Drug and Alcohol Testing

A Drug and Alcohol Testing policy explains when your organization may require applicant or employee testing (such as pre-employment, reasonable suspicion, post-incident, and safety-sensitive random testing), how results are handled confidentially, and what consequences may apply, while accounting for state-specific limits and protections, including medical and recreational marijuana rules.

How to Write a Drug and Alcohol Testing Policy

• Start with "why" and introduce the concept.
• Define the expectation that employees are fit for duty and not impaired at work.
• State the testing situations your organization may use, including pre-employment, reasonable suspicion, random for safety-sensitive roles, and post-incident.
• Address how your organization will handle medical marijuana and legally prescribed or over-the-counter medications that could affect safety.
• Describe the testing process at a high level, including use of an independent lab and legally accepted procedures.
• Explain confidentiality of test results and employee access to their results.
• Set the consequences for a positive test or refusal to test for applicants and employees.
• Require written consent for testing and treat refusal to sign as a refusal to test.
• Include a pathway for employees to seek help voluntarily through HR or an EAP.

For advice on writing a Drug and Alcohol Testing policy in a specific jurisdiction, see below.