What Is It?
A Drug Testing Policy form is a document used by an organization or employer to outline the expectations and procedures for drug testing of employees. This policy sets standards for the use of drugs and alcohol in the workplace and outlines the procedures for drug testing, including the types of testing that may be conducted, the circumstances under which testing may occur, and the consequences for employees who test positive for drugs or alcohol.
When To Use It?
A Drug Testing Policy form is used by an organization or employer to set expectations and procedures for the drug testing of employees. This policy is typically used when the organization wants to promote a safe and drug-free workplace, to ensure that employees are aware of the expectations for drug use, and to comply with any relevant laws and regulations.
The use of a Drug Testing Policy form is usually triggered by a variety of factors, including the need to maintain a safe and productive work environment, the need to comply with drug-free workplace laws and regulations, or the need to address concerns about drug use in the workplace.
What To Include?
Typically, a Drug Testing Policy form should include the following information:
- Purpose: A statement outlining the purpose and objectives of the drug testing policy.
- Scope: The scope of the policy, including which employees are subject to drug testing and under what circumstances.
- Types of Testing: A description of the types of drug testing that may be conducted, including pre-employment testing, random testing, reasonable suspicion testing, post-accident testing, and return-to-duty testing.
- Substance Abuse: A definition of substance abuse and the prohibited use of drugs and alcohol in the workplace.
- Testing Procedures: A description of the procedures for drug testing, including the collection of samples, the analysis of samples, and the reporting of results.
- Confidentiality: A statement outlining the confidentiality of drug testing results and the protection of employee privacy.
- Consequences: The consequences for employees who test positive for drugs or alcohol including suspension, termination, or referral for treatment.
- Review and Updates: A statement indicating that the policy is subject to review and updates and that employees will be notified of any changes.
Here is a free Drug Testing Policy Form Template to get you started!
| Policy number |
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| Date |
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| Pertains to |
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| Policy Requirements: |
| 1. Pre-Employment Testing: All job applicants may be required to undergo drug testing as a condition of employment. The results of the drug test must be negative before an offer of employment can be extended. |
| 2. Random Testing: Employees may be selected for random drug testing at any time during their employment. The selection process will be conducted in a fair and impartial manner. |
| 3. Reasonable Suspicion Testing: Employees may be required to undergo drug testing if there is reasonable suspicion of drug use, such as observed behavior or physical symptoms consistent with drug use, or a reported accident in the workplace. |
| 4. Post-Accident Testing: Employees may be required to undergo drug testing if they are involved in a workplace accident that results in injury or property damage. |
| 5. Return-to-Duty Testing: Employees who have failed a drug test or who have been involved in a drug-related incident may be required to undergo drug testing before they can return to work. |
| 6. Follow-Up Testing: Employees who have failed a drug test or who have undergone drug treatment may be required to undergo follow-up testing to ensure continued sobriety. |
| 7. Testing Methods: Drug testing may be conducted through urine, blood, hair, or saliva analysis. All drug tests will be conducted by a certified laboratory. |
| 8. Confidentiality: The results of drug tests will be kept confidential and will only be released to authorized personnel on a need-to-know basis. |
| 9. Refusal to Test: Refusal to undergo drug testing or tampering with the test results will be considered a violation of this policy and may result in disciplinary action, up to and including termination. |
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| Employee Signature Date: |
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| Manager Signature Date: |
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