BEST PRACTICES BY BRENDA LACHANCE, CPPM, CPCT, WORKPARTNERS OCCUPATIONAL HEALTH


Best Practices for a Successful Drug & Alcohol Testing Program


Having a clear/precise policy and top-down buy- in is CRUCIAL.


As with any workplace policy, your drug and alcohol policy should be clear and concise. Buy-in from the highest level down is necessary for any successful policy. Commitment of senior management, obtained at an early stage, will promote the policy being accepted by everyone. For example, a manager who is in agreement with the policy, or testing, will provide the opportunity for employees to complete what is required of them. Typically, these managers also excuse employees from their work for training and will find the time for employees to be available for required testing. Te policy also needs to be clear on


what the consequences are if an employee refuses to test, is caught cheating a test, or if the results come back positive. Knowing these consequences can help deter the inappropriate use of drugs and alcohol in the workplace. In the end, the policy should be fair and reasonable, clearly stated, and fully explained and understood.


Provide all management staff with reasonable suspicion training, as they are the eyes and ears to help keep the workplace safe.


Education for employees on the effects of drug and alcohol use is important. But it is even more important to provide all managers with reasonable suspicion training. Tese managers see the day-to-day interactions and can catch warning signs of workplace drug or alcohol abuse. Tey will also know how to tactfully approach the employee. Not only can this help keep the workplace safe, but these managers can be the starting point as


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well as facilitators in assisting employees with long-term problems. Employers and managers who are


responsible for drug and alcohol testing notifications should know the testing-clinic’s hours and policies. For example, if your testing-clinic closes at 5 p.m., it would be ineffective to send an employee for testing fiſteen minutes prior to closing. Being unfamiliar with the testing-clinic’s hours and policies may jeopardize the testing results. If there is a time constraint and an employee had a shy bladder or if more than one sample is necessary, their testing may not be completed, or may have to be completed at an expensive aſter-hours cost.


Stay up-to-date on the latest local, state, and federal laws and regulations that affect your drug testing program.


Designated Employer Representatives (DERs) are responsible for ensuring that all provisions of their company’s drug and alcohol testing policies comply with applicable federal, state, and local laws. Failure to do so may lead to monetary damages and statutory penalties. With marijuana legalization increasing rapidly, and the rise of opioid addiction, state and local laws are changing. Be sure to talk with your company’s legal representative if needed.


Create a positive culture around drug testing—for everyone’s safety, not punishment.


Communication is essential to building confidence when it comes to creating a positive culture around drug testing. When employees understand the purpose of the policy, they will generally feel more


comfortable. Tey will likely see that it has clear and unthreatening objectives. Without that, they may see it as an invasion of privacy or punishment. Most workplace drug and alcohol


policies have four main objectives: 1. To deter the inappropriate use of alcohol and drugs


2. To provide positive intervention for problem users


3. To provide a safe workplace 4. To comply with local, state, and federal regulations and requirements


All four of these objectives are based


around the two reasons why a drug policy is in place: safety risks and business risks. Although safety risks get the most atention, and deservedly so, business risks are important to keep in mind, too. For example, employees who are abusing drugs or alcohol in the workplace could damage the company’s reputation. Additionally, poor performance could decrease employee morale. Plus, the risk factor for workers’ compensation injuries to either themselves or others may increase. Te impact will vary from business to business, but potential damage can happen to people, productivity, property, public image, and profitability.


Make sure the drug testing policy is being annually reviewed and monitored successfully. Here are some tips:


• Employers who conduct drug and alcohol testing should annually review and update their drug and alcohol policies.


• Include in your policy the requirement for “safety-sensitive” employees to report the use of prescription or over-the-counter medications that could impact safety.


winter 2019


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