Monday morning, everyone is running around, Steve from HR juggling three phone calls and his coffee. He sets his mug down with a sigh, “drugs tests” Until now, many employees and employers don’t get the Employee Drug Screening piece that has to fall in its place.
On safety, how well an idea do you have about that new top performer shouting from rooftops they are “high on life”? A full drug test program can determine the source of their excitement is 8 energy drinks a day. There are some clear distinctions about workplace sobriety standards; a software programmer might find his inspiration spike in a more relaxed state instead of a Crane operator who should always have his wits about him.
Walking the fine line of respecting privacy alongside ensuring a safe work environment is much like walking on eggshell. Companies want to be tiptoe in addressing the potential problem. It also threatens the already fragile trust between the employee and employer. This marriage is by no means easy.
What’s your pick: pee, blood, hair, saliva – oddly enough sounds like a unusual menu. Each choice has pros and cons and which one to use. Urine tests are & have been the go-to for the drug screening process for the longest time cheap and reliable. While at exposing long term behaviors hair tests will bite into the scene. Fast saliva tests are a good choice in case of emergen-reactions. Beware of anything to do with drugs in the last 109 days and maybe you might consider them with a bite of a poppy seed muffin.
You know the feeling when people complain about going to the DMV? Setting up a drug screening policy can feel similar. There are local laws, state and of course federal compliance but don’t stress the details. Because missing these steps and you could pick up the phone from a lawyer on the other end. Rule the regulations and you won’t have to worry about standing in front of the judge.