Pre-employement D&A testing
swynia
31 Posts
As I am researching D&A testing and how my company's policy is currently written, I'm curious about what other companies do with pre-employment D&A testing.
When I was first hired I had to take a D&A test and a physical. The policy has since changed that 'only safety-sensitive positions' are required to take the pre-employment D&A and physicals.
We have recently sent in a lot of employees in for resonable suspicion tests (some in the safety-sensitive positions, some not) and we are looking at a 50-50 rating for positive test results. Because of that we are looking to change the pre-employement policy for 'all new hire's' to take the D&A test, but only safety-sensitive positions to continue with a physical.
What would be the pro's / con's to moving to an 'all new hire's' policy? The person who had this position before me warned me to be careful on how I worded the language in the policy if I moved to the 'all new hire's' policy.
Please lend me your wisdom and insight!
Thanks!
When I was first hired I had to take a D&A test and a physical. The policy has since changed that 'only safety-sensitive positions' are required to take the pre-employment D&A and physicals.
We have recently sent in a lot of employees in for resonable suspicion tests (some in the safety-sensitive positions, some not) and we are looking at a 50-50 rating for positive test results. Because of that we are looking to change the pre-employement policy for 'all new hire's' to take the D&A test, but only safety-sensitive positions to continue with a physical.
What would be the pro's / con's to moving to an 'all new hire's' policy? The person who had this position before me warned me to be careful on how I worded the language in the policy if I moved to the 'all new hire's' policy.
Please lend me your wisdom and insight!
Thanks!
Comments
I don't know where the person before you got the idea that there was a potential problem.
I have the same procedure as Linda S. If you do a background check, that should be completed before you do the "medical" part of your pre-employment conditions, i.e. the drug test (and physical, if appplicable). The background check can take a while, so that gives them time to "prepare" for the drug test.
Our system works for us and I highly recommend you pre-employment drug test. We only give physical examinations to Truck Drivers and the standards used are DOT, certified. We use this standard for all employees, thus keeping everything equal for Drug and Alcohol testing.
PORK
As far as the DOT physicals, if an applicant does not have their CDL, we do not make them take their physical pre-offer.
We have had our drug policy in force for years. However, this week I learned that you can't test after accident in CT, which we have been doing. (You can for suspision and pre-employment) I talked with an attorney at the Dept. of Labor in CT, who was ever so nice and knowledgeable. They base this on a Fed court case (with Home Depot.) He was very surprised to learn that GA and TN actually have drug free workers' comp discount programs (handled by the state) that give you a 5-7% discount off w/c insurance if you have a drug free policy and test for post accident. You live and learn. E Wart
>However, this week I learned that you can't test
>after accident in CT, which we have been doing.
>(You can for suspision and pre-employment)E Wart
I'm an HR newbie, but that seems ludicrous. Especially if the employee receives more than just basic first aid.
We wrote our policy with the intent of D&A testing to the full extent of MN law. If you would like a copy, let me know.