In a previous post, we shared a couple of reasons why drug-free workplace plans don’t work, and we would like to share some more.
While it is important for organizations to consistently implement the policies that they have in place, it is as important to ensure that these policies are timely and updated. What this means is that consistency should not be the be-all and end-all of company policies, and should not be a reason to prevent companies from reviewing the policies that they have in place in order to meet changing needs.
A document from the DEA suggests training supervisors thoroughly. Supervisors ought to understand and feel comfortable with the factors that point to “reasonable suspicion” that drug or alcohol use is getting in the way of job performance. Another reminder is to have a system of checks and balances: when a supervisor notices signs of drug and alcohol abuse, someone higher than the supervisor should review the observations before the employee is required to undergo a drug test.
It is helpful to keep in mind that prevention is cheaper than actually dealing with a drug or alcohol-related accident at work. This makes drug testing important, because it is a good way to prevent accidents due to drug use from happening at work.
It is also important to have a little bit more belief in drug testing, instead of being resigned to the fact that people cheat on drug tests all the time. There are labs that can beat anyone who tries to cheat by also testing for adulteration, substitution or specific gravity, so it is suggested that organizations pick labs that provide this extra service.