b'BUSINESS MANAGEMENT CSIA 29Despite homing in on the drug testing element ofemployment,newhireandrandomtesting,and theirdrug-freeworkplaceprograms,employersreactive tests, e.g., post-accident and reasonable are wondering if their whole program is acting assuspicion. Each test has rules around when and why a barrier to employment. However, its important tothe tests are done. Unless required by an authority pause and explore the role a drug-free workplaceto conduct specific types of tests, you are free to program plays in the workplace and remember thatchoose the types of tests your program conducts. it has several moving parts. It is not a one-size- Additionally,therearemanyoptionswithinthe fits-all endeavor. Each of the five components of aoperational rules for each testing application. With programpolicy, employee education, supervisorslight adjustments in how you drug test, you could training, drug testing and employee assistance maintainanemphasisonsafetywhilenotover-can be customized to meet an organizations needs. testing.Reexamining your programits a risk analysis Howyoutest:Therearedifferenttesting methodologies to choose from, e.g., oral, urine and Organizations dont just wake up one day saying,hair testing. Each method has a specific window Letsstartadrug-freeworkplaceprogram.of detection and will provide different information There are reasons for the decision. From meetingabout an individuals substance use. And specific contractorrequirementstoaddressingsafetytesting methodologies are better suited for different concerns,reducingliabilityissues,federaland/orsituationsorobjectives.Forexample,oralfluid statecomplianceissues,anorganizationsdrug- testinghasashortdetectionwindow,tendingto free workplace program is implemented to meet aidentify recent use (e.g., within a few hours to a few variety of objectives. days), while hair testing will detect use that happened overafewmonths,potentiallydemonstratinga So,whenitcomestochangingoreliminatingpattern.your program, you need to think through all your objectivesnot just what you hope to accomplishWho you test: Different testing applications can bymakingchanges,butwhyyouinitiallystartedbe applied to different groups of employees, e.g., all your program. After youve thought through all youremployees, safety-sensitive roles, only employees objectives(e.g.,findingemployees,keepingyourworking jobs that require testing such as those on currentemployees,maintainingsafety,keepinga state job in Ohio, to meet your desired objectives. CENTRAL STATES INSULATION ASSOCIATIONcontracts, staying competitive), you need to identify yourpriorities.Rankorderingthemallowsyou What you test for: While there are standard toworktowardasolutionthatbalancesallyourpanels(theselectionofdrugs)fortesting,ifyou objectives. arent answering to an authority, you can choose the substance(s) you test for. Ultimately, you can The right balance testforavarietyofdrugsdependinguponyour program objectives. You may select to test some, For many employers, the pivotal issue with a drug- allornoneofthedrugsofabuse,e.g.,heroin, freeworkplaceprogramcomesdowntotesting.methamphetamine, marijuana or cocaine, etc.Itistheaccountabilityfactorinagoodprogram. Fortunately,manyaspectsoftestingcanbeAll these options boil down to the fact that the testing customized to balance your needs (e.g., how muchaspect of a drug-free workplace program resides do you proactively test and look for issues vs. onlyonaspectrum,andyouroptionsrangefromnot responding reactively vs. deciding not to test at all): testing anyone for a substance to testing everyone for every substance. How you combine the myriad When you test: Among the various categoriesof variables to meet your objectives is at the heart of drug tests, you have proactive tests, e.g., pre- of how you customize your program. For example, continuedpg.30csiaonline.org'