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A blanket requirement for drug testing for all reported injuries would require drug testing after injuries such as bee stings, repetitive strain injuries, injuries caused by lack of machine guarding, or a machine or tool malfunction, that may be unrelated to any employee impairment.

The provisions prohibit employers from using drug testing or the threat of a drug test to discourage workers from reporting on-the-job injuries and illnesses. Specifically, OSHA said employers shouldn't administer blanket post-accident drug tests in situations when drug use likely did not cause an injury.

Six Best Practices for Managing a Random Drug and Alcohol Testing Program Practice True Random Selection.Limit Time Between Notification and Testing.Know Your Clinic's Hours and Policy.Follow State and Federal Regulations.Tune Testing to Fit Your Industry.Document the Entire Process.

Be sure to use a scientifically valid method to select employees for testing, which may include: use of a random-number table, a computer-based random number generator that's traceable to a specific employee (or with FRA, a group).

Indiscriminate testing of employees for drug use is an intrusive and degrading process that undermines our most deeply held tenets of fairness and privacy in the workplace. It should not be surprising, then, that a recent study concluded that workplace drug testing lowers productivity.

Yes. Section 1904.35(b)(1)(iv) prohibits an employer from taking adverse action against employees simply because they report work-related injuries. Rather, employers must have a legitimate business reason for requiring a drug test, such as a reasonable belief that drug use contributed to the injury.

King County does not conduct pre-employment drug and alcohol testing of applicants for non-safety-sensitive positions. King County does not conduct random drug and alcohol tests of employees who occupy non-safety-sensitive positions.

The federal government requires random drug testing for all safety-sensitive workers. Your drug policy should state the rate of random selection (example: 50% of employees) and how often (50% annually, spread out equally throughout the year).

A urinalysis is the only method currently approved for federally mandated (DOT) testing and is often chosen for both regulated and non-regulated employees.

Employers can only drug test if there is a drug testing policy that the employee is aware of and agrees to. This may be in your contract or staff handbook, both of which you should check to see if your employer can make you have a drug test.

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King Washington Memo to All Employees Regarding Drug Testing

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