Drug screening is an important step in candidate evaluation for many firms. For some positions, it is vital to workplace and/or public safety. Yet, organizations are bound by law to ensure their drug screens are handled properly and without partiality. Following are a few “top tips” for drug screening within the bounds of the law. To read more details, we invite you to review the guidance on our Resources page.
- Develop a clear, complete company policy. For assistance, the Department of Labor’s Drug-Free Workplace Advisor site may be helpful.
- Stay abreast of your responsibilities as an employer. The Department of Transportation has some helpful information in this regard.
- Maintain proper records. Depending on the tests or results, you may need to keep records anywhere from one year to five years.
- Ensure test review personnel are properly trained. Evaluations should be conducted by staff that are cognizant of the finer nuances of interpreting results, such as the differences between diluted, substituted, adulterated and invalid results.
- Play fair. The rules regarding random screens should be the same for all employees.