Case Study: Company Implements Substance Abuse Program.
A regional manufacturing company was having many problems with employee attendance, poor attitudes and questionable workers compensation claims. Management felt it could be a tie-in between these issues and potential substance abuse within the work place. Did the company have the right to test employees and candidates for employment for Substance Abuse? If so what are the steps to accomplish it legally.
The company developed a full scale Substance Abuse Program with a goal that it will potentially correct a number of employee and performance issues. To justify this action, the company established a legitimate business need that Substance Abuse was negatively affecting the company. The program developed needs to comply with all approved collection and testing protocols. Administer the program uniformly across the board.
It was determined that the company involved was of a “safety sensitive” nature. A program was developed and administered adhering to all legal guidelines.
- Program was communicated to all employees
- Program included Pre-Employment, Reasonable Suspicion, Post Accident and Post Employee Injury and Random testing requirements.
- An external agency did the choosing of who would be chosen during the Random testing portion of the tests.
- All supervisors were trained in Reasonable Suspicion circumstances.
- All employees were provided with educational training regarding the dangers of Street Drugs, Alcohol and Prescription Medication Abuse.
- A certified collection site was used for all specimen collections.
- An independent certified testing lab was used for all testing.
- An independent Medical Review Office was appointed to determine any potential positive samples.
- An Employee Assistance Program was established where employees who tested positive for S. A. and were eligible for rehabilitation could receive treatment.
- Once the word got out persons with substance abuse issues stopped applying to the company.
- After an initial few positive tests on Random and Reasonable Suspicion, employees who may have been engaging in Substance Abuse got the message that the company was serious about addressing the problem and positive tests stopped.
HR FOR HIRE, Inc. has developed and administers Substance Abuse Program for many Regional Companies. We can also help your organization.