Pre-Employment Drug Screening
Purpose of Process (see below how HRnetSource can help):
To maintain a drug [and alcohol]-free workplace and provide a safe and productive work environment.
Recommended Steps in the Process:
Process Set-Up
Contact local Drug Testing companies (you can Google under Drug Detection and Testing). Also, ask companies with established pre-employment drug testing programs which drug testing companies they use. Tour the drug screening facility for general appearance and efficiency of operation. Ask for names of existing clients of the drug testing company in order to check references. For the convenience of the applicant, ensure that the drug testing company has a collection facility near your company location.
Process
- Extend an offer of employment contingent on passing the
pre-employment drug screen (see sample
offer language).
- Upon receipt of the signed and dated Acceptance Page of the
offer letter (second page of the offer letter which contains the
pre-employment drug screen language),
and the signed application form that contains pre-employment
drug screen acknowledgment, contact the candidate to schedule
the drug test.
- Advise the applicant what is needed for the screen. This
typically includes:
- The applicant's social security number and telephone number
- Pre-Employment Drug Test Consent form (supplied by the drug testing company)
- Directions to the drug testing facility.
- Schedule the drug test with the drug screening company.
- Contact the drug screening company in 3 to 5 days if the drug
screening results have not been received.
- If the applicant cleared the test, notify the applicant and
the applicant's manager. Confirm the start date.
- If the applicant did not pass the test, issue a letter to the applicant that retracts the offer. Advise the applicant of the retesting policy.
Three to five days is typical for processing drug tests. Establish a policy of retesting in case an applicant fails the test. Allowing a retest after 18 months is common.
California courts have ruled that current employees can only be drug tested for reasonable cause although pre-employment drug tests can be conducted across-the-board.
Many companies provide drug and alcohol awareness information to employees, including the company Drug and Alcohol Control Policy. The company can also advise employees of how the Employee Assistance Program (EAP) can assist employees with problems associated with illegal drug or alcohol abuse. The EAP can perform the essential follow-up role for those employees who go through a drug or alcohol treatment program.
A supervisory awareness program can assist supervisors in recognizing employees with possible illegal drug or alcohol problems through the observation of specific, objective behavior or performance criteria, and referring these employees to the EAP for assistance.
Information on the pre-employment drug testing requirement and links to required forms can be included on the Online Employment Application™.
Pre-employment drug testing submission and results can be tracking in HRSource™. HRSource can also automatically remind the HRSource user if drug testing results are late.
