Employers in the USA lose about $81 billion to their employees’ drug use annually.
disabled dating sites free The problem isn’t simply one of absenteeism and lack of productivity. Illicit substances are detected in 35% of patients treated for an occupational injury, and in 16% of those treated for injuries in emergency rooms. Staff turnover is exponentially higher in drug users, too. The problem is best dealt with before you hire given the complexity of coping with existing staff’s substance abuse. Most private companies aren’t federally mandated to test, but there are more benefits to pre-employment screening than you might imagine.
dating sites for free in usa Some states offer a discount on workers compensation premiums if they work towards creating a drug-free work culture, but legal liability can become more costly than any expense a lowly insurance company can drum up. Staff who hurt themselves on the job while intoxicated can and do hold employers liable for their medical treatment.
secret dating website Occupational safety laws are another fly in the ointment for employers who fail with their pre-employment screening. Certain agencies and industries such as the U.S. Coastguard, transportation sector, and NASA must legally test their staff. OSHA and state occupational safety laws can also be violated if an employee uses illicit substances in the workplace.
online dating sites international Pre-employment screening is a part of American life, and it can be done legally if you have the guidance of a specialist pre-employment screening professional. U.S. courts have given broader authority to employees to run pre-employment screening tests. During the last 10 years, congress has authorized drug testing as long as the way it’s conducted doesn’t go against the U.S. constitution. Fourth Amendment privacy rights muddy the waters of the drug testing issue somewhat. Corporations are thus limited with how and when they can legally do drug screens.
Discriminatory drug testing is illegal. You may not single out only certain demographics for drug screening without staying safe from a discrimination claim. It’s rational and lawful to, for example, test only those who reach the final stage of the interviewing process, but illegal to test only a certain age group, nationality, or race.
Discrimination against disabled applicants can land you in hot water. The most common drug screens pick up legally prescribed medications including opioids, pseudoephedrine, and benzodiazepines. Medical marijuana use is also legal in over 20 states. Failing to hire an applicant who takes prescribed medications puts you at risk of breaking the law laid down in the Americans with Disabilities Act.
Invasion of physical privacy by conducting screening tests in a way that requires the applicant to undress in front of someone else can violate privacy.
Mandatory Pre-Employment Screening Techniques
The U.S. Department of Health and Human Services has made pre-employment screening law easier to navigate by drafting the “Mandatory Guidelines for Federal Workplace Drug Testing Programs”. The document covers what employers need to do to avoid sample mix-ups, keep their quality control squeaky clean, and conduct urine collections correctly.
The Right to Decline
Applicants have the right to decline pre-employment screening, but this generally means they’re withdrawing their application entirely. Some unions also negotiate the terms of drug tests. State laws offer more in-depth information about your screening rights.
Only 29% of today’s private employers don’t do pre-employment screening. The majority of HR departments have chosen to maintain screening programs for excellent reason. Productivity and performance levels soar as a result. Today’s cut-throat business environment means that any organization that wishes to succeed must take every possible step towards increasing their competitive edge. Your staff are your most valuable resource. They should be hired with extreme care.