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

To protect against the negative impact of workplace drug and alcohol abuse, many businesses implement drug-free workplace programs. A comprehensive program generally includes six components.

Needs Assessment Drug-Free Workplace Policy Supervisor Training	Employee Education Employee Assistance Drug Testing

Although employers may choose not to include all six components, it is recommended that all be explored and considered when developing a drug-free workplace program. Research shows a positive relationship between the number of components included and a program's overall effectiveness. However, it should be noted that drug testing is only one part of a comprehensive drug-free program and is not a required component in many work sites. Below is a brief summary of what each of the six components entail.

Component 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.
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Component 2: Writing a Drug-Free Workplace Policy
A written drug-free workplace policy is the foundation. Every organization's written policy should be unique and tailored to meet their specific needs; however, all effective policies have a few aspects in common. First, a written policy should clearly state why the policy or drug-free workplace program is being implemented. Rationale can be as simple as a company’s commitment to protecting the safety, health and well being of its employees and patrons and recognizing that abuse of alcohol and other drugs compromise this dedication. The second core element of an effective written policy is a clear description of behaviors that are prohibited. At a minimum, this should include a statement that the "use, possession, transfer or sale of illegal drugs or controlled substances by employees is prohibited”. The third fundamental element is thorough explanation of the consequences for violating the policy. Consequences may include discipline up to and including termination and/or referral for assistance. Consequences should be consistent with other existing personnel policies and procedures and any applicable state laws. Employers should note that sharing their policy with all company employees is an essential part of a drug-free workplace program. Many companies find it helpful to ask for feedback from employees during the initial policy development stage.
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Component 3: Supervisor Training
After developing a written drug-free workplace policy, an organization should train those individuals closest to the workforce such as supervisors. Supervisor training is an integral part of every drug-free workplace program. In relation to an organization's drug-free workplace program, supervisors' responsibilities should include monitoring employees' job performance, staying alert to performance problems, documenting performance problems and enforcing the policy. Supervisors should not, however, be expected to diagnose alcohol and drug-related problems or provide counseling to employees who may have them. Rather, training should focus on ensuring that supervisors:
1. Understand the organizations drug-free workplace policy. 2. Understand the supervisor's specific responsibilities in implementing the policy. 3. Ways to recognize and deal with employees who have performance problems that may be related to alcohol and other drugs. In addition, if supervisors are responsible for making referrals for testing based on reasonable suspicion, they must also be thoroughly trained on how to make that determination.
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Component 4: Employee Education
A drug and alcohol education program is a systematic approach to providing employees with the information they need to fully understand, cooperate with and benefit from their organization's drug-free workplace program. Effective employee education programs provide company-specific information, such as details of the drug-free workplace policy and program, as well as more generalized information about the nature of alcohol and drug abuse. They should be aware of its impact on work performance, health, personal and family life. The employees should be aware of what types of help are available for individuals with alcohol- and drug-related problems, either through the organization or community-based service providers. All company employees should be required to participate in the drug and alcohol education program. The message should be delivered on an ongoing basis through a variety of means, not as a one-time effort. Forums for employee education may include home mailings, posters and displays in the workplace, brown-bag lunches, guest speakers, seminars and sessions at new employee orientation.
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Component 5: Providing Employee Assistance
Employee Assistance Programs (EAPs) are an extremely effective vehicle for addressing and resolving poor workplace performance that may stem from employee's personal problems, including alcohol and drug abuse. In addition to short-term counseling and referrals, many EAPS offer additional drug-and alcohol-related services that benefit employees and the company, such as supervisor training and employee education. Businesses with financial constraints may be able to join a consortium to offer their workers EAP services or, at a minimum, should provide a resource file from which employees can access information about treatment programs and help lines. EAPs are an excellent benefit to employees and their families. They clearly demonstrate employers' responsiveness and respect for their staff. EAPs also offer an alternative to dismissal and minimize an employer's legal vulnerability because they clearly show a company's effort to accommodate troubled employees.
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Component 6: Alcohol and Drug Testing
Despite their controversial nature, alcohol and drug tests are increasingly standard components of many drug-free workplace programs. However, before deciding whether or not to include testing as part of their organization's program, employers should consider a number of factors:

To protect against the negative impact of workplace drug and alcohol abuse, many businesses implement drug-free workplace programs. A comprehensive program generally includes six components.

Needs Assessment
Drug-Free Workplace Policy
Supervisor Training

Employee Education
Employee Assistance
Drug Testing

Although employers may choose not to include all six components, it is recommended that all be explored and considered when developing a drug-free workplace program. Research shows a positive relationship between the number of components included and a program's overall effectiveness. However, it should be noted that drug testing is only one part of a comprehensive drug-free program and is not a required component in many work sites.

Below is a brief summary of what each of the six components entail.

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.

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Component 2: Writing a Drug-Free Workplace Policy

A written drug-free workplace policy is the foundation. Every organization's written policy should be unique and tailored to meet their specific needs; however, all effective policies have a few aspects in common.

First, a written policy should clearly state why the policy or drug-free workplace program is being implemented. Rationale can be as simple as a company’s commitment to protecting the safety, health and well being of its employees and patrons and recognizing that abuse of alcohol and other drugs compromise this dedication.

The second core element of an effective written policy is a clear description of behaviors that are prohibited. At a minimum, this should include a statement that the "use, possession, transfer or sale of illegal drugs or controlled substances by employees is prohibited”.

The third fundamental element is thorough explanation of the consequences for violating the policy. Consequences may include discipline up to and including termination and/or referral for assistance. Consequences should be consistent with other existing personnel policies and procedures and any applicable state laws.

Employers should note that sharing their policy with all company employees is an essential part of a drug-free workplace program. Many companies find it helpful to ask for feedback from employees during the initial policy development stage.

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Component 3: Supervisor Training

After developing a written drug-free workplace policy, an organization should train those individuals closest to the workforce such as supervisors. Supervisor training is an integral part of every drug-free workplace program.

In relation to an organization's drug-free workplace program, supervisors' responsibilities should include monitoring employees' job performance, staying alert to performance problems, documenting performance problems and enforcing the policy. Supervisors should not, however, be expected to diagnose alcohol and drug-related problems or provide counseling to employees who may have them. Rather, training should focus on ensuring that supervisors:

1. Understand the organizations drug-free workplace policy.

2. Understand the supervisor's specific responsibilities in implementing the policy.

3. Ways to recognize and deal with employees who have performance problems that may be related to alcohol and other drugs.

In addition, if supervisors are responsible for making referrals for testing based on reasonable suspicion, they must also be thoroughly trained on how to make that determination.

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Component 4: Employee Education

A drug and alcohol education program is a systematic approach to providing employees with the information they need to fully understand, cooperate with and benefit from their organization's drug-free workplace program.

Effective employee education programs provide company-specific information, such as details of the drug-free workplace policy and program, as well as more generalized information about the nature of alcohol and drug abuse. They should be aware of its impact on work performance, health, personal and family life. The employees should be aware of what types of help are available for individuals with alcohol- and drug-related problems, either through the organization or community-based service providers.

All company employees should be required to participate in the drug and alcohol education program. The message should be delivered on an ongoing basis through a variety of means, not as a one-time effort. Forums for employee education may include home mailings, posters and displays in the workplace, brown-bag lunches, guest speakers, seminars and sessions at new employee orientation.

Back to Steps

Back to Top

Component 5: Providing Employee Assistance

Employee Assistance Programs (EAPs) are an extremely effective vehicle for addressing and resolving poor workplace performance that may stem from employee's personal problems, including alcohol and drug abuse.

In addition to short-term counseling and referrals, many EAPS offer additional drug-and alcohol-related services that benefit employees and the company, such as supervisor training and employee education. Businesses with financial constraints may be able to join a consortium to offer their workers EAP services or, at a minimum, should provide a resource file from which employees can access information about treatment programs and help lines.

EAPs are an excellent benefit to employees and their families. They clearly demonstrate employers' responsiveness and respect for their staff. EAPs also offer an alternative to dismissal and minimize an employer's legal vulnerability because they clearly show a company's effort to accommodate troubled employees.

Back to Steps

Back to Top

Despite their controversial nature, alcohol and drug tests are increasingly standard components of many drug-free workplace programs. However, before deciding whether or not to include testing as part of their organization's program, employers should consider a number of factors:

1. Who will be tested? Possibilities include all employees, job applicants and/or employees in safety- sensitive positions.

2. When will tests be conducted? Possibilities include pre-employment, upon reasonable suspicion or for-cause, post-accident, randomly, periodically and post-rehabilitation.

3. Which drugs will be tested for? Possibilities include the five drugs required for testing by the Federal government agencies (marijuana, opiates, amphetamines, cocaine and PCP) or a broader range of substances, including alcohol or prescription drugs.

4. How will tests be conducted? A number of testing modes are available, including urinalysis, saliva tests, hair tests, breath-alcohol tests, sweat patches and blood tests. Many states have laws that dictate the types of testing modes that may and may not be used. All Federal drug-testing programs must conduct tests in accordance with the Guidelines for Federal Workplace Drug Testing Programs published by the US Department of Health and Human Services Administration.

5. State and Federal Laws. It is essential that employers familiarize themselves with existing local, state and Federal laws that may impact when, where and how drug and alcohol testing is performed. It is strongly recommended that legal counsel be sought prior to implementing any testing program.


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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

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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