Choice Diagnostics, Inc, One stop for all your Drug Testing Needs

Employers implement drug-free workplace programs to protect their businesses from the impact of drug and alcohol abuse. A drug-free workplace program generally includes six components: needs assessment, a drug-free workplace policy, supervisor training, employee education, employee assistance and drug testing.

Although employers may choose not to include all six components, it is recommended that all be explored when developing a drug-free workplace program. Research shows that more components lead to a more effective program.

Before considering the different components of a drug-free workplace program, employers should examine the needs of their workforce and organization and take steps to ensure the program they design will work well in their company. Because every business is unique, there is no one right way to establish a drug-free workplace program. Rather, each organization’s program should match its specific needs. A careful assessment will determine which program elements are the most feasible and beneficial, as well as which may be unnecessary or unsuitable. Furthermore, many companies find it helpful to ask for input from employees during this process.

Choice Diagnostics can help you successfully comply with all of the complicated state and federal substance abuse regulations, giving you the expert resources you need to maintain your precedent for safety, honor your applicants’ and employees’ rights and protect your business interests.

With the services of Choice Diagnostics on your side you not only save valuable time, but also reduce your organization’s liability. For information on Choice Diagnostics custom policy development please refer to out section on Average Turnaround Time for policy development.

Best-Practice Workplace Substance Abuse Testing Strategies

Workplace substance abuse testing makes good business sense, but what should employers do to ensure compliance with all federal and state regulations? What can employers do to help employees who test positive for illicit drugs? The following tips provide general best practice strategies regarding Substance Abuse Testing Programs.

Steps To Policy Development


	1. Needs Assessment 2. De velop employee drug abuse policies 3. Train supervisors	4. Educate employees 5. Drug test all applicants and employees 6. Develop EAP

1. Needs Assessment
2. De velop employee drug abuse policies
3. Train supervisors

4. Educate employees
5. Drug test all applicants and employees
6. Develop EAP


1.	Needs Assessment

	As with any change, assessment is the first step. Careful needs assessment can lead to early program success by clearly identifying the objectives a substance abuse testing program will meet. The needs of an employer with 200 employees, 75 of whom drive company vehicles, will be very different from the needs of an employer with 3000 employees performing a variety of job duties.
	Back To Steps	Back To Top

2.	Develop legally sound employee drug abuse policies

	Drug polices are the foundation of workplace substance abuse testing programs. They advise supervisors how to handle drug-related situations and set clear expectations for employees to follow. In the event of litigation, a well-written drug testing policy helps defend the organization’s substance abuse program as documented, communicated and consistently applied to all employees. Without such policies, the intent of an employer’s substance abuse testing program may be unclear. Consequently, the employer could be subject to applicable state law penalties and previous case summaries associated with unclear or non-existent written policies. Substance abuse testing policies should include the following: Purpose statement identifying the reasons why a substance abuse testing program is in place. General description of prohibited behaviors . List of drugs that will be tested for. Explanation of the substance abuse testing methods being used (i.e., urine, hair, oral fluid, etc.) Explanation of the types of testing that will be used (i.e., pre-employment, post-offer, random, reasonable suspicion, post-accident, etc.) Protocol that will be followed when screening applicants or current employees. Consequences of a positive drug test result. A statement explaining whether the Employee Assistance Program (EAP)is part of the substance abuse testing program Polices must comply with all state and federal regulations that pertain to the substance abuse methods the company uses. Therefore, employers should have an experienced attorney review substance abuse testing policies and procedures. An attorney or substance abuse testing consultant can advise employers about relevant state laws governing drug-free workplace programs and how the Americans with Disabilities Act (ADA) may affect program administration.
	Back To Steps	Back To Top

3.	Train supervisors who will be required to support your organization’s substance abuse testing program

	The next step is to train managers, supervisors and upper management executives about substance abuse testing policies. These individuals will play an important role in the day-to-day administration of an organization ’s drug free workplace program and must know what types of substances are being tested for and the type of tests being used.
	Back To Steps	Back To Top

4.	Educate employees about drugs and your organization’s drug testing program

	Research has indicated drug use may increase when employers do not have formal written substance abuse testing policies and fail to provide employees with drug information. As a result, employee education is a key component of drug-free workplace programs and employers should effectively communicate the following topics to employees: The meaning of the policy, the organization ’s intent in creating and enforcing the policy, and each employee ’s responsibility under the policy. The importance of a drug-free workplace, home environment and community. The characteristics and dangers of substance abuse. The availability of counseling and treatment resources, such as an EAP.
	Back To Steps	Back To Top

5.	Complete drug tests on all applicants as well as employees

	Too often employers restrict themselves to one type of drug testing or forgo substance abuse testing completely. This could increase employers ’liability and leave dangerous loopholes in the workplace. When permitted by state laws, employers should consider using all testing types listed below: Pre-employment Testing requires job applicants submit to a drug test as part of the hiring process. Random Testing is conducted on employees on an irregular, unannounced schedule to detect casual substance abusers and is considered one of the most important components of a substance abuse testing program. Scheduled Annual or Semi-annual Testing helps alert employers to employees who regularly abuse drugs. This type of testing is most effective when used as part of a drug abuse rehabilitation program. Cause/Reasonable Suspicion Testing is used when employers notice an employee is behaving erratically, smells of alcohol or displays other signs of drug use. Employers also conduct this type of testing after workplace accidents occur to determine if drugs may have played a roll. Follow-Up Testing is used after an employee completes an EAP.
	Back To Steps	Back To Top

6.	Develop an Employee Assistance Program (EAP) to help employees with substance abuse problems get treatment

	Employers often include an EAP as part of employee benefit packages. Through an EAP, employees struggling with personal, family, legal and financial issues gain access to outside professionals who can help them work through these problems. These counselors provide confidential assessment and short-term counseling to employees and their families. Employees who test positive for drugs or alcohol or admit to substance abuse problems may be referred to an EAP for diagnosis, treatment, assistance, case monitoring, etc.
	Back To Steps	Back To Top

	Average Turnaround Time

	The time required to thoroughly review and develop substance abuse testing policies varies depending on the complexity of your company’s program. Policies for companies with operations in multiple states will require additional development time to assure compliance with all applicable statutes and regulations with all states in which your company operates.

	For information as to how Choice Diagnostics can help you develop your new policy and your program or how we can review you current policy and program please contact us at:
	We welcome the opportunity to earn your business. Choice Diagnostics, Inc. P.O. Box 5036 Sarasota, FL 34277 Toll free (866) 925-0690 Fax (941) 365-5159 E-mail: info@choicediagnostics.com
	Back To Steps	Back To Top

Needs Assessment

As with any change, assessment is the first step. Careful needs assessment can lead to early program success by clearly identifying the objectives a substance abuse testing program will meet. The needs of an employer with 200 employees, 75 of whom drive company vehicles, will be very different from the needs of an employer with 3000 employees performing a variety of job duties.

Back To Steps

Develop legally sound employee drug abuse policies

Drug polices are the foundation of workplace substance abuse testing programs. They advise supervisors how to handle drug-related situations and set clear expectations for employees to follow. In the event of litigation, a well-written drug testing policy helps defend the organization’s substance abuse program as documented, communicated and consistently applied to all employees. Without such policies, the intent of an employer’s substance abuse testing program may be unclear. Consequently, the employer could be subject to applicable state law penalties and previous case summaries associated with unclear or non-existent written policies.

Substance abuse testing policies should include the following:

Purpose statement identifying the reasons why a substance abuse testing program is in place.
General description of prohibited behaviors .
List of drugs that will be tested for.
Explanation of the substance abuse testing methods being used (i.e., urine, hair, oral fluid, etc.)
Explanation of the types of testing that will be used (i.e., pre-employment, post-offer, random, reasonable suspicion, post-accident, etc.)
Protocol that will be followed when screening applicants or current employees.
Consequences of a positive drug test result.
A statement explaining whether the Employee Assistance Program (EAP)is part of the substance abuse testing program

Polices must comply with all state and federal regulations that pertain to the substance abuse methods the company uses. Therefore, employers should have an experienced attorney review substance abuse testing policies and procedures. An attorney or substance abuse testing consultant can advise employers about relevant state laws governing drug-free workplace programs and how the Americans with Disabilities Act (ADA) may affect program administration.

Back To Steps

Train supervisors who will be required to support your organization’s substance abuse testing program

The next step is to train managers, supervisors and upper management executives about substance abuse testing policies. These individuals will play an important role in the day-to-day administration of an organization ’s drug free workplace program and must know what types of substances are being tested for and the type of tests being used.

Back To Steps

Educate employees about drugs and your organization’s drug testing program

Research has indicated drug use may increase when employers do not have formal written substance abuse testing policies and fail to provide employees with drug information. As a result, employee education is a key component of drug-free workplace programs and employers should effectively communicate the following topics to employees:

The meaning of the policy, the organization ’s intent in creating and enforcing the policy, and each employee ’s responsibility under the policy.
The importance of a drug-free workplace, home environment and community.
The characteristics and dangers of substance abuse.
The availability of counseling and treatment resources, such as an EAP.

Back To Steps

Too often employers restrict themselves to one type of drug testing or forgo substance abuse testing completely. This could increase employers ’liability and leave dangerous loopholes in the workplace. When permitted by state laws, employers should consider using all testing types listed below:

Pre-employment Testing requires job applicants submit to a drug test as part of the hiring process.
Random Testing is conducted on employees on an irregular, unannounced schedule to detect casual substance abusers and is considered one of the most important components of a substance abuse testing program.
Scheduled Annual or Semi-annual Testing helps alert employers to employees who regularly abuse drugs. This type of testing is most effective when used as part of a drug abuse rehabilitation program.
Cause/Reasonable Suspicion Testing is used when employers notice an employee is behaving erratically, smells of alcohol or displays other signs of drug use. Employers also conduct this type of testing after workplace accidents occur to determine if drugs may have played a roll.
Follow-Up Testing is used after an employee completes an EAP.

Back To Steps

Develop an Employee Assistance Program (EAP) to help employees with substance abuse problems get treatment

Employers often include an EAP as part of employee benefit packages. Through an EAP, employees struggling with personal, family, legal and financial issues gain access to outside professionals who can help them work through these problems. These counselors provide confidential assessment and short-term counseling to employees and their families. Employees who test positive for drugs or alcohol or admit to substance abuse problems may be referred to an EAP for diagnosis, treatment, assistance, case monitoring, etc.

Back To Steps

The time required to thoroughly review and develop substance abuse testing policies varies depending on the complexity of your company’s program. Policies for companies with operations in multiple states will require additional development time to assure compliance with all applicable statutes and regulations with all states in which your company operates.

For information as to how Choice Diagnostics can help you develop your new policy and your program or how we can review you current policy and program please contact us at:

We welcome the opportunity to earn your business.

Choice Diagnostics, Inc.
P.O. Box 5036 Sarasota, FL 34277
Toll free (866) 925-0690 Fax (941) 365-5159
E-mail: info@choicediagnostics.com

Back To Steps