Drug Testing Without Drug Policy
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Has anyone ever had an employee testing for drugs for "reason to suspect" without having a formal drug testing policy? Can you require them to do so, or can you just ask if they will?
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Good Luck!
I understand about the need to provide for a safe work place for other employees and do not necessarily agree with the above scenarios but in our litigous society, not having a policy can create alot of headaches and can become quite expensive.
One last thing, we have a written policy and we are also unionized. There were issues when this policy was enacted but our "fitness for duty" portion states that for an employee to be sent for a screen, two management people or one management person and one supervisor have to agree that the person is impaired. We also do annual training, through our EAP, for supervisors and management on what things to look for.
Even if your state has no restrictions on testing, IMO you are taking a big risk unless the evidence of impairment is quite compelling. ("Compelling" would be tangible evidence such as slurred speech, staggering, etc., witnessed by more than one person.)
If the employee is in fact impaired, he may very well refuse to submit to testing. How would you respond to the refusal? Normally this would be dictated by your policy. If you terminate him for refusing to submit to testing, he may accuse you of some sort of discrimination -- and you will not have a test result, a policy, or even a prior precedent to back up your actions.
Remember that reasonable suspicion testing is reactive rather than proactive in nature. If you are truly concerned about substance abuse in your workplace, consider implementing a comprehensive testing program that includes preventative measures like preemployment and random testing.
Good luck.