Rehabilitation Drug Testing

Employers which promote a drug free workplace does not mean that they are without sympathy. Workplace drug testing can lead employers into a sensitive area rife with legal implications. It is important to ask, what the next steps are when an employee drug testing is positive?

First, it is important to note that a positive test result must be confirmed. This means additional testing which must also prove to be positive before the results are released to the agency requesting the screen.

In some instances, the company has very strict guidelines that they follow, others are catered more to the situation at hand.

An organization that promotes a drug free environment may require pre employment drug screening and based upon those results may decline to offer a position that has been applied for in the event of a positive result.
When the individual has already been established with the company, it sets in motion an entirely different set of rules. A positive drug screen may dictate that the employee immediately be relieved of their position, or placed on a long term suspension depending upon the company policy. Other regulations may request additional regular testing with negative results or offer rehabilitation assistance to the employee.

Random drug screening is a benefit to both the employee and employer. Often an employee that has a positive test may be faced with their first realization that they have a problem. For employers that are altered to a possible problem. This is a difficult and delicate situation for both the individual and employer, which cannot be ignored.

Addiction is a serious problem requiring treatment. It is also governed by several state and federal laws which protect both the employee and employer ranging from the right to treatment and stringent privacy laws.
After the required documentation and employee counseling following a positive drug test the next difficult step is reached. An employee may express a desire to participate in rehabilitation or deny the entire situation, either case should be handled in a compassionate manner.

In the event that the employee has decided to accept rehabilitation efforts, the employer may request that the individual participate in regular drug testing as a condition of their continued employment following their release from treatment. There may be a stipulation that the employee maintain negative results on the testing to prevent a discharge from their position. This again is regulated by state and federal laws.
As a stipulation of rehabilitation, it is not uncommon for an individual to agree to regular or random drug testing while participating in a treatment program as a part of their ability to remain in therapy. Nor is it uncommon for court mandated drug screening as a part of a stay in sentence for individuals seen in court.