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If he or she refuses, you can discipline, and even dismiss, the employee. Of course, if you suspect someone is high at work, whether it’s his or her behavior or evidence in a company vehicle, for example, you can require the employee to take a drug screen. On the other hand, we had Prohibition, and people still drank and drove.”
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“Just because Colorado decriminalized it doesn’t make it OK to do at work. “If you don’t have an anti-drug policy and you’re in Denver, and one of your techs runs a red light and T-bones a car because he’s high - you better have insurance,” Crosslin says.
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But even in places where marijuana is legalized, there can still be problems. He notes that today’s legal liability is tied to state boundary lines. Greg Crosslin, an attorney with Crosslin & Associates in Destin, Fla., specializes in issues related to the pest management industry. If he or she fails, workers’ comp benefits will be denied. Seay notes, a mandatory drug screen is performed on the employee. Whenever a workers’ compensation injury occurs, Dr. “Second, each state has its own standards for what constitutes a ‘drug-free workplace program.’ If you meet those standards, you can get about a 5-percent reduction on your workers’ compensation program rates. You’re communicating they’re subject to a drug screen at any time, so right away they know whether they might be the right fit for your company,” Dr. “First, it’s a bit of a deterrent for them. Post a related sign in your break rooms, and mention your drug-free policy in help wanted ads. Rather, he advises, if you want to have a drug-free workplace, make it known from the onset. But to do so at random can get you into the deep weeds.” “Drug screen one person, the whole department, or the whole company on a regular basis. Seay, who stresses he makes recommendations solely from a management, not a legal, perspective. “Employers absolutely have the right to require drug tests,” says Dr.
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He says Ted’s situation is not an uncommon one in the industry these days, and it makes sense for business owners to be prepared with how to deal with it. Seay, owner of Orlando, Fla.-based Seay Management Consultants, and his team offer human resources consultant services through the National Pest Management Association (NPMA). Sandy Seay, knock it off with the random drug tests. He could still fail your urinalysis test a month from now. Because Ted smokes marijuana fairly regularly - even though he has never come to work impaired from its effects - his use from last Saturday’s party has the ability to keep marijuana’s Delta-9-tetrahydrocannabinol (THC) levels in his system for up to 30 days or more. If you were to give your employees a random drug test on Monday, Bill would pass and Ted would fail. The effects of the marijuana had worn off, and by Monday, Ted, too, was ready for work. Unlike Bill, he didn’t feel poorly Sunday morning. Ted had a beer or two at the party, but then went off with some other guests to share a bong. He kept hydrated and took it easy Sunday, and was ready for work on Monday morning. Bill went a little overboard on the beers and shots, and had a king-sized hangover on Sunday. On a recent Saturday night, Bill and Ted went to a party thrown by a mutual friend. They work hard and have proven to be loyal employees, each having been hired about three years ago. Rather, let’s follow an adventure of Bill and Ted.įor the purposes of this story, Bill and Ted are two of your best general pest control technicians. We’re not talking about employees getting high on-the-clock - that’s a cut-and-dried call often handled with immediate discipline and even termination. It’s high time we discuss drugs and the workplace. THC urine tests Sample drug-free workplace policy Being drug-free in an approved state Marijuana regulations from a federal point of view JUMP TO With marijuana now legalized for medical or recreational use in several states, what is a pest management company’s responsibility to its customers and employees?