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6 Types of Workplace Drug Tests on the Rise

6 Types of Workplace Drug Tests on the Rise

Employers testing workers for drug use is on the rise, and it’s not uncommon to be asked for a sample before joining a job. There are a lot of reasons why an employer would ask for a drug test before an employee joins their team. For example, to ensure worker safety, to lower medical costs, to keep productivity steady, or simply to follow state protocol. It’s interesting how drug testing has increased over the last 5 years with more companies joining the trend. If you do a quick search online, you’ll read extensive content on this topic and will also learn more about its importance.

I was thinking about incorporating random drug testing in my organization so decided to research this topic. I was surprised when I found that there are so many different types of tests being administered by companies. I know this would be a great topic to write about especially if you own a business or are planning on implementing such a practice soon.

Let’s explore some of the most common types below.

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First, I’d like to introduce the following chart on random drug testing

    1. Reasonable Suspicion

    This type of drug testing is administered in the workplace only if an employer suspects an employee is using drugs. There are many things which would force an employer to believe this: like lower production, aggressive behavior, or even lack of coordination (mainly construction). If you observe the chart above, you’ll notice how 80% of employers are administered drug tests because of suspicious behavior. This makes sense especially when someone who has been working with you for a certain period of time suddenly experiences a great change in productivity compared to before.

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    2. Post-Accident Testing

    This follows the same pattern as someone who starts drinking after a traumatic event has occurred in their life. If someone has been injured away from work or even on the job, then this can lead to increased likelihood of drug use. This is why many companies will monitor medical expenses of employees to see what they are getting help for. If something stands out as a life-changing event, then they’ll most likely start administering random drug tests. In the end, this is to ensure the employee’s own safety, and so the employee can receive the right kind of help.

    On the chart, you can see how 73% of companies have implemented testing to monitor post-accident situations.

    3. Random Testing

    Mainly administered in sports teams, but increasingly in companies to keep productivity and employee safety high. Random drug testing used to be an issue especially when employees were not aware this would happen, but now companies are making sure new employees are well aware before joining. Random drug testing can occur at any time to make sure employees are clean. 46% of companies are now random testing which is up from 39% in 2006.

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    4. For Cause Testing

    Sometimes, companies will require employees to be tested because they are taking on a sensitive project. For example, if your company is working on a third-party project for an external client, then they might require drug testing for anyone working on their project. This is not uncommon for companies like Apple which manufacture products in China and so will require everyone on the line to be tested. 41% of companies require for cause testing, and this has grown ever since outsourcing increased within the last couple of years.

    5. Follow-up Testing

    If you have been tested and failed the random drug test, then the company has many options available to them. Some will fire you on the spot, while others will require you go into treatment for a specific duration. You’ll either be sent to a third party treatment center or receive help in-house, however, after successful completion of treatment, you will be retested. The follow-up testing can happen immediately, and at a higher frequency too.

    The rate of follow-up testing is currently 30%.

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    6. Baseline Testing

    If companies allow workers to use recreational drugs, then a baseline level needs to be considered. This means employees will be initially tested to establish a baseline level, and then tested against this level going forward. Anything above the acceptable baseline level will demand consequences. Baseline testing is a new thing which is why it’s at the bottom of the chart and many companies have not yet implemented it. The states which allow recreational marijuana are the ones that have a baseline policy in place.

    Final Thoughts

    I believe drug tests can be a vital tool in making sure high levels workplace safety are maintained. It’s also a great way to ensure productivity doesn’t suffer so you can stay competitive in your niche. The only problem I see is testing the employees who didn’t agree to this policy before joining the company. But, those not doing drugs don’t have to worry and are happy to be tested. Going forward, the company has to make it clear to new employees that random tests might occur while employed.

    Featured photo credit: blog.employersolutions.com via blog.employersolutions.com

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    Last Updated on August 16, 2018

    10 Huge Differences Between A Boss And A Leader

    10 Huge Differences Between A Boss And A Leader

    When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

    However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

    You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

    A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

    Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

    1. Leaders are compassionate human beings; bosses are cold.

    It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

    Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

    Does acting human at the office sound silly? It’s not.

    A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

    If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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    2. Leaders say “we”; bosses say “I”.

    Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

    Let me explain:

    A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

    A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

    3. Leaders develop and invest in people; bosses use people.

    Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

    Instead of using others or focusing on your needs, think about how you can help other people grow.

    Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

    Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

    4. Leaders respect people; bosses are fear-mongering.

    Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

    A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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    What’s the bottom line?

    Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

    5. Leaders give credit where it’s due; bosses only take credits.

    Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

    Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

    You might be wondering how you can get started:

    • Begin by simply noticing which team member contributes what during your next project at work.
    • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
    • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

    6. Leaders see delegation as their best friend; bosses see it as an enemy.

    If delegation is a leader’s best friend, then micromanagement is the enemy.

    Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

    Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

    Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

    In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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    Learn how to delegate in my other article:

    How to Delegate Work (the Definitive Guide for Successful Leaders)

    7. Leaders work hard; bosses let others do the work.

    Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

    Here’s the deal:

    Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

    The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

    8. Leaders think long-term; bosses think short-term.

    A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

    Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

    For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

    9. Leaders are like your colleagues; bosses are just bosses.

    Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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    Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

    As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

    10. Leaders put people first; bosses put results first.

    Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

    Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

    Here’s what I mean by process over people:

    Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

    Learning to be a leader is an ongoing adventure.

    This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

    Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

    Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

    For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

    Featured photo credit: Unsplash via unsplash.com

    Reference

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