Author: csdesign

How Drug Screening Protects Your Business

Written by csdesign on November 17, 2015. Posted in Drug Testing.

Regardless of the industry that your business serves, promoting a drug-free workplace with pre-employment screening can offer a strong sense of security and employee trust. Even if federal or state laws do not mandate drug testing for your industry, you might consider drug screening as part of your hiring policies, since screening can have the following benefits in protecting your business.

Employee safety

A drug-free workplace is a safe workplace, so you might ensure a sober workforce with drug screening as a condition of employment. This is particularly important if employees will be operating heavy machinery or working with potentially dangerous equipment that could lead to serious workplace injuries. Drug screening might also help you hire more reliable employees who will show up on time and stay focused on the job.

Liability protection

If employees do suffer injuries on the job as the result of drug or alcohol use, drug screening will be an integral step in eliminating your liability for the incident. A positive drug or alcohol screen may invalidate a worker’s compensation claim on part of an employee, saving you from the cost of compensating or rehiring an injured employee when drug use is a factor in the injury. The ability to deny a worker’s compensation claim will vary from state to state. Please refer to your own state’s worker’s compensation regulations.

Positive company reputation

For businesses that offer in-home service or specialized technical services, a company drug screening policy can instill consumer trust and give your company a more positive reputation. Furthermore, drug screening may promote fairer hiring practices, which can also reflect positively on your business.

If you are seeking drug and alcohol testing for your Southern Arizona business, contact Oschmann Employee Screening Services at (520) 745-1029. We are a DATIA Accredited Collection Facility offering a wide range of services with nearly 2 decades of experience, including DOT compliance, drug and alcohol screening, and background checks for businesses of all sizes.

Regulations and Requirements for DOT Modes

Written by csdesign on October 29, 2015. Posted in Drug Testing.

The United States Department of Transportation (DOT) operates under several modes, including air travel, highway travel, maritime travel, and rail travel. Within each mode, the DOT maintains regulations regarding drug and alcohol testing for employees. These regulations outline which employees are subject to testing and whether there is a minimum required rate for drug and alcohol testing each year to ensure employee and traveler safety.

Random Drug and Alcohol Testing

The DOT requires random drug and alcohol testing in several modes: aviation, motor carrier, railroad, transit, pipeline, and maritime. Within these modes, the DOT has established a minimum rate of testing based on the size of the mode’s safety-sensitive employee pool. Employees must have an equal chance of being tested during each round; employers may opt to select employees on the basis of name, title, or another specified group within the company’s policies, such as all employees on a single train. The minimum random drug testing rate for aviation, railroad, pipeline, transit, and Coast Guard employees is 25%; the minimum random drug testing rate for motor carriers is 50%. Only motor carriers, aviation, railroad, and transit modes are required to randomly test for alcohol, with a minimum testing rate of 10%.

Employees Subject to Testing

The DOT also specifies which employees are subject to random drug and alcohol testing. Employees are eligible for testing based solely on their function, rather than on their title, salary, or any other feature of their employment. Only employees with safety-sensitive functions are placed in the pool for random testing. Such safety-sensitive functions include commercial drivers, aircraft pilots and air traffic controllers, railroad employees subject to hours of service regulations, operations, maintenance, and emergency pipeline employees, and licensed Coast Guard members or employees noted in the vessel’s Certificate of Inspection.

At Oschmann Employee Screening Services, we can help you ensure DOT compliance with services that include drug and alcohol testing, compliance audits, and DOT physicals. If you’d like to schedule service or request pricing information, you can contact us online or by calling (520) 745-1029 or (800) 224-8532.

Dealing with Alcoholism in the Workplace

Written by csdesign on October 8, 2015. Posted in Drug Free Workplace.

Drug and alcohol abuse hurt employee health, workplace safety, and business efficiency. Alcohol is the most commonly-abused drug in the workplace, and alcoholism is a chronic disease that may manifest in many different ways, affecting employee performance and mood to varying degrees. Taking swift steps to address alcohol abuse is essential to maintain the high-quality working environment your employees deserve.

Looking for the Signs of Alcoholism
As a supervisor, there are several key signs that indicate an employee may have an alcohol problem that requires your attention. Frequent unexplained absences or sudden “illnesses” could be an indicator of drug or alcohol abuse, especially if employees avoid confrontation and attempts to confront them about absences. Performance issues such as sloppy work and missed deadlines, as well as frequent outbursts or conflicts at work, may also stem from ongoing alcoholism. Employees with severe alcoholism may arrive at work noticeably impaired or smelling of alcohol; personal hygiene may also suffer as the disease progresses.

Taking Steps to Handle Employee Alcoholism
Confrontation is the first step in managing alcoholism at work. In some cases, human resources representatives may be suitable for this role; other times, a supervisor may be a better choice. Any meetings regarding concerns about alcoholism should be held in strict privacy. Employers should be clear regarding their reasons for concern, as well as the company’s policies and the steps the employee can take to rectify the situation. Once treatment has been established, follow-up care and support can play an important role in long-term recovery and relapse prevention.

Oschmann Employee Screening Services is a national provider of alcohol and drug testing programs and solutions. We can help your Arizona business develop and implement drug and alcohol programs in the workplace to protect employee rights and safety. Please click through our website or call us today at (520) 745-1029 or (800) 224-8532 to find out more or to schedule drug testing services.

Legal Claims Arising from Arizona Drug Testing

Written by csdesign on September 30, 2015. Posted in Drug Free Workplace, Drug Testing.

Drug and alcohol testing are the responsibility of an employer. These tests ensure that workers are physically able to complete tasks in a professional and safe manner, creating safe workplaces for fellow employees and customers alike. The state of Arizona has several legal requirements that employers must follow during drug and alcohol testing to protect the rights of employees.

Procedural Violations

The most common legal claims that arise from workplace drug and alcohol tests are procedural violations of state law regarding these tests. Employers are required to provide employees with up-to-date information about drug and alcohol compliance and testing policies, as well as follow all laws and regulations regarding safety and privacy when conducing such tests.

Discrimination Claims

Employees may also make legal claims regarding drug and alcohol testing if they are taking medication for a disability or condition that falls under the Americans with Disabilities Act. Furthermore, employers may not single out groups of employees by age, gender, or race when conducting drug and alcohol testing.

Privacy and Defamation Claims

Drug and alcohol testing must respect the privacy of employees. Legal claims may be made when an employee’s privacy is violated, either during or after the test. Employers may not require employees to disrobe or provide certain types of samples in front of others, nor may they disclose the results of a confirmed positive or false positive test publicly or negligently.

As an employer, it’s essential to ensure your drug and alcohol testing program follows the procedures and regulations set forth by state law and protects the rights of your employees. Oschmann Employee Screening Services of Tucson can help you conduct on- and off-site drug and alcohol testing in compliance with all state laws. Please call us today at (520) 745-1029 or (800) 224-8532 to discuss your testing needs, or click through our website for more information about our services.

A Look at the Drug Abatement Division of the FAA

Written by csdesign on September 15, 2015. Posted in Drug Testing.

Both the United States Department of Transportation (DOT) and Federal Aviation Administration (FAA) maintain strict drug and alcohol restrictions for employees. These restrictions exist not only to protect workers, but to promote the safety of passengers as well. The Drug Abatement Division of the FAA is tasked with development, implementation, and monitoring of drug testing programs, as well as enforcement of testing regulations to ensure all operators and facilities remain compliant.

Drug Abatement Division Duties

The Drug Abatement Division exists not only to enforce drug and alcohol testing regulations, but to develop better policies and testing implementation for safer workplaces and passenger transport as well. Furthermore, the Drug Abatement Division exists to assist all carriers within its jurisdiction with the creation and implementation of a drug testing program. Compliant drug testing programs should include actions such as pre-employment testing, random on-the-job testing, and a regulated return-to-duty process for employees that test positive for drugs or alcohol.

Drug Abatement Division Jurisdiction

The FAA’s Drug Abatement Division is responsible for enforcing drug testing regulations in a variety of settings. This division holds jurisdiction over drug testing development and implementation for part 119 certificate holders operating under parts 121 and 135, air tour operators as defined in 14 CFR part 91, and air traffic control facilities that are not operated by the FAA or currently under contract to the United States military. The Drug Abatement Division also holds jurisdiction over part 145 certificate holders and contractors that have opted to implement their own alcohol and drug testing program.

Oschmann Employee Screening Services is here to help you maintain DOT and FAA drug testing compliance in the state of Arizona. Our services include on-site drug testing and employee compliance training programs to promote a drug-free workplace for employee and client safety. You can find out more about us and our services on the web, or by calling (520) 745-1029 or (800) 224-8532.

What the Law Allows For in Employee Background Checks

Written by csdesign on August 7, 2015. Posted in Background Screenings.

Hiring the wrong employees for your company can lower your team’s morale, hinder productivity, and even impact your customer relations. In fact, the cost of replacing an experienced worker who doesn’t work out can cost you 50 percent more of that individual’s salary. One way to ensure you make an informed hiring decision is by using background checks to screen for quality employees.

Reasons to conduct background check

A pre-employment background check will save you money in the long run and also help you protect your business. If your employees come into direct contact with customers and cause customer harm, then your business can be liable if the employee has a criminal record. Additionally, conducting a background check will provide insight into the person’s behavior, character and integrity.

Types of background checks

You can utilize a variety of background checks to build a potential employee’s profile. However, not every background check is available or appropriate for every company. Additionally, state law dictates how you can use the information gleaned from a background check in making hiring decisions. Checking an individual’s background always requires consent. Many states limit the use of credit checks to specific job functions that your applicant will be performing for you. The most common background screening includes Federal and local criminal background checks, past employer references, educational and professional licensing verifications, Social Security number checks, and sex offender registry checks.

Initial background work

Before consulting with a professional agency, you should verify the employee’s resume by calling the university listed to check for a diploma or calling past employers. A quick web search can also help you round out the potential employee, as it will reveal his or her interests and achievements. Once you conduct this initial screening, you can outsource your screening services to a professional. A professional agency will help ensure you comply with state law when running background checks for your business needs.

At Oschmann Employee Screening Services, our goal is to minimize our clients’ risk through smart, streamlined business solutions. We will work with you to develop and implement professional and cost-effective programs that will help you meet your safety and business objectives. For more information about drug testing in Arizona, call (520) 745-1029.