Businesses and organizations utilize drug testing programs to either comply with federal regulations or mitigate various safety and liability risks. Within a drug-free workplace policy, random drug testing programs remain critical components to uphold the same standards for workers throughout their careers—not solely upon initial hire. Random drug screens allow employers to legally conduct testing upon employees at any time upon their employment with the company. Alertness and sobriety remain imperative for those in safety-sensitive positions or those in higher-turnover industries.
A steady slew of modern employers consider random drug testing as the golden standard for substance abuse deterrence within the workplace. Random screens are useful tools for any business aiming to remain drug-free for personal and public safety purposes. In the majority of situations, a worker’s continued employment depends on their abstinence from illicit drugs. Unannounced and randomized testing adequately deters workers from partaking in policy-violating opportunities.
This method of drug testing must regard a wide array of factors for the most appropriate application. Knowledge of how to properly carry out this screening is a must to foster fairness in the workplace and avoid invading the rights of the American workforce. By no means can any personal or organizational bias be involved throughout the entirety of the process. Here's a general guide on how to properly conduct random drug testing. Employers must stay in compliance with permissible policy by federal or state regulations.
Create a Safer Workplace: The Importance of Randomicity
As stated above, randomized testing is a proven method for minimizing the likelihood of employee substance abuse. To create a safe workplace, random screens performed on a quarterly basis beneficially reduce employer liability, give relative power to employees to say no to illicit scenarios, identify employees in need of treatment or assistance, minimize workplace or public space injuries, and comprehensively save lives.
Spot testing on an unannounced basis is one part of a robust drug-testing program. While pre-employment is the first necessary prong of screening, randomized testing is the prime effective deterrent to minimize undesirable employee behavior. Employers have the right to implement this testing to the advantage of their business. While each workplace is unique, a successful testing program follows the best practices—and obligatory prerequisites—of the following procedure.
Administer a Scientifically-Proven Selection Process
Awareness of how to properly conduct random drug testing begins with the selection process. Picking cards, rolling dice, or drawing names out of hats are prime examples of unacceptable selection processes. A truly random test will utilize a statistically valid generator. A system of scientific validity will select employees for unannounced testing via a random number table or a digital-based computer generator that’s directly identifiable to a specified employee.
This use of fair statistics assures that each worker has the exact same probability of being chosen during an individual testing round. No matter if an individual was chosen in the first screening round of the year, they must have an equal degree of probability for second-round selection as their colleagues do. True and random selection is an egalitarian and impartial process up to the plausibility of science, not people. The odds should be in everyone’s favor.
Fully Utilize the Element of Unpredictability
A drug screening program running on a predictable schedule is illogical. Any possibilities of advanced notice of testing requirements open up doors to evasion detection techniques. You must limit the total timeframe between employee notification and the specimen collection process to be as short as practicable. The time between an employee leaving your place of business and traveling to the collection site is generally reasonable.
The ultimate effectiveness of random testing lies within its critical element of surprise. When an employee receives a selection notification, they must immediately move forward with the process and make their way to the clinic for sample collection.
To further expand the element of unpredictability, spread annual testing out in an unforeseeable pattern. Conduct tests diversely at the beginning, middle, and end of shifts. Remain aware of your chosen clinic's hours in order to not jeopardize results with time constraints. Longer turnaround times will be costly financially and productivity-wise.
Follow Numerical Benchmarks To Hit Criteria
If your business requires random testing under federal requirements, you have pre-set benchmarks of testing numbers you must hit throughout the calendar year. Non-DOT organizations can set their own benchmarks within their personalized drug-free workplace policy. Private and public employers should stay up-to-date with customary testing criteria. The best practice is to follow laws within the industry, state, or federal level. Tailoring your business' testing program to suit unique needs—while maintaining conformity with these standards—is in your own interest.
Document Policies and Records Clearly in Writing
Your company's random testing policy must be formally written. Documentation is a crucial component of a workplace drug testing program to stay on top of. Keep in mind that drug testing legislation is ever-developing. Your written policy should outline the above information for employee comprehension. Include straightforward communication of policy details, such as mandated actions and clear repercussions for everyone’s benefit. Employee awareness and acceptance of standard company policies and procedures eliminate the risk of future misunderstandings or misinterpretations. Be sure to incorporate an Employee Assistance Program for the success of all employees.
You must maintain documentation of the entire random drug testing process as well. Such documentation includes employee notification of selection and receiving of test results. These records are for the protection of your organization in case of employee complaints or external audits. With documented records testifying to the fairness and scientific validity of selection, you can lessen the safety and legal risks commonly affiliated with workplace drug testing.
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