In other words, if an employer has safety-sensitive employees, it should conduct 50 or more random drug tests and 10 or more random alcohol tests during the calendar year. For non-DOT companies, the business can set their own benchmarks through a robust drug and alcohol policy that meets state, federal and industry laws.
This informs employees of your policies and procedures and eliminates misunderstandings about what is expected. Partnering with a drug and alcohol screening expert like Noble Diagnostics will help you stay current with ever-evolving legislation, regulations and workplace best practices so you can develop a truly random drug and alcohol testing program. Skip to content. Random testing is essential for a safe workplace Random screens are a critical part of any testing program because they allow an employer to test an employee for drugs or alcohol at any time.
Workers in safety-sensitive functions should be tested on at least a quarterly basis because random screens help to: Save lives, Prevent injuries, Identify workers with substance abuse issues and facilitate their treatment, Enable employees to easily say no to illegal drug use, and Reduce employer liability.
Implement a scientifically valid selection process Everyone in the testing pool must have an equal chance of being selected and tested in each selection period. Make it a surprise The effectiveness of random testing relies on the element of surprise. A random testing policy should include: What activities are acceptable after notification, What the employee must do before resuming safety-sensitive functions, How to document the entire random testing process, including numbers, names drawn, dates and times of notification, and dates and times of collections, How to monitor random tests that have been completed, and Repercussions if an employee tests positive.
Because there is no prior notice as to when this testing will occur, or who will be selected, random drug testing serves both to detect, and deter, drug use. Random drug testing may be conducted using several different methods, including blood sampling, breath analysis, hair analysis, saliva testing, and urine sampling. In the workplace, random drug testing is usually performed by taking a urine sample.
Specific procedures are followed to assure that the employee cannot avoid testing or adulterate the sample once selected.
Random drug testing is used to maintain workplace and public safety, improving employee health and reducing worksite accidents. By: Elly McGuinness. By: Jennifer Crump. Dictionary Dictionary Term of the Day. Ototoxic Effects. Workplace Testing Terms. If an employee selected for testing is unavailable for a legitimate reason such as an extended medical absence, human resources will document the circumstances for failure to test.
Employees will be tested for their use of commonly abused controlled substances, which include amphetamines, barbiturates, benzodiazepines, opiates, cannabinoids, cocaine, methadone, methaqualone, phencyclidine PCP , propoxyphene and chemical derivatives of these substances.
Employees must advise the testing lab of all prescription drugs taken in the past month before the test and must be prepared to show proof of such prescriptions upon request. All testing will be conducted by a licensed independent medical laboratory, which will follow testing standards established by the state or federal government. Testing will be conducted on a urine sample provided by the employee to the testing laboratory under procedures established by the laboratory to ensure the privacy of the employee, while also protecting against tampering with or alteration of the test results.
Employees will be considered to be engaged at work during the time spent taking a drug test and will be compensated for such time at their regular rate of pay, with the exception of retesting at the request of the employee. The testing lab will retain samples in accordance with state law, so that an employee may request a retest of the sample at his or her own expense if the employee disagrees with the test result.
Employees who refuse to submit to a test or who adulterate, dilute or otherwise tamper with a test specimen will be subject to immediate discharge. If an employee tests positive on an initial screening test, the employee will be temporarily suspended while the confirmation test is being conducted. Only one of the following options should be included in the employer's drug-testing policy:]. Discipline selected by [Company Name] will depend on a variety of factors, including the prior work record of the employee, the length of employment, the prior accident and attendance record of the employee, the circumstances that led to the testing, and proposals by the employee to address the problem.
All employees have the right to discuss their test results with testing laboratory personnel and [Company Name]. These discussions should be considered confidential except that information disclosed will be communicated to personnel within [Company Name] or within the laboratory who need to know such information to make proper decisions regarding the test results or regarding the employment of the individual.
All records concerning test results will be kept by [Company Name] in medical files that are maintained separately from employee personnel files. Employees have a right to obtain copies of all test results from the testing laboratory or from [Company Name]. Employees may request a retest of their positive test results within five working days after notification of a positive test result.
This retest is at the expense of the individual, unless the original test result is called into question by the retest. Where the employee believes that the positive test result was affected by taking lawful or prescribed substances not in violation of company policy, the employee may be suspended without pay pending substantiation of the employee's claims. Employees will be provided no more than five business days in which to produce this additional information.
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