There are many factors to keep in mind when testing employees for drugs. From dealing with annoyed staff to making sure you’re testing for the right substances, here are some tips to help your office drug testing go smoothly.
1. Ensure that all employees are aware of the company’s drug-testing policy. This means newly hired staff are told before they start, and current staff is alerted before testing occurs.
“Drug testing isn’t going to hurt anyone, but people still have rights,” said Kurt Gunther, compliance manager at Solutions Recovery Inc. “Employers have the right to test for drugs, but employees have the right to say no. You can’t infringe on someone else’s rights.”
Managers also need to be sure they are supportive of employees by answering questions about how, why and where drug testing will occur, Gunther said.
2. Send your staff to an off-site drug-testing lab. This will ensure all of the proper guidelines are followed for cleanliness and confidentiality. Tell employees that during a specific workday, they will need to find time to get tested. Pay them for their time.
3. Tell employees what they will be tested for. There is a standard 12-pack tester that tests for drugs such as methamphetamine, opiates, marijuana, cocaine and morphine. If you want to test only for a specific drug, you can specifically request that. However, testing with the standard 12-pack demonstrates you are not on a witch hunt for a specific type of drug. Alerting your staff beforehand will give them a chance to let the lab technician know of any legal prescriptions that may show up positive on their test.
4. Don’t fear the reefer. Some employers wonder whether medical marijuana will take over the workplace, but employers most likely will not see a difference in productivity or workflow due to the legalization of medical cannabis. It is up to an employer to decide if someone with a medical card gets a free pass on a positive drug test. Just keep in mind, if you allow one employee to have a free pass, expect others to ask for it, too.
5. Be ready to help employees. Keeping a drug-free workplace isn’t about being in control of employees’ lives; it is about ensuring safety. If an employee comes to you before a drug test and tells you he or she may have a problem, you should help. Whether that means paying for treatment or being understanding in terms of time off to receive treatment is up to you. However, if an employee confides in you and asks for help, you should not just fire him or her. That approach isn’t fair to the person who works for you, and it sets a negative precedent other employees will note.
“There should be an assistance program at all companies,” Gunther said. “Employees are people, and people have problems. You can’t expect someone to turn off their life problems from 9 to 5 during the week.”