Recruiting

New Marijuana Laws and Your Drug Policy

Yesterday’s Advisor explored how legal marijuana use and drug interviews and policies mix. Today, more from Tim Thoelecke on that topic, plus some handy tips.

By Tim Thoelecke

Marijuana is mainstream, or trying to be. Indeed, many have made the assumption that marijuana is no longer the danger that we once thought it was. Oddly, it’s just the opposite. Marijuana use is becoming more pervasive. It’s stronger (10 times stronger) and its effects last longer than ever before (long after the high has gone). Employers who want a safe, healthy, secure workplace must be more diligent than ever.

Recent court cases have supported an employer’s right to a drug-free workplace, but only if they have a clear, written policy. Make sure your policy complies with state and federal law. A good policy sets the rules, establishes consequences for failure to follow the rules, and provides the employer with some discretion. A policy violation is easier to defend than a “legal vs. illegal” situation.

Know, too, that not all testing providers are the same. Look for one that meets your business needs.

  • If you do random testing, you might consider a provider that does them on-site.
  • If you hire people who don’t live near your business, find a provider that has testing centers all over the country, or at least where you need them.
  • If you need results fast, make sure your provider can meet your expectations, either with software or even instant testing.
  • If you need background checks, see if they can provide that, too.

Some employers like to use their workers’ comp management provider for drug testing. Others see advantages to a streamlined process and shorter wait times or on-site testing by using a separate, dedicated drug tester.

Companies drug test for different reasons. For many, it’s all about safety. For others it’s about productivity. Still others see it as one of a number of efforts to help employees stay healthy. No matter what the reason, protect your company today by implementing a drug testing program that is right for you by utilizing the tips provided above.

Of course, the ins and outs of drug testing isn’t your only issue—it’s never just one thing in the world of HR! Retention and turnover are also on every HR manager’s front burner. Turnover is your organization’s most debilitating disease. Retention—of the people you want to retain—is the backbone of your organization’s success. Gain an advantage with our guide, Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization. Check it out now!

This second HR Playbook from BLR explores the many facets of retention and engagement, giving practical guidance, new approaches, and proven methods for achieving excellence in these challenging times.

Learn about the following crucial issues regarding retention and employee satisfaction:

  • The high cost of undesirable turnover
  • Recruiting and hiring for the long haul
  • Management’s role in retention
  • The value of strong mentoring
  • Perks that employees truly value
  • And much more!

When do you start thinking about retention? On day one. Start strategizing today with Employee Retention and Satisfaction: How to Attract, Retain, and Engage the Best Talent at Your Organization.

Click here to learn more or order your copy today!

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