Pre-employment drug screening is a must
Are drug screens legal? Recently, I overheard a conversation at a meeting where two people were discussing the legality of pre-employment drug screens. Are they legal? Yes. Are they necessary? Absolutely. Pre-screening or background checks are necessary to make sure that employers make the right decision for their businesses.
Any employer can set up a drug screening program provided it is administered fairly and in accordance with federal and state laws. It should not be a hit or miss. According to many, small businesses experience the greatest number of substance abusers. Substance abusers shy away from those companies that have drug-free programs in place and go to work for the small business that may not have such a program. The benefit of having a drug screening policy is that it is proven to decrease workplace accidents, production costs, medical costs, workers comp premiums, turnover and theft.
Typically, small businesses experience the greatest burden of substance abusers. Substance abusers shy away from companies who have drug-free workplace programs in place and go to work for the small businesses without a program so they remain undetected.
Substance abuse testing can decrease workplace accidents, production costs, medical costs, workers compensation premiums, turnover, theft and shrinkage. By implementing a substance abuse program, companies also boost employee morale and loyalty.
Let me tell you a story. A local organization hired a professional person in his mid-40s for a responsible job. This person was also a parent, active in his church and community, and came with very good references. Shortly after completing a 90-day orientation period, the person started demonstrating unusual behavior at work. One day, this person was noticed to be evasive and never making eye contact. He seemed distracted and very nervous. When his supervisors finally cornered him, he thought they suspected something strange. They told them they were suspicious of something and asked for him to accompany them to the employee health office. After a discussion with the company nurse, the person finally admitted to abusing pain medications, which was affecting him at home and at work. This person agreed to go into drug rehabilitation. The employer investing quite a lot of money in the rehab program, brought in a temp during the 10-week rehab, and when the person returned to work after approximately four months, he ended up within one week back at the same point. The employer was left with no recourse but to fire him. The employer tried to “save” this person, but it didn’t work. After the person was gone, the employer found money missing from petty cash, files were not accurate, and there were other issues discovered which cost the company dearly to repair. Carrying this individual was quite an expensive ordeal. This company did not do pre-employment drug screening.
This story is a good example of an expensive result of not investing in a quick test that costs less than $50.
Each employer should be checking references on each person considered for employment. They should also consider doing background checks, to include state, county and federal. In my company, we check all three jurisdictions. There have been several cases where we get back a negative county, with no mention of the issue on their state or federal check.
Take my advice. Check out anyone you are considering for hire. It will save you money, time, and make your company stronger by hiring only the best.
