Drug Testing for the Loss Prevention Community?

Should all retailers embrace drug testing for applicants and possibly post hire?

Having implemented a drug testing program in my career, I can tell you the decision to use it as part of the hiring process and developing operational steps for testing are not easy decisions.  Most all would agree a drug free work environment is an excellent goal but, many issues come into play that challenge this.  As some examples, should you test via urine or hair analysis?  What number of panels (drug types) will you be testing for?  If you use a lab for testing (as I recommend) will that decision delay the hiring process? Are these over the counter tests reliable?  Does your State or union agreement limit post hire drug testing? What if the State allows a specific drug (marijuana) can you limit it's usage?  What if the applicant challenges the results if he or she test's positive; do you have a process in place to handle these challenges?  If you decide to not drug test, will you be the only retailer in the area not requiring it and therefore the "go to" retailer for people using drugs ?

Many studies show that a drug free environment can reduce the number of sick days, employee accidents and impact the shortage number in a positive way. 

Which ever way the retailer decides, I strongly recommend mandatory drug testing in all Distribution Centers.  Employees in this environment can be seriously injured if on drugs that impact their motor skills and decision making.

Enjoy the day...