Ensuring Digital Signature Legitimateness for Drug Testing Consent Agreement in India

How to eSign a document: digital signature legitimateness for Drug Testing Consent Agreement in India

employers around the country are operating drug-testing within their place of business we see many mistakes in the drug testing process that can lead to liability that can lead to lawsuits in this video I'm going to talk about the top five employer mistakes that we see in their drug testing programs [Music] Joe Reilly president of national drug screening in today's video I'm gonna talk about the top five mistakes that I see employers making in their drug testing program what's important is that eliminating these mistakes will eliminate liabilities eliminate the potential that you may end up in a court with a lawsuit over the incorrect management of your employer drug testing program so let's get right into it number one the number one mistake that I see employers making in their drug testing program is number one they don't have a program more specifically they don't have a policy if you're going to do drug testing you should have a drug-free workplace policy the policy spells out the who what where when and how of the drug testing and really important what happens when your employee fails the drug test so number one on my list is if you're going to do drug testing you need to have a written drug-free workplace policy and it should be distributed to all of your employees if you're doing drug testing and you don't have a policy it's time to get one number two on my list is that you're not using a medical review officer in your drug testing so proper drug testing should include collection of a specimen by a trained professional specimen collector the specimen goes to a laboratory for initial screening and if positive confirmation testing make sure confirmation testing is involved and then that result goes to an MRO a medical review officer who is a licensed physician and mro is quality control and that MRO deals with prescribed medications that your employees may be taking those prescribed medications are confidential the HR person at the company should not be the person asking questions about prescribed medications that may affect a drug test that is the job of a medical review officer an MRO if you've never heard of an MRO it's time to find out who the MRO is for your company and if you don't have one it's time to get one the number three mistake I see is companies that don't understand or mix-up do t drug testing and non do T drug testing do t drug testing is drug testing mandated by the United States Department of Transportation non DoD testing is all the other employers that are not regulated by the United States Department of Transportation these two testing programs are different and they should not be intertwined there's a specific form for do t drug testing it's called the federal custody and control form that form should not be used for any non DoD drug testing what you have to remember is that do t drug testing is authorized by the federal government and it's mandated by the federal government for someone wanting to get a job in a do t safety-sensitive position so it's a federal requirement so you shouldn't use that type of test in a non do T testing environment so understand the difference between do t drug testing and non do t drug testing number four my list is kind of new and it's not handling marijuana issues properly and I'm talking about medical marijuana talking about recreational marijuana have you addressed medical and recreational marijuana in your drug-free workplace policy so we go back to the number one on the list do you even have a policy are you in a state that has medical marijuana are you in a state that has recreational marijuana the laws among all the different states are different if you haven't updated your policy with regard to medical marijuana and recreational marijuana it's time to do so if the leadership in your company hasn't discussed medical marijuana and recreational marijuana and made decisions about your company policy with regard to marijuana it's time to do so so medical marijuana recreational marijuana are here to stay they must be addressed in your drug testing program number five on my list the person at the company the person at your company that's in charge of the drug testing program often called the drug testing program manager or in the d-o-t world called the d ER or the designated employer representative this person must be engaged in the drug and alcohol testing process this person must be educated this person must understand your company's drug-free workplace policy this person must understand the drug testing process this person may have interaction with the collection site the laboratory the Medical Review officer or the TPA the TPA being the third-party administrator the vendor that you're hiring to manage your drug and alcohol testing but just because you're hiring a vendor to handle and manage the drug testing program doesn't relieve you from your responsibilities and your liabilities in the program so as a drug testing program manage or a designated employer representative ad er get engaged get educated you must understand your company's drug-free workplace policy you must have HR reps that understand the policy and the biggest mistake I see especially today with legal marijuana is making hasty decisions after a positive test if you have a positive test read your policy follow your policy consistently make sure you're up to date on your state's laws on medical marijuana and recreational marijuana make sure your decisions are consistent with those laws so keep up to date and what's going on a great place to do that is our website you can visit .gfi.com/webmonitor you [Music]