4 Ways to Achieve Legally Defendable Workplace Drug Testing Policy
Many employers, particularly small business owners, are facing serious doubts when it comes to implementing a drug testing policy at work. It makes a valid concern especially if you’re not sure where and how to start. A well-designed workplace drug testing policy is a good preventive strategy for a safe workplace. However, if your drug testing policy is full of loopholes, it won’t take much before you find yourself wading through a slew of lawsuits. Below are four basic steps to make sure your organization is not violating employee rights while keeping your business protected.
- Outline a clear drug policy. Set a clear drug policy that would define the purpose and goals of the policy; the date the policy will be implemented; the kind of drug tests to be done; the penalty for policy violators; and so forth. The policy should be supportive and not punitive. Likewise, it should be supported by the top management.
- Educate staff. It’s mandatory to inform all employees – new and existing – about the policy and make a consistent effort to educate everyone about the importance of a workplace drug policy. Managers and supervisors should be trained on the effects of drugs; what the different drugs look like; the popular street names of commonly abused drugs; and the legal responsibilities. This will help managers and supervisors exercise due diligence and proper judgment when dealing with drug-related scenarios at work.
- Promote policy awareness. Your HR personnel should be able to communicate the policy to everyone at work. Similarly, design information drive programs that will remind your employees about your company’s drug policy.
- Do Not Forget to Use Employee Assistance Programs. Use the EAPs to help develop a happier, healthier, and more engaged workforce. An effective employee assistance program will be a contributing factor in the success of your policy.
