Culture of Safety Survey. In-person and online training rooted in evidence-based best practices. Expert proactive risk assessments, root-cause analyses, and in-depth investigations. Ongoing support to your quality and safety departments that might not otherwise be affordable.
Specific and client-tailored reports, such as:. Categorical and Pareto Analysis. Quality Functional Deployment Tools. Control Charts. Unfortunately, employers continue to question it, creating high risk for employers on being sued by misapplication of the policy or subjective reviews for testing. If you are an employer who uses drug testing as a means to retaliate against an employee because of reporting an injury or being injured, you deserve whatever OSHA gives you. There is no other way to describe those actions other than stupid and potentially, very expensive!
So, when can an employee be tested after an incident? The answer is clear — immediately following the incident in which the employee caused or contributed to the incident, with or without injury.
Also, whether to drug test post-incident should never be associated with a dollar value of property damage. An employee performing in a manner that causes any level of property damage should be subject to testing. Just being lucky and not hitting the arbitrary dollar value does not mean that employee should not be tested, actions investigated and reviewed, and, perhaps, either re-trained or open to disciplinary action for not following the training or the proper procedures.
For clarity, you never discipline an employee for getting injured. Of course, any change requires communicating it to your employees so they know the expectations. View more posts. You are commenting using your WordPress.
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