Pre-employment drug testing can be an important part of a workplace screening program, but employers should set up the process before sending a candidate to a collection site.
Start with your written policy
Your policy should explain which positions are tested, when testing occurs, what happens if a candidate does not complete the test, and how results are handled. A consistent policy helps avoid treating similar applicants differently.
Washington employers should also consider state and local requirements that may affect hiring and drug-testing practices. Company policies should be reviewed by qualified legal or HR professionals when necessary.
Confirm the correct test type
Determine whether the position is DOT-regulated or Non-DOT. A CDL by itself does not automatically make every employment test a DOT test; the employee’s actual covered safety-sensitive duties and applicable regulations matter.
Give the candidate clear instructions
Provide the collection location, date or deadline, required identification, and any employer or account information needed at the site. Clear instructions reduce missed tests and scheduling delays.
Keep the process consistent
Use the same approved process for applicants in the same job category. Document the request, completion status, and any next steps according to your company policy.
Make scheduling easy
Test Pro LLC can help employers schedule pre-employment DOT and Non-DOT drug testing. Employers can book at the Kent office or request assistance locating an appropriate testing site near a preferred ZIP code.