A written policy should tell employees what the organization expects and tell managers how to respond consistently. It should match the actual testing program, the work being performed, and the law in every location where covered employees work.
Which core subjects belong in the policy?
- The purpose of the program and employees or positions covered
- Prohibited drug- and alcohol-related conduct
- Testing circumstances and the criteria that trigger each test
- Specimen types, panels, collection procedures, and laboratory or rapid-testing process
- How employees are notified and where they report
- Consequences for verified results, refusals, adulteration, or failure to cooperate
- Confidentiality, record access, and result-reporting practices
- Available employee assistance, rehabilitation, or return-to-duty resources
- Contacts for questions and responsible program roles
Why should testing triggers be specific?
Terms such as post-accident and reasonable suspicion should have written criteria. Supervisors should not improvise a standard after an incident. Clear criteria support consistent decisions, better documentation, and safer transportation to and from a collection.
How should state and local law be handled?
Requirements differ across jurisdictions, particularly for marijuana, applicant testing, employee notice, confirmatory testing, disciplinary action, and voluntary drug-free-workplace programs. Multi-state employers may need jurisdiction-specific supplements instead of one identical procedure everywhere.
When should the policy be reviewed?
Review it before launch and whenever the company enters a new state, changes covered positions, adds a specimen type, changes service providers, receives a new client requirement, or encounters a regulatory change. Qualified employment counsel should review the final policy.
Frequently asked questions
Can an employer copy another company’s drug-testing policy?
That is risky. The policy should match your workforce, locations, testing program, applicable regulations, and actual procedures.
Should employees receive the policy before testing begins?
Employers should follow applicable notice and distribution requirements and make the policy accessible before enforcement.
Can Lab Test Solutions provide legal advice?
No. We coordinate testing services and program workflows; employers should use qualified counsel for legal review.
Authoritative sources
Use the current official rules and qualified counsel when making program or employment decisions.