Blog Post: Are you hiring those that are Under the Influence?

Today we had our HR Roundtable on Drug Testing and the Workplace. Expert Drug Testing conducted the Very Informative presentation. Here are some things that were discussed...

Currently as the employer, you are NOT required to allow those with Medical Marijuana Cards to be "Exempt" from your Drug Free Workplace policies. But, make sure your policy is written to support this. Also, you must be consistent in practice.

Organizations are recommended to utilize "Hair" testing in addition to urine testing as part of the pre-employment screening. The recommendation for the "Hair" testing comes from its ability to actually see about 90 days worth of the prospective employee's "Lifestyle." The drawback to the Hair test is that THC is not as easily detected as one would find in a urine test.

Remember you can, and are in many cases required to, do drug testing (an alcohol) in safety specific positions. Also, write your policies to support automatic drug testing after workplace accidents.

Have supervisors and managers use a reasonable suspicion checklist to support sending people to drug testing when they are suspected to be under the influence... Look for signs in their appearance, behavior, odors, eye movement, speech, and any physical evidence.

Finally, be aware of what those that you compete with for talent are doing as far as drug testing. If all of your competitors drug test and you do not... It stands to reason that you are getting the applicant (and employees) that can't pass the drug test. (Not necessarily every time... But, certainly a possibility!)