when to test (there are 25 different applications including pre-employment, random, etc.)
- who to test
- what drugs to test for (the test only tests what you tell it to test for)
- what are the appropriate cut-off levels
- what testing science and protocols will be used
- how an employee will be notified of the test results
The U.S. Supreme Court has held that a drug test is a search and seizure under the 4th amendment, and an alcohol test is a medical examination per the American Disabilities Act. Therefore, it is important for your drug-free workplace policy to explain the rules and expectations around drug testing. Also, it is best practice for companies, even those not mandated by the U.S. Department of Transportation, to follow testing methods that mirror what is required of that federal entity.
Finding and selecting a quality drug testing vendor doesn’t have to be difficult. All Working Partners® Consortium members have access to discounted drug testing services.
Contact us today to explore the testing needs of your business and to learn more about how Consortium members can receive discounts for vetted, drug testing services.
