dating websites vancouver One of the basic methods of managing risk is testing for employee drug use. Employee drug testing is a vital part of a full and comprehensive background check and improves organizational efficiency and effectiveness. If your company is developing its drug testing program or you are simply reviewing an existing program, here are five ideas to consider.

busco pareja en cusco 1. A Drug Testing Policy

buscar pareja chat Having a written policy and process in place is vital and provides a guideline for the company to follow and builds transparency throughout the organizations. Make sure it follows all state and federal laws and is in compliance to the latest requirements.

2. Randomized Testing

The effect of testing is increased when used both in the pre-employment background check and ongoing screening. Periodic drug tests will deter workers from using drugs and should be administered at random. This testing should be administered as soon as possible from the time of notification to minimize time and opportunity for falsification.

3. Match Testing Methods to the Need of the Business

A wide variety of drug tests are available, each suited for different needs. Organizations should evaluate all types to determine which is best for them. Urine or fluid testing is best for same-day and ongoing monitoring as it provides a detection window of one week, whereas hair testing may be best for initial screening as it provides a detection window of up to 90 days.

4. Customize Tests to the Job

Requirements for testing should vary depending on the job and the industry in which the individual will be working. Positions that involve driving or heavy machinery may require more testing than positions in managerial roles. Healthcare positions in which workers may have access to medications require testing on an ongoing on periodic basis. Customize your testing to meet each individual job and clearly identify which roles require testing and how often in your written policy.

5. Document Testing

Documenting the process is vital and can help protect the organization in the event of legal action or audit. Document everything from notification to the results analysis and work with the HR and Information managers to create a system that catalogs the process.

If you’re developing a new program or simply revisiting your current program, we’d love to talk with you to see how we might assist your organization.