Frequently Asked Questions

A drug-free workplace program is a policy businesses can establish to prevent drug abuse among their employees. The components of a drug-free workplace can vary, but successful programs often have these five elements:

• Written policy

• Employee education

• Supervisor/management training

• Employee assistance program (EAP)

• Drug tests

Yes – and the statistics speak volumes. Several studies have found that drug abusers in the workplace are more likely to:

• Be less productive

• Be late or absent

• File a workers’ comp claim

• Change jobs frequently

• Reduce co-workers’ morale

• Be involved in an accident

Drug abusers involved in accidents also commonly injure others, especially in safety-sensitive industries like Transportation, Aviation, Maritime and Construction.

Yes, the Drug-Free Workplace Act of 1988 requires federal grantees and recipients of federal contracts (of $100,000 or more) to have a drug-free workplace program in order to receive grants from or contract with federal agencies. For companies that are not federal grantees, setting up a drug-free workplace still has benefits. Additionally, the federal Drug-Free Workplace Act outlines the requirements for a drug-free workplace.

Mitchell Testing can work with your business to perform a needs assessment and set up a drug-free policy. We also handle all drug testing needs your program requires at over 3500 collection sites Nationwide. Mitchell Testing's Federal DOT-certified urine drug tests detect anywhere from 5 to 13 commonly abused drugs. Furthermore, a Medical Review Officer verifies the validity of positive results before reporting an accurate final result.

We can also provide materials for educating employees and training supervisors on the nature and scope of your drug-free workplace program.

There are six occasions upon which an employer might give a drug test. These are:

• Pre-employment: This reduces the chances of hiring a drug user and enforces the drug-free policy.

• Annual: This type of test is often required by the State Department of Health and the Department of Transportation, but can also be a good yearly reminder of your strict drug-free policy.

• At random: Random drug tests send the message drug use is not only discouraged, but never permitted.

• Reasonable suspicion: If an employee has a history of unsafe behavior or does not appear fit for duty, this type of test can be an effective tool for identifying the issue.

• Post-accident: This is a test given in response to an accident or incident involving unsafe behavior.

Return-to-duty: This is a test given after an employee has completed a treatment program for drug abuse 

Depending on the work environment and individual circumstances, actions to take may include:

• Referral to an Employee Assistance Program for assistance concerning drug use.

• Referral to more extensive treatment options.

• Disciplinary action: Suspension, dismissal or firing. These are more extreme consequences.