Employee drug and alcohol testing can present a serious challenge to employers, particularly because it is such a highly personal, health related issue. Properly creating and executing legal policies and procedures, as well as executing these programs within an organization can be complicated. Federal, state and local laws and regulations all play a role in shaping the rules governing drug and alcohol testing.
RPNA attorneys assist clients to devise and prepare drug and alcohol testing programs in compliance with the law. The firm also offers the requisite training needed for human resource staff, managers and supervisors to succeed in the program’s day-to-day execution. Our attorneys are called upon to address and advise on the proper response to questions of “reasonable suspicion” and assessments of “random testing” initiatives.
Beyond drug and alcohol testing programs, the firm works with managers and human resource staff to create, audit and counsel clients on substance abuse programs geared toward supporting overall employee health. Our attorneys are also adept at drafting related agreements for employment pertaining to staff treatment/abuse programs. These agreements have aided employers to head off disputes, such as claims for wrongful termination, should a drug test continue to come back positive.
When a dispute arises, RPNA is more than prepared for the immediate defense of such claims.