A small business should establish and maintain a safe and secure working environment. One of the most effective ways of creating a safe workplace is to practice a well-planned and executed drug testing policy. Random and routine drug testing in San Diego, California, discourages employees and workers from coming to work under the influence of alcohol, drugs, or both. That said, employers need to be sure they’re adhering to Federal and state drug testing laws when conducting comprehensive screening programs in small-scale organizations. This article highlights the dos and don’ts that employers need to be aware of for a compliant screening policy.
What are the Dos?
Notifying the Employees about the Drug Screening Policy
When employers work towards maintaining a drug-free workplace and expect the employees and workers to comply with the testing programs, they should notify employees about the drug screening policy. Small business owners should give multiple notices before the testing policy comes into effect and explain the responsibilities. They should advertise the drug testing programs by putting posters around the organization, sending emails, or explaining everything in a meeting,
Providing Notice of Upcoming Drug Screening
Employees and workers can only accept the drug screening if proper notice of upcoming drug tests is given. When conducting drug testing in San Diego, California, small-scale business owners must provide advance notice. Employers should plan with drug testing experts and state attorneys to comply with testing regulations and avoid unnecessary legal implications. Confirming the same in writing with the date and official seal makes the process authentic and problem-free.
Stating the Consequences of Violating the Drug Screening Policy
Employees and workers should know what happens if they fail a drug test. The consequences vary depending on the drug testing policies of different organizations and state policies. For example, a business owner might implement a zero-tolerance attitude if employees engage with vehicles and heavy machinery. The drug testing policy should exude the consequences following positive drug test results. Consulting with attorneys is better concerning the actions and consequences of non-sober employees and workers.
Consulting with an Attorney
Consulting a legal expert before communicating to employees about the drug screening policy is better. Business owners should consult with attorneys to ensure their testing policies comply with state-specific regulations. Sometimes, it is best to leave certain aspects of drug testing policies to an expert. Skilled and experienced attorneys help navigate challenging circumstances concerning opiate consumption, medical marijuana laws, discrimination, and other parameters that directly influence drug testing policies.
What are the Don’ts?
Never Skip Details
A well-planned and executed drug testing policy safeguards the workforce and the organization. The policy should encompass details or questions like:
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Why conduct the drug test?
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What are the substances or drugs under evaluation?
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What are the testing methods?
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Which testing company or certified lab will screen the samples?
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Is there any retesting policy on employee appeals?
Avoid Ignoring the Drug Testing Regulations
Drug testing policy notice is not the only aspect that varies between states. Depending on the location, small businesses have to tailor their policies regarding drug testing in California. This is because some states have independent regulations for giving testing policy notices to employees and workers. Business owners should refer to the ACLU to understand the state’s in-depth requirements and stay compliant.
Never Share Test Results Publicly
Because an employee or a worker tests positive doesn’t give the employers the right to disclose it in front of other staff. Every employee or worker has the right to confidentiality and privacy. Sharing drug test results with co-workers, family, and friends is illegal. Organizations and firms should practice strict internal policies to keep drug screening results private and confidential between the managers and the employees/workers.
Not Discriminating between Employees
Small business owners should never practice discrimination or impartiality during the drug screening processes. Employers can’t get overwhelmed with personal relationships with employees in different stages of the testing process. It opens the path for discrimination. Every employee or worker should be treated equally and involve a third party in case of drug testing.
Conclusion
Understanding the dos and don’ts of drug testing in San Diego, California, helps small business owners implement well-planned and executed drug testing policies. Remaining compliant with state testing policies and regulations is necessary to avoid legal consequences and maintain a secure and productive workforce.
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