The Council offers a variety of drug testing solutions for small to medium sized businesses -- from instant result devices to site collection devices with lab confirmation, as well as many turn-key fixed facility drug testing options.
Not sure which solution is best for your company? Contact one of our knowledgeable testing experts. Oral Drug Test Kits. Oral fluid testing offers confidential lab-based drug test results from an easy-to-use oral fluid collection method. We suggest they be attached to your employees' paychecks, but how you distribute them is up to you. Drug education received at work can be taken home and shared with the employees' children to help keep them drug and alcohol free. Download a sample Employee Education newsletter also available in Spanish.
Research has shown that information, education, and training that are provided and reinforced in the workplace itself rather than in an offsite classroom has a deeper impact on workplace attitudes and behaviors.
Information that is presented through the workplace in smaller amounts, over longer periods, and frequently reinforced is often understood better and more motivating than one-time-only trainings or meetings. The newsletters are the most cost-effective and efficient way to provide annual employee drug education and training. The Council offers a variety of drug testing solutions for small to medium sized businesses -- from instant result devices to site collection devices with lab confirmation, as well as many turn-key fixed-facility options.
Not sure which solution is best for your company? Contact one of our knowledgeable testing experts today to discuss your state specific requirements. Certified drug-free workplaces in Florida must provide either an EAP Employee Assistance Program , or a resource list of treatment and counseling centers in their area. We provide your employees and their dependents full access to our online employee resource program. After completing the aforementioned five steps, we will assist you in applying or reapplying for certification.
The Council on Alcohol and Drugs recognizes the threat of drug abuse in the workplace. Among other consequences, drug and alcohol abuse decreases productivity and increases accidents, absenteeism, product defects, medical and insurance costs, and employee theft. Employers and employees have a large stake and legitimate role to play in the "war on drugs.
Your membership helps our c 3 nonprofit agency, established in , to prevent drug abuse among children. Each construction contractor regulated under part I of chapter , and each electrical contractor and alarm system contractor regulated under part II of chapter , who contracts to perform construction work under a state contract for educational facilities governed by chapter , for public property or publicly owned buildings governed by chapter , or for state correctional facilities governed by chapter shall implement a drug-free workplace program under this section.
The Council on Alcohol and Drugs, Inc. Provides required annual supervisor training. However, should the job applicant prevail in the actions, the employer shall provide him or her the opportunity of employment in the next available comparable position.
If the employer does not discharge the employee, the employer may refer the employee to an employee assistance program or an alcohol and drug rehabilitation program in which the employee may participate at the expense of the employee or pursuant to a health insurance plan.
If an employer refers an employee to an employee assistance program or an alcohol and drug rehabilitation program, the employer must determine whether the employee is able to safely and effectively perform the job duties assigned to the employee while the employee participates in the employee assistance program or the alcohol and drug rehabilitation program. An employee whose assigned duties require the employee to carry a firearm, work closely with an employee who carries a firearm, perform life-threatening procedures, work with heavy or dangerous machinery, work as a safety inspector, work with children, work with detainees in the correctional system, work with confidential information or documents pertaining to criminal investigations, work with controlled substances, hold a position subject to s.
If an employer refers an employee to an employee assistance program or an alcohol and drug rehabilitation program and the employer determines that the employee is unable, or the employee is deemed unable, to safely and effectively perform the job duties assigned to the employee before he or she completes the employee assistance program or the alcohol and drug rehabilitation program, the employer shall place the employee in a job assignment that the employer determines the employee can safely and effectively perform while participating in the employee assistance program or the alcohol and drug rehabilitation program.
If a job assignment in which the employee may safely and effectively perform is unavailable, the employer shall place the employee on leave status while the employee is participating in an employee assistance program or an alcohol and drug rehabilitation program. If placed on leave status without pay, the employee may use accumulated leave credits before being placed on leave without pay. Such screening or tests shall be limited to the specific substances expressly identified in the applicable statute, rule, or regulation, unless prior written consent of the employee is obtained for other tests.
I of the State Constitution, and may not be used or received in evidence, obtained in discovery, or disclosed in any public or private proceedings, except in accordance with this section. The consent form must contain, at a minimum: 1. The name of the person who is authorized to obtain the information.
The purpose of the disclosure. The precise information to be disclosed. The duration of the consent. The signature of the person authorizing release of the information.
Information released contrary to this section shall be inadmissible as evidence in any such criminal proceeding. A license issued by the agency is required in order to operate a laboratory. The laboratory is licensed and approved by the Agency for Health Care Administration using criteria established by the United States Department of Health and Human Services as general guidelines for modeling the state drug testing program and in accordance with part II of chapter Each applicant for licensure and licensee must comply with all requirements of part II of chapter The laboratory has written procedures to ensure chain of custody.
The laboratory follows proper quality control procedures, including, but not limited to: a. The use of internal quality controls including the use of samples of known concentrations which are used to check the performance and calibration of testing equipment, and periodic use of blind samples for overall accuracy. An internal review and certification process for drug test results, conducted by a person qualified to perform that function in the testing laboratory.
Security measures implemented by the testing laboratory to preclude adulteration of specimens and drug test results. Other necessary and proper actions taken to ensure reliable and accurate drug test results.
All laboratory reports of a drug test result shall, at a minimum, state: 1. The name and address of the laboratory which performed the test and the positive identification of the person tested.
Positive results on confirmation tests only, or negative results, as applicable. A list of the drugs for which the drug analyses were conducted. The type of tests conducted for both initial and confirmation tests and the minimum cutoff levels of the tests.
Any correlation between medication reported by the employee or job applicant pursuant to subparagraph 8 b 2. The reports shall include information on the methods of analyses conducted, the drugs tested for, the number of positive and negative results for both initial and confirmation tests, and any other information deemed appropriate by the Agency for Health Care Administration. No monthly report shall identify specific employees or job applicants. Standards for drug-testing laboratory licensing and denial, suspension, and revocation of a license.
Urine, hair, blood, and other body specimens and minimum specimen amounts which are appropriate for drug testing, not inconsistent with other provisions established by law.
Methods of analysis and procedures to ensure reliable drug-testing results, including standards for initial tests and confirmation tests, not inconsistent with other provisions established by law.
Minimum cutoff detection levels for drugs or their metabolites for the purposes of determining a positive test result, not inconsistent with other provisions established by law.
Chain-of-custody procedures to ensure proper identification, labeling, and handling of specimens being tested, not inconsistent with other provisions established by law. Retention, storage, and transportation procedures to ensure reliable results on confirmation tests and retests. A list of the most common medications by brand name or common name, as applicable, as well as by chemical name, which may alter or affect a drug test.
Hair cutoff levels for initial drug-screening tests. Hair cutoff levels for drug confirmation testing. All confirmations must be by quantitative analysis. All hair specimens undergoing confirmation must be decontaminated using a wash procedure which has been published in the peer-reviewed literature which, as a minimum, has an initial minute organic solvent wash followed by multiple minimum of three minute aqueous washes. After hair is washed, the drug entrapped in the hair is released either by digestion chemical or enzymatic or by multiple solvent extractions.
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