Workplace Drug Testing: 3 Key Points to Remember

Workplace Drug Testing: 3 Key Points to Remember

Have you already made the decision to conduct drug and alcohol tests for your employees? If you have, you already know that it will require a lot of effort and resources on your side. Setting up your key goals of the drug testing procedure is only the start. You also have to consider other factors, including how to get started, how to find professional drug testing services in Arlington, Texas, how to document the results and so on.

Drug testing involves several steps and you need to be aware of the entire process. In this article, MedWay Onsite Health Solutions, Inc., a qualified provider of drug and alcohol testing in Texas, lists 3 key points that you should know prior to conducting a drug test for your employees.

  1. Drug Testing Frequency
    One of the most important starting points of your planning process is identifying how often you should conduct drug testing. Of course, this will depend on the objectives of your drug testing strategy and company needs. Some of the most common types of employee drug tests that you should consider include:

    • Pre-Employment Drug Testing
    • Random Drug Testing
    • Post-Accident Testing
    • Fixed/Regular Drug Testing (i.e., on a month, 6 months, etc.)
    • Test Follow-Ups
  2. Time and Investment
    Drug tests can take a significant amount of time and investment on the employers’ part. This is especially true for big companies with hundreds, if not thousands, of employees. You must plan how much time and financial resources you are willing to invest on workplace drug testing. However, remember that a drug-free workplace results in an effective workforce which in turn can result in positive ROI that can outweigh the initial costs of your drug testing program.
  3. Dealing with Positive Results
    As you proceed with your drug testing program, you may, unfortunately, encounter employees with positive test results. Knowing how you will deal with these cases is highly important. For instance, some companies have a strict, zero-tolerance policy which can result in immediate termination. On the other hand, some companies invest in employee assistance programs with the goal of rehabilitating employees.

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