Setting Up a Drug-Free Workplace
Whether you have 2 employees or 200, a drug-free workplace program protects your business, your team, and your liability. Here's the framework.
Written Policy First
Before you test a single employee, you need a written drug-free workplace policy. It defines what you test for, when, consequences, and employee rights. Without it, a positive result can be challenged. California employers are strongly encouraged to have one in writing — DOT employers are federally required to.
Define When You Test
Most programs include some combination of: pre-employment, random, post-accident, and reasonable suspicion testing. Each serves a different purpose. Not every employer needs all four — we'll help you figure out what makes sense for your business when you call.
Communicate the Policy
Employees and applicants must be informed of your drug testing policy before any test is administered. For most programs, this means including it in your offer letters, employee handbook, and having employees sign an acknowledgment. Documented notification protects you legally.
Choose the Right Test
Non-DOT employers can choose their panel — 5-panel covers the most common substances, 10-panel adds prescription drug abuse coverage. DOT employers have no choice — the federal 5-panel is mandated. See our test comparison table below.
Train Your Supervisors
For reasonable suspicion testing to hold up, supervisors must be trained to recognize and document signs of impairment. Without proper training and documentation, a reasonable suspicion test can be legally challenged. DOT requires 60 minutes of alcohol and 60 minutes of drug training per supervisor.
Call On Point to Handle the Rest
Once your policy is in place, we handle everything else — we come to your location, perform collections, maintain chain of custody, and get results back to you. No clinic trips, no lost productivity, no paperwork headaches on your end.