Employers implement new hire drug testing programs to protect their businesses from the impact of drug abuse before making hiring decisions to promote a safe and stable work environment for their employees. But what are the options if an employee is suspected of drug use after being hired?
It begins with a solid drug and alcohol policy. Incorporating reasonable suspicion testing will have an impact on employee safety and productivity. This type of testing represents an agreement between employer and employee, and should not be used to ambush employees. It should disclose who and when to test, how to document the reasonable suspicion activity, and what actions will be taken. Employees should know they are subject to reasonable suspicion drug testing prior to employment.
Supervisors should be trained on reasonable suspicion signs, symptoms, and documentation. Determinations should be made on current information and not previous behavior or hearsay. Determining if and when an employee should be tested for reasonable suspicion of being under the influence of drugs or alcohol should be based on specific events.
Most importantly, never let the employee under the suspicion drive a company vehicle or drive for business purposes. Imagine who might be at fault in crash on the way to a drug test because you suspected impairment.
When properly administered, reasonable suspicion testing is a fair and reliable testing method that can help to both deter and detect drug and alcohol use on the job, and increase your employees’ safety and productivity. What drug testing polices are in place at your company?