Drug test might be the most appropriate method to answer all your speculations if the person has been taking illegal drugs. On the other hand, you must also follow standard procedures before sending the candidate for the job or an employee.
- Applicant or employee must be aware about the procedure that will happen including what kind of drug test will be applied to identify if there are presence of illegal drugs into their system
- Explain clearly the reason why you send them to drug test.
- Avoid discrimination. As much as possible, deliver the purpose of drug test in less embarrassing. Don’t let them feel that you’re uncertain with their performances in the workplace. Don’t reveal the drug test screening among other employees to save the person from gossip and humiliation.
- If the result will be positive, immediately inform the person. You can also show them the written results and they also have the right to seek for second opinion from other credible medical laboratories.
There are programs that encouraging employers to perform the procedure not just to save the credibility of the company but to ensure safety and protection among all other employees. A drug-free workplace program shares the features that most applicable workplace creativity share. Workplace determinations that produce results deliver:
- Dynamic, perceptible guidance and provision by the supervisors and other company leaders
- Evidently printed rules and actions that are revealed, proficient, and uniformly applied to all employees with the skilled managers and supervisors who recognize their job descriptions and accountability
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