Overview | General | DOT Regulated | Drug Free Workplace
Many large companies now require substance abuse testing by their sub-contractors and/or vendors. Also, some trade unions advertise that their members are subject to testing…and question whether or not employees of non-union competitors are equally well screened. Some in-home services (e.g., a well-known carpet cleaning service) advertise the fact that their employees are drug-screened. So, aside from cost savings from such things as reduced accidents, absenteeism, turn-over, worker’s compensation, etc., companies are now beginning to realize competitive advantages of substance abuse testing.
If your company conducts (or would like to conduct) drug/alcohol testing on non-regulated employees (i.e., not regulated by the Department of Transportation), we strongly urge you to use our DFWP Model Program as a basis for your program. This program is based on DOT standards, but also contains elements that are relevant to ADA (Americans with Disabilities Act), and the Drug Free Workplace Act.
You should have your policy and program reviewed by legal counsel versed in the laws of the particular state(s) in which you conduct business. With that understanding, the DFWP Model Program will be a very good foundation for most applications. Some people view “non-DOT” testing as being “non-regulated” and thus generally (especially in states with few laws regarding drug testing) giving the employer a greater degree of “freedom”. Be advised:...even if your home state has no laws relative to non-regulated drug testing a poorly constructed or implemented program could lead to civil entanglements..
A good place to start for information about drug/alcohol testing laws in each state is:
How do I get a DFWP Model Program?
Enroll in a Drug Screens Plus testing program.
Contact Jim Carlyle at 800-459-9012 xt 787.