When handling a for-suspicion situation, be sure to have a workplace drug and alcohol testing policy in place and remember these five actions...
Drug Testing – Where Do I Start?
Whether it's for random testing or for reasonable suspicion testing, here's how you set up a company drug testing policy.
You’ve seen a few hints of potential drug abuse at your worksite and are suddenly chilled by thoughts of everything you’ve tried to avoid since hiring your first employee. You certainly don’t want other employees to think this is acceptable behavior, and the last thing you want is for the employee to injure himself (or even worse, somebody else) – but what do you do? Here’s the quick how-to plan for both reasonable suspicion testing, as well as setting up a random drug testing policy.
Reasonable Suspicion Drug Testing
1. Know the Signs
Although you are not expected to be an expert at diagnosing somebody who is impaired from drugs or alcohol, there are several signs that, when paired together, may indicate something more than a bad day. The most common signs of drug or alcohol impairment include: mood changes; slurred speech; difficulty walking; altered appearance; clumsiness; loss of concentration; performance problems; watery or red eyes; argumentative, uncooperative, or accusatory behaviors; and dilated pupils.
2. Get a Second Witness
Ask another manager (without explaining your suspicions) to observe the employee to provide you with a second opinion. If both you and your second witness have reasonable suspicion that the employee is impaired, pull the employee off the job immediately. If the behaviors are severe or the job is safety-sensitive, don’t wait to find your second witness before pulling the employee off the job.
3. Document Everything!
Being as objective as possible, write down all behaviors and performance issues you’ve observed. Do not include any thoughts and opinions as to why the performance problems are the way they are – simply the specific details of what you observed. These details may include employee actions and interactions, smells, when and where everything occurred, what the employee was doing, any witnesses, and so on. (If you’d like to use our user-friendly form to document your observations, please contact us.)
4. Get the Employee Tested
Perhaps this doesn’t need to be said, but never send an employee to a testing facility alone if you have reason to believe he/she is drug or alcohol-impaired. Either you or another manager should drive the employee to the testing facility, or have someone come to your worksite to test the employee. For more information on reasonable suspicion drug testing vendors and pricing, please contact our HR experts.
Setting up a Random Drug Testing Policy
Many employers choose to set up a random drug testing policy to discourage drug abuse from the get-go, which will hopefully eliminate any for-suspicion incidents. Here’s how to quickly get that set up:
- Create a random drug testing policy.
- Hold a meeting with employees where the policy is discussed; be sure they sign an acknowledgment form before returning to work.
- Have new employees sign off on the policy upon hire.
- Conduct random testing (at random times) to enforce the policy and deter drug abuse.
As part of our services, Stratus.hr clients already have steps 1-3 taken care of through the drug-free workplace policy provided in your handbook and the acknowledgment form that employees sign once they are hired. If you are not yet a Stratus.hr client and would like to get a policy set up, or you are interested in setting up random drug testing, please contact us and our experts will take care of everything. We can even conduct the random testing for you and have it deducted from your company payroll rather than billing you separately.
Don’t wait for the avoidable incident – contact us today.
(Reposted from our archives)
Reasonable suspicion drug testing and random drug testing both need to be carefully planned before acting on any whims.