We know that in 2018, the majority of employers are running basic drug tests on potential employees. This is the standard, and it’s a good one that has been serving its purpose for decades. But there are chinks in this armor that shouldn’t be ignored. After all, while a person can pass a drug test initially, what’s stopping them from using illegal substances once they get the position?
That’s where Reasonable Suspicion (also known as For-Cause) Drug Testing comes into play. Sometimes it becomes obvious that an employee is under the influence, and at that point has become a liability to the employer. With the overall rate of drug use in the United States on the rise (according to the national Institute on Drug Abuse), it is important that you consider Reasonable Suspicion Drug Testing as an option, especially when the employee would have direct contact with the general public.
This type of testing is discretionary, so of course careful paperwork and procedures must be followed. Things to define in your procedures include what type of test you will conduct and what would qualify an employee to be tested under reasonable suspicion, like:
- Slurred or impaired speech patterns
- Generally erratic behavior
- Obvious confusion or disorientation
- Noticeable odor of alcohol
- Physical evidence of the presence of an illicit substance
- Unsteady or unstable walking or standing
The ability to act on evidence-based suspicion is an important part of creating a continually safe workspace, not just for your employees, but for your customers as well. Consider evaluating your drug testing program and checking with your legal consultants to see how Reasonable Suspicion Drug Testing can positively impact your workplace!
*GIS’ Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.