Employers are slowly easing back into a new normal. As they reopen their businesses and bring back staff laid off or furloughed during the early stages of the COVID-19 pandemic, employers must make decisions about handling a large reentry of staff members. These decisions instill a sense of stability for employees, ensuring that safety and stability are at the forefront of company policies.
Employee recall can be complicated as some companies may need to recall employees at different times while others companies may be able to recall all furloughed and/or laid off employees. Much of employee recall depends on a company’s work demands and social distancing rules set in place. In any case, employers must evaluate these processes and how they are to be most efficiently handled.
Part of the recalling process is employers deciding whether the employer will have employee’s drug tested or not. When evaluating this issue, employers must consider their obligations under their agreements and policies in place.
The managers and supervisors in any workplace, particularly those belonging to the DOT industry, have to deal with numerous issues every day to maintain a productive and safe workplace. Most would agree that reasonable suspicion drug testing and screening is one of the most challenging responsibilities they face.
YOUTUBE WEBINAR ON: DRUG TESTING, PHYSICALS AND COMPLIANCE DURING COVID-19 LEARN FROM THE EXPERTS.
Margaret Spence, CEO of C. Douglas & Asociates, Inc.
Patrick Armstrong, VP of O.M. Management, Inc.
Johanna Penafiel, National Account Manager, O.M. Management, Inc.
Maxine Topper, Executive VP, Physicians Health Center.
Business owners and companies strive to promote a safe working environment for all employees, where better health is encouraged. Therefore, most of the organizations consider the usage of alcohol and drugs on the job as a counterproductive and unsafe practice and aim to maintain a drug free workplace.