Drug Free Workplace
Program

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Key Elements

While employers are required to conduct substance screens for employees covered by the United States Department of Transportation (DOT), a large number also have implemented Drug-Free Workplace (DFWP) policies that cover all personnel.

A written policy

A written policy

A written policy

Employee training and refreshers

A written policy

Supervisor training

A written policy

Employee support

A written policy

Substance screening

DFWP programs

Custom DFWPs have been shown to improve performance in several areas of an organization. HHS reports that employers who implement and maintain these programs:

  • Experience improvements in morale and productivity among the workforce;
  • Have seen decreases in absenteeism, workplace incidents and injuries, downtime, turnover and theft;
  • Create stronger relationships with clients, customers and the general public; and
  • May qualify for incentives from liability insurance carriers and worker compensation providers.
DFWP programs

Program development

We assists companies with program development and training materials, as well as in finding the best location(s) to do substance screening. Our experienced consultants will work with you to create a DFWP that works for your environment with a focus on how it best benefits your employees. We can randomize your roster and provide a list of employees to be tested at intervals you determine. The program works when it is made specifically for you.

We will provide required chain of custody forms and a randomized list of employees to be tested at intervals you determine.

We assist companies with program development

Types of Tests

1

Pre-Employment

performed prior to official hiring. Employers can use this as a condition of employment.

2

Post-incident

performed after an incident. This may be required by Worker’s Compensation agencies or clients and may provide insight into contributing factors of the incident.

3

Random

performed at intervals determined by the company. The entire employee roster is randomized, and a pre-determined percentage of employees are tested at these intervals. This is outside the DOT random process and may be required by clients or government agencies.

4

Reasonable Suspicion

on-demand tests that are conducted when a TRAINED supervisor has reason to believe an employee may be under the influence of drugs and/or alcohol.

Know More

Drug-Free Workplace Act of 1988

Companies receiving contracts of $100,000 or more from the federal government are required to comply with the Drug-Free Workplace Act of 1988. This law requires:

  • The company have a written policy that explains what is prohibited and outline consequences for policy violation;
  • Employees read and consent to the policy as a condition of employment, while working on the federally funded project;
  • The company implement and communicate an awareness program that educates employees about:
  • Alcohol and other drugs of abuse and addiction; The company’s written policy; and
  • Available help, including counseling or other assistance.
  • Employees to disclose to the company any conviction for a drug-related offense (in the workplace) within five (5) days of the conviction;
  • The company must disclose any conviction for a drug-related offense (in the workplace) to the contracting federal agency within 10 days of receiving notice from the convicted employee; and
  • The company must make an ongoing effort to maintain a drug-free workplace.