l testing when an employee is involved in an injury, damage of property or loss of life. Many states may deny a Workers' Compensation claim when an accident is caused by an employee whose post-accident drug test is positive.

8. Insure that your drug test provider uses federally certified labs for the analysis of all specimens. These labs are required to use the most accurate methods of testing available and their accuracy is confirmed on a regular basis through "blind testing." Also be sure that all positive "screen tests" are retested wit

Many small business owners understand that maintaining a drug free workplace can have a positive impact on the safety of their employees and the productivity of their workforce. Often however, they never quite get around to setting up such a program because they don't know where to start.

In fact, there are simple steps that can be taken one at a time. Take these small steps and when they have been completed, your company will have a comprehensive program in place that will be legal and effective in terms of cost, increased worker safety and increased company productivity.

1. Prepare a written "Drug-Free Workplace" Policy. For your legal protection and the protection of the rights of your employees, provide a copy to all employees and have them sign a statement that they have received and understand the policy. Keep the signed statement in their personnel file.

2. Post signs at your business location stating that "We Are a Drug Free Workplace". You may want to post the sign at the entrance to your building or in the lobby, the coffee room, and above the employee time clock.

3. Provide substance abuse prevention education materials to all supervisors, managers, and other employees. At least once annually remind employees in writing that your company maintains a Drug-Free Workplace.

4. Perform preemployment drug testing on every new hire. Those testing positive for drugs should have their employment offer immediately rescinded. All applicants must sign a statement that they understand that they will be tested for drugs before beginning work and that they will not be hired if they test positive.

5. Provide substance abuse awareness training for supervisors and managers to help them to know the indicators of drug use among their employees. Train them in effective methods of isolating and preventing a possible drug related workplace problems.

6. Test employees for "reasonable suspicion" whenever evidence of their performance, behavioral symptoms or physical signs causes a supervisor to believe that an employee may be using drugs. Document this evidence in written form prior to testing.

7. Perform Post accident drug/alcohol testing when an employee is involved in an injury, damage of property or loss of life. Many states may deny a Workers' Compensation claim when an accident is caused by an employee whose post-accident drug test is positive.

8. Insure that your drug test provider uses federally certified labs for the analysis of all specimens. These labs are required to use the most accurate methods of testing available and their accuracy is confirmed on a regular basis through "blind testing." Also be sure that all positive "screen tests" are retested with

and increased company productivity.

1. Prepare a written "Drug-Free Workplace" Policy. For your legal protection and the protection of the rights of your employees, provide a copy to all employees and have them sign a statement that they have received and understand the policy. Keep the signed statement in their personnel file.

2. Post signs at your business location stating that "We Are a Drug Free Workplace". You may want to post the sign at the entrance to your building or in the lobby, the coffee room, and above the employee time clock.

3. Provide substance abuse prevention education materials to all supervisors, managers, and other employees. At least once annually remind employees in writing that your company maintains a Drug-Free Workplace.

4. Perform preemployment drug testing on every new hire. Those testing positive for drugs should have their employment offer immediately rescinded. All applicants must sign a statement that they understand that they will be tested for drugs before beginning work and that they will not be hired if they test positive.

5. Provide substance abuse awareness training for supervisors and managers to help them to know the indicators of drug use among their employees. Train them in effective methods of isolating and preventing a possible drug related workplace problems.

6. Test employees for "reasonable suspicion" whenever evidence of their performance, behavioral symptoms or physical signs causes a supervisor to believe that an employee may be using drugs. Document this evidence in written form prior to testing.

7. Perform Post accident drug/alcohol testing when an employee is involved in an injury, damage of property or loss of life. Many states may deny a Workers' Compensation claim when an accident is caused by an employee whose post-accident drug test is positive.

8. Insure that your drug test provider uses federally certified labs for the analysis of all specimens. These labs are required to use the most accurate methods of testing available and their accuracy is confirmed on a regular basis through "blind testing." Also be sure that all positive "screen tests" are retested wit

e clock.

3. Provide substance abuse prevention education materials to all supervisors, managers, and other employees. At least once annually remind employees in writing that your company maintains a Drug-Free Workplace.

4. Perform preemployment drug testing on every new hire. Those testing positive for drugs should have their employment offer immediately rescinded. All applicants must sign a statement that they understand that they will be tested for drugs before beginning work and that they will not be hired if they test positive.

5. Provide substance abuse awareness training for supervisors and managers to help them to know the indicators of drug use among their employees. Train them in effective methods of isolating and preventing a possible drug related workplace problems.

6. Test employees for "reasonable suspicion" whenever evidence of their performance, behavioral symptoms or physical signs causes a supervisor to believe that an employee may be using drugs. Document this evidence in written form prior to testing.

7. Perform Post accident drug/alcohol testing when an employee is involved in an injury, damage of property or loss of life. Many states may deny a Workers' Compensation claim when an accident is caused by an employee whose post-accident drug test is positive.

8. Insure that your drug test provider uses federally certified labs for the analysis of all specimens. These labs are required to use the most accurate methods of testing available and their accuracy is confirmed on a regular basis through "blind testing." Also be sure that all positive "screen tests" are retested wit

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5. Provide substance abuse awareness training for supervisors and managers to help them to know the indicators of drug use among their employees. Train them in effective methods of isolating and preventing a possible drug related workplace problems.

6. Test employees for "reasonable suspicion" whenever evidence of their performance, behavioral symptoms or physical signs causes a supervisor to believe that an employee may be using drugs. Document this evidence in written form prior to testing.

7. Perform Post accident drug/alcohol testing when an employee is involved in an injury, damage of property or loss of life. Many states may deny a Workers' Compensation claim when an accident is caused by an employee whose post-accident drug test is positive.

8. Insure that your drug test provider uses federally certified labs for the analysis of all specimens. These labs are required to use the most accurate methods of testing available and their accuracy is confirmed on a regular basis through "blind testing." Also be sure that all positive "screen tests" are retested wit

l testing when an employee is involved in an injury, damage of property or loss of life. Many states may deny a Workers' Compensation claim when an accident is caused by an employee whose post-accident drug test is positive.

8. Insure that your drug test provider uses federally certified labs for the analysis of all specimens. These labs are required to use the most accurate methods of testing available and their accuracy is confirmed on a regular basis through "blind testing." Also be sure that all positive "screen tests" are retested with a GC/MS confirmation test.

9. Utilize the services of a Medical Review Officer (MRO) for all positive results to confirm that the positive result is not due to the presence of a legally prescribed medication that the employee is taking.

10. Make sure that your company's written testing policy is applied to all employees in a fair and impartial manner. You must make no exceptions to this policy or risk accusations of discrimination.