Can a company randomly test an employee?
Random testing is required by certain DOT regulations; for non-DOT regulated employees, the answer depends on applicable state and local law. Nonetheless, it is recommended that you first notify employees of the workplace rules, including random testing provisions within the drug free workplace program. Notification should be in writing and a consent form may be required.
Considering how marijuana is more commonly used for recreational and medical purposes, are there legal implications if companies remove marijuana from drug screening?
Other than DOT regulations, workers’ compensation credits, and other possible contractual obligations, there are no current legal implications for omitting marijuana or any drug from a drug testing program.
What happens when an employee is notified that a random auditor is coming for an inspection and, knowing that they are under the influence, quickly contacts HR to avoid getting into trouble? Can this be prevented?
There should be a provision in the drug testing policy that states that assistance must be requested prior to “testing day”. There should also be a provision that does not allow employees to self-identify as having a substance abuse problem with the purpose of avoiding drug testing or disciplinary action. Moreover, it is recommended to also note that that assistance can be provided following a positive test.
What if employees are union contract employees and don’t know the specific language regarding the drug and/or alcohol testing policy?
The collective bargaining agreement must be consulted in this case. Generally speaking, all policies in the collective bargaining agreement should be reviewed regularly.
Does alcohol abuse put you at the same amount of risk as drug abuse? How would you test to see if an employee has been drinking?
Both present significant and generally unacceptable levels of risk. Alcohol testing can be done with breath alcohol testing, blood testing, or urine testing.