Poll added. Btw, surprised that the national averaged cited was 78%.
IPVMU Certified | 03/09/15 12:31am
The Electrical Contractors Association, (ECA) has an agreement together with the IBEW LU 134 in Chicago that all Administration Employees and Union members are subject to random drug test.
The intent is to publicize that the union contractorselectrical industry in the area are a Drug Free group.
Lou Marrero, (Linksys)
Chicago Communication Systems, Inc.
I have been on too many union projects where the employees were high on marijuana .
Must have regular testing , Monthly or quarterly .
Per insurance, osha, standards of conduct requirements
Does anyone think that the policy of mandatory testing of only new employees for drugs, when not followed up with any further testing during employment, is very effective?
Since many people will 'get clean' just during the hiring process, doesn't this have an unintended employee retention effect for the abuser? Because an abuser would not being looking to jeopardize their employment in any way, lest they have to go through the process of getting clean all over again.
Similar in effect to the Gold Handcuffs used to retain executives. Just more like Columbian Gold ones.
IPVMU Certified | 03/09/15 04:16pm
This policy from Vivint (Call Center) is an interesting variation:
We are a drug free environment. We don’t conduct pre-employment drug screening, however, we do conduct random drug testing on site.
I think pre-employment drug screens are pretty standard in my experience. And 'random' post-hire tests are never 'random'. Somehow they always seem to only come up when someone is suspected of using drugs.
There has to be a carrot in front of the employee to create incentives to stay clean.
Regular screening, backgrounds, check ups ( similar to live scan )
It is too easy to fall prey to the party scene and get caught in the fast life and throw away life.
or acidentally get druged by those in/at the party.
Just Like Ceos, and upper management personnel you have to create bonus, perks, incentives to keep the work enviornment worth the price.
Too many states are legalizing drugs, and specified uses. and tieing the hands of the employeers to stop the process.
Then They want you to have a drug free enviornment and workplace.
I've had exactly one drug test in the 16 years of my professional career. And it was because a crew I worked with on one project were notorious boozers.
Further, with states legalizing marijuana, how do you regard testing positive for it? Do you simply have a no tolerance policy? So your employees can't take a trip to Colorado or Oregon, let's say, and come back and fail a test three days later, despite not being high on the job? It's not quite so simple as it used to be.
We use a 10 panel oral swab or UA and test for THC, Amphetamine, Opiates, etc....if they fail the management administered test they may go to any agreed upon reference lab to retest at their expense. If they pass that exam we reimburse for the cost of the second exam.
Failure rate is single digits.
The decision to go and be retested by a lab has only been used a handful of times in 15 years of this method. The self righteous outrage in the office of a failed exam is seldom met by that person going to 'prove' they are clean. Those on prescription meds generally identify use up front and are sent to a lab at our cost to begin with which eliminates issues.
Random drug testing at a lab is completed routinely for a percentage of the employee population, senior leadership included.
Those who fail without medicinal proof, including sr. leadership, are disciplined -- up to and likely including termination......keeps everyone on their toes.
Because we are dealing with security/life safety issues with installers - no, we would not hire after a failed drug exam not to mention the potential personal safety issues they create for themselves which in turn leads to a potential w/c problem, missed time, recruiting/training expense, etc.