5 Common Mistakes Employers Make When Testing For Alcohol and Drugs

Posted October 7, 2020 by stephenmaytraining

Located in Amesbury MA, we provide corporate and marijuana training, drug impairment, and drug-free workplace training to your personnel. Call or register to learn more!
Did you know?

Workers who test positive for illegal drugs call in sick 59% more than their co-workers. On average, 15.6% of American workers live with a substance abuse disorder, according to the National Safety Council (NSC).

To prevent this, every company needs a workplace drug-free workplace training and testing program to foster a healthy work environment, keeping employees safe and productive.

Even today, various companies offer workplace drug and alcohol testing policies without defining the term ‘refusing to test’ and provide no disciplinary consequences. This is a severe mistake that can be avoided. Here, the results can be potentially fatal to both the company and employees.

To avoid such mistakes, Stephen May provides you 5 mistakes employers make when testing for alcohol and drugs. Without much ado, let’s move down to prevent such consequences in the near future.

1. No written drug or alcohol policy

A detailed and well-written policy is a crucial foundation to attain proper drug-free workplace training. A hard copy of the document can help you to know what course of action you can take when an employee tests positive for drugs or alcohol. Make sure you include the drug testing method and specify the consequences.

2. No clear rules to administer drug tests

Companies should refrain from writing that the company can reserve the right to conduct a drug and alcohol test whenever necessary. This statement sounds too vague and can lead to disputes within your organization.

An effective drug testing program should state how and when drug tests will be conducted and even any special circumstances that might fall outside of a regular schedule.

3. No mention of the type of drug tests

There are several types of drug tests, including urine tests or hair tests, to catch illicit drug users. A urine test may not be sufficient enough while the hair test is known to be more accurate as it can test for drug use in the last couple of months. Choose the one(s) that cover your company best.

Make sure you even speak about this topic during your drug-free workplace training.

4. No appropriate action taken on time

Every workplace drug and alcohol policy should include specific suspicious behaviour’s that warrant a drug test.

Make sure you take strict actions whenever you witness suspicious behaviours like bloodshot eyes, violent behaviour, poor productivity, hyperactivity, mood swings, near-accidents, etc. By doing so, you can get hold of the problem early and prevent future accidents.

5. No mention of generic drug and alcohol policies

Every company’s circumstances, communication level, and staff are different even if you’re in the same niche. Thus, it would help if you had a tailored drug safety policy that fits your requirements.

Want a drug-free workplace training program in place? Contact us!

Stephen W. May LLC is an innovative company offering a wide range of training solutions and resources to corporate, municipal, and law enforcement clients in Massachusetts. We understand the value and importance of training and professional development in the workplace and strive hard to provide you unique training opportunities to secure the skill sets necessary for a safer and more productive working environment.

For More Information :- http://smaytraining.com/
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Contact Email [email protected]
Issued By Stephen W. May Training
Phone 978-834-6158
Business Address 110 Haverhill Road, Suite 395
Amesbury, MA, 01913
Country United States
Categories Education
Tags Corporate Safety Training , Drug Impairment Training , Drug-free Workplace Training
Last Updated October 7, 2020