business management
MICA MESSENGER
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workplace and protect employees, 
customers, and the public from 
harm.
I 
ncorporating reasonable 
suspicion drug testing into 
your workplace safety program 
is a proactive step towards 
mitigating risks and fostering 
a healthy, productive environment. 
By adhering to these guidelines and 
best practices, employers can create 
a fair, consistent, and transparent 
approach to addressing drug 
and alcohol impairment at work. 
This training can be conducted 
by knowledgeable internal team 
members who are familiar with the 
nuances of the company’s policies 
and the legal landscape. Alternatively, 
employers have the option to leverage 
the expertise of external vendors, 
such as DISA, which specialize in 
providing comprehensive training 
programs tailored to the specific needs 
of a workplace. Click Here for More 
information on DISA’s reasonable 
suspicion training.
By adhering to these guidelines and 
best practices, and by choosing the 
right training solution that fits their 
organization’s needs, employers can 
create a fair, consistent, and transparent 
approach to addressing drug and 
alcohol impairment at work, thereby 
safeguarding the well-being of their 
employees and maintaining a safe 
workplace environment.
Related Articles:
•	 Reasonable Suspicion Testing: Signs 
to Look for and When to Implement
•	 How to Build an Effective Drug Testing 
Policy That Stays Up-To-Date and 
Compliant
•	 An Employer’s Guide to Drug Testing 
Types
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About DISA
Founded in 1986, DISA is the industry-
leading provider of employee 
screening and compliance services. 
Headquartered in Houston, with 
more than 35 offices throughout 
North America and Europe, DISA’s 
comprehensive scope of services 
includes background checks, drug and 
alcohol testing, occupational health, and 
transportation compliance. DISA assists 
employers in making informed staffing 
decisions while building a culture of 
safety in their workplace.
DISA Global Solutions aims to provide 
accurate and informative content for 
educational purposes only and does 
not constitute legal advice. The reader 
retains full responsibility for the use 
of the information contained herein. 
Always consult with a professional or 
legal expert.

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