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A Favorite Employee Tests Positive for Drugs. Now What?
SEPTEMBER 11, 2014
You never think that your employee of the month, your top salesperson or your friendliest receptionist will test positive for drugs. But it happens.
Substance abuse isn’t uncommon in the workplace. A recent study showed that 70 percent of the estimated 14.8 million Americans who use illegal drugs are employed. And drug abuse costs employers $81 billion annually. The most abused drug is marijuana, followed by cocaine and prescription drugs.
Through the years, I’ve seen a lot of employers make mistakes when dealing with employees who are abusing drugs. And while it’s never an easy situation to face -- especially when the employee is a friend or a valued team member -- if you’re prepared, you’ll be able to make the best decision for the employee and the company.
Handle positive drug tests with a level head.
It’s vital for companies to have drug-esting procedures and policies in place before they begin testing employees. The procedures should clearly state the type of tests to be used, their frequency and the consequences for positive results.
If an employee tests positive, it can be a difficult and uncomfortable situation. Following these steps can help resolve the issue efficiently:
1. Anticipate excuses. Often employees won’t admit they’ve taken drugs. Whether they blame it on secondhand smoke, a faulty test or a poppy-seed muffin, you need to expect this type of response and know how to respond in an effective manner to unveil the truth.
2. Retest and confirm. I always recommend that an employee be re-evaluted after testing positive for drugs. For the follow-up test, use a qualified lab and be sure the results are confirmed by a medical review officer. If the employee tested positive because of a medication taken, a medical review officer can make note of that.
3. Consult a lawyer. Always have an attorney review the company’s policies for drug tests before conducting them. But if an employee tests positive, consult the lawyer once more about the proper (and legal) actions to take. States have different laws regarding treatment, termination and probation.
4. Remove the employee from the workplace. The employee should be relieved of all duties at work, particularly if she or he performs a safety-sensitive job.
5. Offer the services of an employee assistance program. This should be done before considering termination. Termination shouldn’t always be the consequence of testing positive for drugs, especially if it’s an employee’s first offense. Some states prohibit immediate termination.
Instead, provide the staffer the opportunity to participate in an employee assistance program for treatment or counseling. If the staffer refuses to participate or doesn’t complete treatment, however, termination may be the next step.
6. Set a probation period. If an employee participates in the assistance program and returns to work, the focus should be on continued recovery and easing back into work duties. Consider removing certain responsibilities or privileges for a period of time as a consequence of the positive tests or requiring temporary supervision and subsequent drug tests.
continued here http://www.entrepreneur.com/article/237317
.......................................................................................................................................
NSA's list..
1) How about fuck off and mind your own goddamn business.
SEPTEMBER 11, 2014
You never think that your employee of the month, your top salesperson or your friendliest receptionist will test positive for drugs. But it happens.
Substance abuse isn’t uncommon in the workplace. A recent study showed that 70 percent of the estimated 14.8 million Americans who use illegal drugs are employed. And drug abuse costs employers $81 billion annually. The most abused drug is marijuana, followed by cocaine and prescription drugs.
Through the years, I’ve seen a lot of employers make mistakes when dealing with employees who are abusing drugs. And while it’s never an easy situation to face -- especially when the employee is a friend or a valued team member -- if you’re prepared, you’ll be able to make the best decision for the employee and the company.
Handle positive drug tests with a level head.
It’s vital for companies to have drug-esting procedures and policies in place before they begin testing employees. The procedures should clearly state the type of tests to be used, their frequency and the consequences for positive results.
If an employee tests positive, it can be a difficult and uncomfortable situation. Following these steps can help resolve the issue efficiently:
1. Anticipate excuses. Often employees won’t admit they’ve taken drugs. Whether they blame it on secondhand smoke, a faulty test or a poppy-seed muffin, you need to expect this type of response and know how to respond in an effective manner to unveil the truth.
2. Retest and confirm. I always recommend that an employee be re-evaluted after testing positive for drugs. For the follow-up test, use a qualified lab and be sure the results are confirmed by a medical review officer. If the employee tested positive because of a medication taken, a medical review officer can make note of that.
3. Consult a lawyer. Always have an attorney review the company’s policies for drug tests before conducting them. But if an employee tests positive, consult the lawyer once more about the proper (and legal) actions to take. States have different laws regarding treatment, termination and probation.
4. Remove the employee from the workplace. The employee should be relieved of all duties at work, particularly if she or he performs a safety-sensitive job.
5. Offer the services of an employee assistance program. This should be done before considering termination. Termination shouldn’t always be the consequence of testing positive for drugs, especially if it’s an employee’s first offense. Some states prohibit immediate termination.
Instead, provide the staffer the opportunity to participate in an employee assistance program for treatment or counseling. If the staffer refuses to participate or doesn’t complete treatment, however, termination may be the next step.
6. Set a probation period. If an employee participates in the assistance program and returns to work, the focus should be on continued recovery and easing back into work duties. Consider removing certain responsibilities or privileges for a period of time as a consequence of the positive tests or requiring temporary supervision and subsequent drug tests.
continued here http://www.entrepreneur.com/article/237317
.......................................................................................................................................
NSA's list..
1) How about fuck off and mind your own goddamn business.
