How To Drug Test: Drug testing in the workplace is a contentious issue that raises questions about what employers can and can’t do, and about employee rights and legal remedies when an employer makes a mistake. Employers have a right to maintain a drug-free workplace, but they must do so in a way that is fair and equitable to their employees.
Which is why it is important for employers to ensure that their drug testing policies are fair, non-discriminatory, and comply with all relevant laws and regulations. Employers should also be prepared to handle any complaints or legal challenges that may arise from drug testing and employee dismissals related to drug testing.
Hence, it is important to engage with drug testing vendors that perform the drug testing according to the standards and guidelines. Employers are encouraged to take several steps to promote a safe and drug-free workplace while also protecting the rights and interests of their employees.
1 – Develop clear drug testing policies.
Employers should develop clear drug testing policies that specify the types of drugs that will be tested, the methods of testing, and the consequences of a positive drug test result. Also, it is important to apply policies uniformly across similar job classifications.
2 – Train supervisors and managers.
Employers should train their supervisors and managers on drug testing policies and procedures to ensure that they are applied consistently and fairly employee to employee.
3 – Use reliable drug testing methods.
Employers should use reliable drug testing methods or even better, partner with drug testing vendors who perform the drug testing according to approved industry standards and guidelines.
4 – Provide employees with notice and consent.
Employers should provide employees with notice of the drug testing policy and obtain their consent before conducting drug tests. Additionally, if you plan on carrying out random drug tests, or testing for cause/post-accident make sure you clearly indicate your Random Drug Testing Policy and For Cause Policy up front during employee onboarding.
5 – Ensure confidentiality.
Employers should ensure that drug test results are kept confidential and only disclosed on a need-to-know basis.
6 – Provide reasonable accommodation.
Employers should provide reasonable accommodation for employees with disabilities or medical conditions that may affect their drug test results.
7 – Implement due process for positive test results.
Employers should follow due process when terminating an employee for a positive drug test result. This may involve providing the employee with notice of the dismissal, an opportunity to respond to the allegations, and an appeals process.
When a client submits a drug test request through the Client Interface, the process begins. Upon receiving the request, Edify selects the most suitable laboratory based on the applicant’s address. Following this, an ePassport containing laboratory instructions is sent to the donor by EDIFY via email or text. The donor then visits the designated collection site to submit their sample for testing. The laboratory processes the sample according to the type of test ordered by the client. If the test results show negative, the laboratory verifies the results with a Medical Review Officer (MRO) and releases them to EDIFY. Subsequently, EDIFY posts the results to the client’s account and sends an email notification. The client can then retrieve the results through the Client Interface. Additionally, the MRO reviews the results and may contact the donor for prescription verification, documentation, or further clarification.
