Law on Crime

Drug abuse is a serious problem, and it can lead to a variety of unpleasant and dangerous situations at the workplace. Not only that it causes illness of the abuser, but when it encounters at the workplace, it can cause a series of accidents and incidents, where everyone, from the drug-abusing employee to the whole company, can suffer serious consequences.

670742_1485367_1400592502In order to prevent possible consequences of the employees’ drug abuse at the workplace, the employer needs to set up the company’s policy on drug abuse and drug testing, since the employer has the legal responsibility to look after the employees’ health and safety. If the employer does not take anything you can contact Best dui lawyer orange county for help! The policy on drug abuse and testing should set out several points: what is the purpose of the policy, how the drug tests are to be carried out, what type of support there is for drug abusers, and what action will be taken if an employee is found positive on the drug test.

The drug test policy should be clearly presented to all the employees and stated in the employment contract. It is considered discriminatory to separate one or several individuals for drug testing, and the employer can even be sued for this kind of action. Instead, perform the drug test on all employees in random time intervals, and naturally – state this clause in the drug policy and the employment contract.

20150701dsDRUGTEST0705Biz01The drug tests need to be conducted in a matter that they respect the employee’s privacy, they should also be conducted in the most acceptable way possible (e.g. by the member of the same sex as the employee being tested), and it is necessary that the witness is present during testing. It is also necessary to know that every employee is allowed to refuse the drug test, and nobody can force him or her into being tested.

 

 

However, if the company’s policy on drug testing is clearly stated in the employment contract, and the employee has signed it, the employer has legal rights to take disciplinary actions, such as even sacking the employee from work.
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