Industrial Medical Clinic is a drug and alcohol testing company that provides a full suite of employee testing services and cutting edge program management platform for employers. Once you've started your drug-free workplace program with Industrial Medical Center, you'll be able to utilize our cloud-based software that allows you to order a drug or alcohol test at any of our collection sites and manage the screening process, 7 days a week.
Here's further information on the benefits of employee drug testing, and the standard methods of drug and alcohol screening Industrial Medical Clinic can provide for you.
The Benefits – With our nation battling an epidemic, combined with legal marijuana use laws continuing to make way throughout the United States, the perception of a dwindling job applicant pool, some employers are challenging the entire idea of performing drug testing in their workplaces. Employee drug testing programs have a long list of proven benefits, such as decreased absenteeism, fewer accidents, improved productivity, reduced turnover, and added protection for the company.
The Value of Testing – Drug use has also been linked to an increase in employee turnover. You will reduce your workers' compensation and unemployment liabilities. When done correctly, the accuracy of the test methods used and the return on your investment can be recognized. The cost savings from these benefits can potentially cover the entire expense of your employee drug testing program. Research has found a negative correlation between drug abuse and productivity — as the former increases, the latter decreases. Drug use has also been linked to an increase in employee turnover.
Federal Laws, State Laws, and Financial Benefits – Employers must take extra caution to clearly understand the state and federal laws that specifically apply to their employee drug testing program. Federally-regulated (DOT) testing programs have particular rules and regulations that must be followed. Several states throughout the US have mandatory drug testing laws, which employers MUST follow if they wish to conduct employee drug testing.
These mandatory laws can be very general or can be incredibly detailed. In Nevada, for example, employers must follow the mandatory state law which requires all drug tests to be analyzed by a licensed and qualified laboratory. On the other hand, some states, such as Maine, have mandatory laws that specifically require a policy to be developed and then sent to the state for a review and approval before testing can take place.
Some states limit or prohibit particular testing method; some states restrict or prohibit when or how testing can take place. Some states detail what disciplines can be imposed in reaction to a positive drug test; other states require specific notices to be sent before and after employee drug testing is conducted. Employers must make an effort to understand what rules apply to their program.
Our dedicated staff know that employee drug testing directly affects the safety of your business. A healthy, safe, and productive workforce is a priority for all successful businesses. We are focused on going above and beyond to provide organized, efficient and accurate services for all drug testing services.
We know that a drug free workplace program is more than just drug testing your employees. When you enroll with Industrial Medical Clinic, We will assign a dedicated account manager to your specific company to help you set up a drug free workplace program designed just for you!
Use trained collectors and send all non-negatives to lab for confirmation
Licensed laboratories required, SAMHSA certified laboratories highly recommended.
Highly recommended to reduce exposure to liability.
Highly recommended to reduce exposure to liability.
Restricted to safety sensitive workers.
Recommend when there is reasonable suspicion
Yes, address in company policy -Unemployment Insurance Code §1256.4(a)(1) & (2) - State in your drug free workplace policy that a refusal to test or a positive test is misconduct. Terminate employment for misconduct
California requires that MROs, BATs and TPAs report to the California Highway Patrol every positive DOT drug and alcohol (>0.04 BAC) test conducted on a CA CDL holder. The report does not include any individual test identification information. No reporting form has been provided.
Labor Code §3600(a) & (a)(4); an injury or death arising out of employment is not compensable if caused by the employee's intoxication.
These categories do not effect DOT-regulated drug testing. Government employers should always call for potential additional restrictions on employee drug testing.
San Francisco and Berkeley both have ordinances that restrict drug testing in a number of ways – call National Drug Screening or contact your attorney.
California employers should only conduct post-accident drug testing only when they believe the individual caused or contributed to the accident.
California Court decisions since 1972 have made one thing clear – facts matter! Not all employers are alike, nor are all employees’ jobs. The courts will examine the work environment as a whole, the specific duties of each job to determine the level of intrusion into the individual’s privacy interest, and whether it’s warranted. The greater the invasion of privacy, the more you’ll need to justify it: As you move from reasonable suspicion testing (the least intrusive) to random (the most intrusive) the risk of challenge increases. Therefore, the employer must be prepared to show significant justification for the intrusion (as safety concerns).
No specific requirements but some limitations. Having a written policy is strongly suggested based on constitutional realities.
This chart is intended for informational purposes only and should not be relied upon for legal guidance. State and local law varies greatly; therefore, you are advised to consult experienced legal counsel during the design of your actual substance abuse testing program and with any questions that follow.