NCJ Number
113820
Journal
Security Volume: 25 Issue: 9 Dated: (September 1988) Pages: 69-70
Date Published
1988
Length
2 pages
Annotation
Court challenges about employee drug testing programs are more likely to involve specific issues such as confidentiality, advance notice, and chain of custody rather than the employer's right to test.
Abstract
To avoid trouble, a company should clearly spell out every step of its drug program in a written policy, and that policy should be adhered to strictly. Employers should be aware of the limitations of drug tests: They are not a cure-all, and they cannot show how recently a drug was used or in what quantity. Once employers decided to implement a testing program, they must decide which testing option to use. These may include preemployment, incident, probable-cause, regularly scheduled, or random tests. Test procedures should be explained to employees, and they should be encouraged to participate in the process by completing paperwork and mailing in the sample. If a positive result is obtained, the initial screen should always be verified by a second test using a different chemical principle for analysis. Gas chromatography/mass spectrometry is widely held to be the most reliable confirmation method. If the confirmation is positive a medical review of the case should be conducted. Undercover investigation is briefly discussed as another means of drug detection.