Its purpose is to illustrate possible language and highlight considerations that arise when implementing a drug-free workplace policy and program. Always consult with an attorney and other relevant professionals before implementing a policy. Comprehensive Policy Template Drug and Alcohol Testing Policy Template Comprehensive Policy Template [Company name] is committed to providing a safe work environment and to promoting and protecting the health, safety and well being of our employees.
An employer may test an individual for any or all of such drugs. If, in addition to the above activities, an employee assistance program provides diagnostic and treatment services, these services shall in all cases be provided by service providers pursuant to s.
Among other things, such facts and inferences may be based upon: Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug.
Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. A report of drug use, provided by a reliable and credible source. Evidence that an individual has tampered with a drug test during his or her employment with the current employer.
Information that an employee has caused, contributed to, or been involved in an accident while at work. In order to qualify as having established a drug-free workplace program under this section and to qualify for the discounts provided under s. However, an employer does not have a legal duty under this section to request an employee or job applicant to undergo drug testing.
If an employer fails to maintain a drug-free workplace program in accordance with the standards and procedures established in this section and in applicable rules, the employer is ineligible for discounts under s.
However, an employer qualifies for discounts under s. An employer who qualifies for and receives discounts provided under s. The types of drug testing an employee or job applicant may be required to submit to, including reasonable-suspicion drug testing or drug testing conducted on any other basis.
The actions the employer may take against an employee or job applicant on the basis of a positive confirmed drug test result. A statement advising the employee or job applicant of the existence of this section. A general statement concerning confidentiality.
Procedures for employees and job applicants to confidentially report to a medical review officer the use of prescription or nonprescription medications to a medical review officer both before and after being tested. A list of the most common medications, by brand name or common name, as applicable, as well as by chemical name, which may alter or affect a drug test.
A list of such medications as developed by the Agency for Health Care Administration shall be available to employers through the department. The consequences of refusing to submit to a drug test. A representative sampling of names, addresses, and telephone numbers of employee assistance programs and local drug rehabilitation programs.
A statement informing the employee or job applicant of his or her responsibility to notify the laboratory of any administrative or civil action brought pursuant to this section. A list of all drugs for which the employer will test, described by brand name or common name, as applicable, as well as by chemical name.
A statement regarding any applicable collective bargaining agreement or contract and the right to appeal to the Public Employees Relations Commission or applicable court. A statement notifying employees and job applicants of their right to consult with a medical review officer for technical information regarding prescription or nonprescription medication.
An employer having a drug-testing program in place prior to July 1,is not required to provide a day notice period.
Job applicant drug testing. Routine fitness-for-duty drug testing. In those cases, the employer has the option to not require followup testing. If followup testing is required, it must be conducted at least once a year for a 2-year period after completion of the program.
Advance notice of a followup testing date must not be given to the employee to be tested. Labeling of specimen containers so as to reasonably preclude the likelihood of erroneous identification of test results. A form for the employee or job applicant to provide any information he or she considers relevant to the test, including identification of currently or recently used prescription or nonprescription medication or other relevant medical information.
The form must provide notice of the most common medications by brand name or common name, as applicable, as well as by chemical name, which may alter or affect a drug test.The Office of National Drug Control Policy (ONDCP) works to reduce drug use and its consequences by leading and coordinating the development, implementation, and assessment of U.S.
drug policy. Drug Free Workplace Program: Virginia Five easy steps to implementing a Drug Free Workplace program in Virginia and receiving the state mandated 5% discount. FAQ: Drug-Free Workplace Policy alcohol problem or is in a treatment program? Drug and alcohol treatment programs are legitimate reasons to use paid or unpaid leave time.
Supervisors/managers should advise the employee that The Ohio State University Employee.
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Alcohol and Substance Abuse Policy (Company name) is a drug and alcohol-free workplace. The use of or being under the influence of illegal drugs and/or alcohol is inconsistent with the behavior expected of employees.
The Department of Health and Human Services (``HHS'' or ``Department'') has revised the Mandatory Guidelines for Federal Workplace Drug Testing Programs (Guidelines), 73 FR (November 25, ) for urine testing.
Drug-Free Safety Program (DFSP) information This law does not impact the policies or operations of BWC's Drug-Free Safety Program (DFSP). Post-accident, random and other forms of testing in BWC's drug-free workplace programs are still permissible and do NOT address claim compensability.