Miriam Wagakira

A Guide to Managing Random Drug and Alcohol Testing Image Source: Pexels Gone are the days when only the unemployed lower class were perceived to be drug users. Modern scientific discoveries have shown the benefits of substances such as cannabis, which are now used to relieve pain and anxiety. It is no surprise that working professionals have taken up recreational drug use for this very reason, especially cannabis. Despite its legality, cannabis can lead to poor impulse control, loss of concentration, and poor motor skills. This is especially dangerous in technical fields where heavy machinery and people’s lives are at risk, so employers should conduct random FAA drug testing to ensure that drug abuse does not occur at the workplace. To maintain and manage proper random drug and alcohol testing, you should consider enforcing the following measures to help you manage random alcohol and drug testing: 1. Implement a Random and Scientific Selection Process With regard to FAA standards, an employee can receive a medical certificate after negative results. This same employee may be tested severally owing to the random selection. This is most preferable since the employees will not be aware of upcoming tests, thus eliminating instances of forced compliance to the drug standards or attempts at deceit. Employees will be more likely to be cautious at all times since they may get clean for a drug test but engage in risky behavior later on. The FAA drug tests are random in nature, and there is no specific method to select who undergoes the test when. This test is normally reserved for not only aviation staff but government contract employees and those in the transport industry. This is especially important since drug-addicted employees cost employers millions annually and can lead to legal liabilities in case of any harm or injury. The tests range from hair follicle to urinalysis, so you can receive quality and reliable results as an employer. Hair follicle tests, in particular, can show drug use that has occurred over the past 90 days. Image Source: Pexels 2. Maintain Proper Records of the Entire Drug and Alcohol Testing Process The drug and alcohol testing process can lead to employees losing their role if they carry out safety-sensitive roles. Disgruntled employees can turn to litigation in such instances, which is very bad for the business. Legal issues are rarely good for business, so it is important to protect from such an occurrence. Records showing that the employee was aware of random drug testing when they began work, fairness of the process, and the consequences thereafter were fair help show that there was no discrimination whatsoever. This can happen if an employee notices that they have been selected severally while their colleagues were not chosen as frequently, so it is important to explain the random selection process. This documentation is best kept by human resources who manage the employees. 3. Follow State and Federal Regulations Employees who choose to seek litigation might have a potential case if the process was illegal. Matters such as consent and prior knowledge before accepting the job help the firm avoid litigation. The methods used should also avoid infringing on the employee's rights and should be in accordance with industry standards as well. One of the FAA standards is that 25% drug and 10% alcohol safety-sensitive drug tests should occur annually. This is the main reason an external medical examiner is used since they comply with federal and state laws and are not subject to employer terms. Their qualifications and certifications hinge on their skill and professionalism, so they will not risk their livelihood. Image Source: Pexels 4. Implement Policies to Help Good Employees Who Fail Drug and Alcohol Tests Due to random testing, your best employees may wind up failing their drug test. Most employers do not think of this until it happens. It is important for you to formulate provisions to help addicts recover or get help without enforcing overly strict rules for them. Polices should be evaluated for their effectiveness and relevance with regard to the current industry environment and standards. This should be on a case by case basis with an understanding of their problems. A good and understanding workplace will help you retain the best employees and attract top talent from others too. 5. Conduct Reasonable Suspicion Tests If You Suspect Someone If one of your employees displays erratic or suspicious behavior, you may seek a Reasonable Suspicion Test which involves the use of proper communication and proper documentation to allow this. Companies can undergo Reasonable Suspicion Training if they wish to understand this process and execute it properly. Signs an employee may be using drugs include a change in personality, secrecy, increased bathroom breaks, challenges socializing with coworkers, and aggression. You should be able to guarantee confidentiality and help them receive assistance in their time of crisis. Image Source: Pexels Conclusion A professional workplace requires compliance and discipline, which drug and alcohol tests help employers achieve. These tests can help a company achieve better employee retention and productivity if enforced properly, thus guaranteeing success and growth. References https://www.drugfreebiz.com/faa/faa-drug-testing-differences/ https://disa.com/drug-alcohol-testing/random-drug-testing-policies https://inoutlabs.com/blog/exactly-random-drug-test/