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As you may know, SAMHSA's Division of Workplace Programs (DWP) oversees programs to eliminate illicit drug use in federal workplaces and helps all workplaces become drug-free. Drug-Free workplace programs are comprehensive programs that address illegal drug use by federal employees and in federally regulated industries. However, DWP is responsible for non-regulatory development, implementation, and sharing information about introducing, managing, and evaluating evidence-based drug-free programs for all workplaces.
Why a Drug-Free Workplace?
If you have legal requirements for a drug-free workplace policy and program and comply with those requirements, you will reduce the chances that your organization will experience legal issues. First, you will be meeting the needs of the law. Second, you will be able to reduce drug-related accidents and the liability issues and lawsuits that can arise from such accidents.
Common reasons for implementing drug testing programs:
• Prevent hiring drug abusers
• Decrease lost time at work
• Decreased absenteeism
• Increase workplace safety
• Lessen the likelihood of workplace theft
• Provide a safer workplace
• Increase productivity
• Lessen accidents at work and worker's compensation claims
Drug-free workplace programs can help employers create safe, cost-effective, and healthy workplaces. Most successful drug-free workplace programs have five key components:
1. A written policy
2. Employee education
3. Supervisor training
4. An employee assistance program (EAP)
5. Drug testing
Thanks to DWP, you can find information to help employers develop and sustain successful drug-free workplace programs, such as:
1. Workplace Prevention Basics
2. Build a team
3. Assess your workplace
4. Develop a policy
5. Plan and implement a program
6. Evaluate your program
7. Provide support
And essential information about drug testing and certified lab list is also found on the SAMHSA's Division of Workplace Programs website.
The most common form of drug testing performed is pre-employment screening. It's a proactive measure to help protect a company from the possible negative impacts of hiring a drug abuser. Other common forms include post-accident, random, reasonable suspicion, and periodic. In most cases, privately-owned companies can decide what type of drug testing they will perform unless they are subjected to specific federal regulations due to safety-sensitive positions.
At Halux Diagnostic, we have various drug tests to choose from that can be used during the pre-employment process. If you are not sure which test to choose, visit our website at www.haluxdiagnostic.com to learn more about our available test options.