Myth #1: Drug testing is against the law
Most states do not have laws restricting drug/alcohol testing by employers, and no state has laws prohibiting drug testing altogether. In fact, many state and federal regulations mandate drug/alcohol testing for certain employers. Regardless of geographic origin, your company should be able to adopt a drug-free workplace program in some capacity.
Myth #2: If our company implements a drug testing program, we will lose existing employees, and have trouble recruiting new ones.
Occasionally an employee may decide to quit a company in protest of a new employer drug testing policy. Employers will never see the mass exodus they sometimes expect as a result of a newly established drug testing program. Although often the most vocal, the drug users within your company usually represent a small minority. The majority of your employees who do not abuse drugs will welcome your new substance abuse policy. Eventually your companys reputation as a drug-free workplace will resonate throughout the job market, discouraging drug abusers from applying at your company. Although you may get fewer than before, the applicants you do get will be of a much higher caliber as a result of your drug-free workplace program.
Myth #3: Drug testing is too expensive.
Testing through DrugFree Idaho is typically less than national averages, and a fraction of the cost of a typical criminal background check. A small investment in a drug test could make the difference between hiring a good employee, or a drug using employee who costs your company $14,946 per year.
Myth #4: An employees off the job drug use doesnt affect his productivity on the job.
Many employers think that drug testing is ineffective because it cant distinguish between off the job and on the job drug abusers. The reality is that drug use, either on or off the job, directly affects a companys bottom line. In fact, a single weekend drug abuser can cost a company at least $14,946 per year in lost productivity and absenteeism. Studies have also shown that impairment from weekend drug abuse typically extends into the work week, affecting employee judgment, and compromising company safety.
Myth #5: The technology behind drug testing is unreliable.
The pro-drug community would like employers to think that drug testing is unreliable. The reality is that when conducted properly, drug testing is always considered accurate. DrugFree Idaho conducts all drug screening through SAMHSA certified laboratories which offer the highest standard of testing available, and require stringent quality controls. A certified laboratory is required to have specific safeguards in place to virtually eliminate the possibility of false positive tests.
Myth #6: I dont need a drug test to tell me if an employee or applicant is a drug user or not.
Many employers have a nave notion that they can tell whether an employee or applicant is a drug user by just a simple interview. However, the reality is that drug users are often experts at concealing their chemical dependency, and can fool even the best trained chemical dependency counselors. After implementing your drug-free workplace program, you may be surprised when that ideal candidate, who you would never suspect of having a drug problem, fails your companys pre-employment test. If you think drug abuse is not an issue at your company, be sure to disseminate an anonymous survey. You may be surprised by the results.
Myth #7: Nobody in our industry drug tests, so neither should we.
If the employers in your local industry are not conducting drug testing (which is unlikely), then you would have even a greater incentive to begin a drug free workplace program. Drug testing is a proven method for gaining a competitive edge. If drug users cant get a job at your company, they will likely find work at your competitor down the road. Chances are that many of the employers in your industry currently have drug testing programs in place. If you dont have a program, guess where the drug users are finding work?
Myth #8: Labor unions will not accept drug testing.
Labor and management tend to agree on at least one thing; drug abuse is bad. Although some unions may restrict what kind of testing your company may do, it is rare that a union will restrict drug testing altogether.
Myth #9: We must terminate every employee who fails a company drug test.
Many employers dont realize that when establishing a drug-free workplace program, they have the option of implementing either a no-tolerance, or a last chance agreement substance abuse policy. Employers who adopt the latter can offer employees who have failed drug/alcohol tests the opportunity to retain their employment through the signing of a last chance agreement, and referral to the companys employee assistance program. Chemical dependency doesnt necessarily make an employee a bad person, just a bad employee. If given a chance, these people may once again be productive members of your work force.
Myth #10: A drug testing program will create an administrative burden for our company.
DrugFree Idaho is a third-party administrator and we exist to alleviate any administrative burdens that an employer would otherwise deal with when maintaining a drug-free workplace program. In other words, we do all the work so you dont have to.