Drug Testing When You Are a Multi-state Employer

Multi-state employers with drug-testing policies must ensure they are complying with the various state laws that apply. However, every state is different. For example, some states have different definitions of terms like “reasonable suspicion,” as well as different steps employers must follow with after a worker tests positive for illicit drug use. Continue reading “Drug Testing When You Are a Multi-state Employer” »

Illegal Drug Use Leads to Higher Thoughts of Suicide: What Can Employers Do?

Employers, surely the mental and physical health of your employees — both on- and off-the-clock — is one of your highest concerns. So did you know that drug use can not only adversely affect a person physically, but also mentally?

A recent study by the Substance Abuse and Mental Health Services Administration (SAMHSA) concluded that adults who use illegal drugs have more thoughts of suicide than their non-using counterparts. Concluded from data collected in their 2012 National Survey on Drug Use and Health report, SAMHSA’s research reveals the very real impact of drug use on mental health.

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How to Handle On-the-Clock Drug Use

Our last post explored what to do when you suspect an employee of off-the-clock drug use. Although the signs of on-the-clock drug use can be similar to off-the-clock abuse — such as increased moodiness, excessive weight loss, poor work performance, and argumentative behaviors — handling drug use at the workplace is a different process.

When an employee engages in drug use when on-the-clock, they put their coworkers, clients, and customers at risk, posing medical, financial, and legal liabilities to your company. Worried that one of your workers is unfit for duty do to drug use? Here’s how to proceed.

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