OVERVIEW OF DRUGS IN THE WORKPLACE
The Oregon Business Council also reports that drug abusers are four times more likely to have accidents, two and a half times more likely to be absent more than once a week, and five times more likely to file a worker’s comp claim. On average, a drug/alcohol abuser costs his employer $9,000 to $21,000 per year, and the human costs in accident and loss of life are incalculable.
Bio-Med understands that time is money. We have developed a simple, quick process for enrolling companies in our programs. One phone call is all we need to start. We will ask some questions and tailor a program for your company, and in most cases, you are ready to initiate your program on the same day you call.
If not, we will provide you a sample drug policy designed for your industry and help you set-up your program. We will also offer you a quick review of your current policy and may make recommendations based on current industry standards and practice. Bio-Med always recommends that you consult your attorney to finalize any policy changes. For companies who need legal policy advice, Bio-Med has partnered with attorney Kayla R Franz, Legal Assistant – Litigation and Employment Practice Groups. Kayla offers a package of services that includes policy support and consultation, specially priced for Bio-Med clients. She can be contacted at 503-399-1070 or email@example.com.
- Do you list the laboratory testing cut-off levels for each drug you are testing for?
- Do you list the prohibited level of alcohol?
- Do you require employees to report the name of medications they are taking to the company?
- Do you list the methodology of confirming a test as positive?
- Do you specify what behavior constitutes a “refusal to test” (adulteration, tampering)?
- Do you specify the specific reasons under which a test will be required (Pre-employment, Reasonable Suspicion Post-Accident)?
- Do you clearly articulate the consequences of testing “non-negative”?
- Do you specify if a “last-chance” agreement may be offered?
- Do you list the methodology for testing for drugs and alcohol?
Some companies limit testing to pre-employment and reasonable suspicion, while others also conduct post-accident and random testing. If a company offers a second chance program, follow-up and return-to-duty testing are also needed. Whatever your wishes, we can customize a program to fit your company’s budget and needs.
Program Options Include, though not limited to:
- DOT-regulated testing, non-DOT testing or both
- Lab screening or instant screening (five minute negative results)
- Medical Review Officer services–Dr. reviewed lab-positives to protect you from legal liability.
- On-site, mobile collections or clinic-based collections at one of our hundreds of sub-contracted collection facilities throughout the nation
- Testing panels ranging from three-drug to 12-drug
- Supervisor and Employee Education Classes
Do they understand federal confidentiality regulations and DOT requirements for Designated Employer Representatives? If not, we offer comprehensive training programs and ongoing, no-charge consulting for all our clients.