Drug use in the workplace can impair your employees’ judgment, increase safety risks, cause a decline in performance, reduce productivity, and so much more. To tackle this problem head-on, you will need to implement a strategy for drug and alcohol testing. The first step in learning how to test employees for drugs is selecting a reputable and effective testing service. With the help of an experienced screening service, you can begin building a drug-free workplace. The question is: should you implement an on-site program or use a clinic?
How to Test Employees for Drugs
On-Site vs. Clinic
ON-SITE DRUG TESTING
- On-site drug testing takes less time, eliminating the hassle of traveling back and forth. It ensures that employee downtime is kept to a minimum.
- Speaking of which, on-site drug testing is also more convenient. The necessary supplies and technicians will be brought to your workplace, and you can schedule large sessions with short notice.
- On-site drug testing is more random, helping you eliminate bias and maintain a drug-free workplace. Random drug testing programs have been proven to deter employee drug use.
- On-site drug testing offers cost savings if a company would have otherwise paid for an employee to go to a clinic.
- With on-site testing, there is less chance of adulteration (i.e., tampering or manipulation of a specimen). It allows for maximum quality control.
CLINIC DRUG TESTING
- Drug testing in a clinic takes more time and reduces productivity. The employee must drive (or be driven) to the clinic. In addition, they will likely need to spend a bit of time waiting for the test to begin. When you combine transportation and wait time, your employee will spend a significant amount of time not working.
- Between the work site and clinic location, there is more opportunity for adulteration when compared with on-site testing. This is especially true if the employee drives to the testing clinic alone.
- Drug testing at a clinic can be a hassle for employers, who will need to coordinate transportation, time off for employees, and (in some cases) supervision.
- In many instances, clinics and hospitals do not elect to provide certified technicians for breath-alcohol testing.
Pre-employment or post-offer drug testing at a clinic allows the test to be performed at the convenience of the new hire.
If a client requires other pre-employment screening, such as fitness-for-duty testing, it can be beneficial to obtain both services at the same time. You could hit two birds with one stone.
As you can see, using a clinic as your primary source for drug and alcohol testing is costly in numerous ways. Although it can be beneficial in certain situations, it will typically cost you money (of course) as well as time, productivity, quality control, and more. To speed up the process and make it as convenient as possible, hire an on-site program that will bring all the testing technicians and supplies to you. No matter what time of day you would like to schedule the program and no matter which test you need (6-panel, 10-panel, 12-panel, or even 14-panel), on-site drug testing will meet your expectations and requirements.
If you’re looking to implement a drug-free workplace through pre-employment or random testing, contact Employee Screening Services. Based in Springfield, St. Louis, and Kansas City, Missouri, we offer customized solutions to make drug testing simple, and our nationwide network of clinics and providers allows ESS to be available anytime, anywhere. For a free needs analysis, give us a call today at 1-888-379-7697 or contact us online. We would be happy to help!