Evidence is based upon direct observation, either by a supervisor or another employee. Reasonable suspicion testing, also known as “for-cause” testing, is performed when supervisors have evidence or reasonable cause to suspect an employee of drug use.Some examples of criteria include fatalities, injuries that required medical assistance, police citations or damage to a vehicle or property above a specified monetary amount. Employers who implement post-accident drug testing must establish objective criteria for how and when testing will occur. Testing is used to determine whether drugs were a factor in the incident. Post-accident testing, sometimes referred to as “post-incident” testing, is performed after an employee has been involved in a workplace accident.Many companies choose to perform annual periodic testing – especially if employees are required to undergo an annual physical. Periodic testing is scheduled and is typically performed on current employees at consistent time periods throughout the year.By using a random selection process, employers ensure that there is no bias and that all employees have an equal chance of being selected, even those who have been drug tested recently. Using a random selection process, (e.g., computer-generated), an employer selects one or more individuals from all the employees included in the employer’s workplace drug testing program. Random testing, or “spot testing,” is a strong deterrent to drug users because it is conducted on an unannounced basis.Pre-employment testing is usually performed after a conditional offer of employment has been made – a negative drug test result is required before an applicant starts working. Pre-employment testing helps employers to proactively protect themselves from the negative impacts of hiring drug users.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |