When to terminate an employee for a drug test?

When to terminate an employee for a drug test?

Keeping tabs with state laws your organization does business in should be a regular recurring practice. In general, if your organization already has your drug testing policy reviewed by an industry expert or legal counsel and it contains language similar to above, then your likely safe with a decision to terminate if it makes sense…however…

Can a person be fired for a positive drug test?

Their policy clearly allows for the possibility of termination at their “sole discretion” and the degree of action can “depend of the circumstances of each case”. Let’s start with the basics. Prevention: The best way to deal with a positive drug test is not to have employees who test positive in the first place.

What happens if an employee is caught with drugs?

Adding a section to your drug policy providing examples or prohibited behavior and their consequences can help prevent real or unconscious/unintended bias. For example, if an employee is caught with illegal drugs on their person, the consequence cannot be demotion for one employee and termination for another.

Keeping tabs with state laws your organization does business in should be a regular recurring practice. In general, if your organization already has your drug testing policy reviewed by an industry expert or legal counsel and it contains language similar to above, then your likely safe with a decision to terminate if it makes sense…however…

Their policy clearly allows for the possibility of termination at their “sole discretion” and the degree of action can “depend of the circumstances of each case”. Let’s start with the basics. Prevention: The best way to deal with a positive drug test is not to have employees who test positive in the first place.

Adding a section to your drug policy providing examples or prohibited behavior and their consequences can help prevent real or unconscious/unintended bias. For example, if an employee is caught with illegal drugs on their person, the consequence cannot be demotion for one employee and termination for another.