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Testing Post Accident & Reasonable Suspicion, Due Diligence At It’s Best!

Posted by Rita Martin

There has been an accident reported in the warehouse involving the forklift operator. An excellent worker; first event; no one was injured, why send him/her for a post accident drug/alcohol test? For the safety, wellbeing and trust of your employees you should test all post accident events. You should never pick and choose which event by the circumstances. It could open your company up to litigation on fair labor laws.

The worker could be on new medication that is making them dizzy or less responsive. The next time someone may be injured and it could have been prevented.  Or, the employee is not normally a drug user, but just tried it this one time. However, co-workers were aware of it! No worries, if they got away with it, why not the boom lift operator? You could loose the trust of your employees, that you have their safety uppermost in mind.

Your accounting supervisor has reported a major plunder within the department. It has cost you an overdraft when making payroll. After further investigation with the supervisor, one clerk specifically had been causing some disruption within the department, becoming easily agitated and no longer as well groomed as in the past. What is your next course of action? This is reasonable cause for suspicion, even though this employee may have not made the offending mistake. Disruptive attitudes and demeanor may be enough to throw otherwise diligent employees off the attentions at hand. You can test the one employee exhibiting signs of possible drug or alcohol abuse.

Due diligence is your responsibility when employee safety and company liability are at risk.  To better prepare your staff, consider our On-Line Supervisor Training.  At $59 per employee, it is your best bet for securing a well- trained supervisor! http://www.odacsinc.com/training


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