Turning Point of Central Florida, Inc., being an abstinence-based treatment program provides random drug testing for all clients enrolled in our treatment program. It is a key component of our clinical sequence, since we want all our clients in treatment to be free of all mood-altering substances. This concept is more than just a policy, it is critical that clients invested in treatment and sustain a drug-free recovery program while participating in treatment with their fellow clients, knowing each participant is tested and affirmed drug-free. Each client, as they enter treatment, are introduced to the policy of testing while involved in treatment and how this process is administered. This is all to affirm the client’s commitment to abstinence. Many clients are referred through the criminal justice system, or through third party referral sources, such as employers, licensing organizations or Employee Assistance Programs. Corporations have a legal and ethical obligation to assure that their employees are not impaired by use of mood altering substances, and in many instances, this impacts safety-sensitive positions of employment.
Turning Point of Central Florida, Inc. is the resource for many companies and licensing organizations whose primary objective is to assure that clients who have violated their drug-free workplace policy are having corrective action taken, including clinical intervention, to prove with good and sound evidence that their use and abuse problem does not present a risk to the employer, their fellow employers and public safety.
Turning Point of Central Florida, Inc. provides evaluations for Drug-Free Workplace Programs as well as Department of Transportation (DOT) Substance Abuse Evaluations. DOT has a very structured protocol for their truck/bus drivers, airline employees, railroad employees, Maritime/Coast Guard employees and Pipeline/hazardous materials, all of whom have specific guidelines in place to assure public safety. Employees who participate in this DOT/SAP program are mandated to participate in an educational sequence or substance abuse treatment, if needed. Participants must follow the recommendation of the SAP (Substance Abuse Professional) and report back to the SAP for a follow-up evaluation. Those involved in this program can be assigned to mandatory follow-up testing, in addition to normal testing, for up to five (5) years. DOT makes it very clear: The primary concern is not the employee, not the employer, BUT Public Safety.
Some schools, universities, probation, parole, courts, hospitals, and places of employment require drug testing. Testing methods include:
- Pre-employment testing
- Random testing
- Reasonable suspicion/cause testing
- Post-accident testing
- Return-to-duty testing
- Follow-up testing
Drug tests vary, depending on the type of drug being tested and the type of specimen being collected. Urine, hair, saliva (oral fluid), or sweat can be used as test specimens. Drug tests screen for such drugs as marijuana, cocaine, amphetamines, phencyclidine (PCP), and opioids.
Studies suggest that many adults who use illegal drugs are employed full or part time. In addition, when compared with those who do not use substances, substance-using employees are more likely to:
- Change jobs frequently
- Be late to or absent from work
- Be less productive
- Be involved in a workplace accident and potentially harm others
- File a workers’ compensation claim
Employers who have implemented drug-free workplace programs have important experiences to share.
- Employers with successful drug-free workplace programs report improvements in morale and productivity and decreases in absenteeism, accidents, downtime, turnover, and theft.
- Employers with long-standing programs report better health status among employees and family members and reduced healthcare costs.
- Some organizations with drug-free workplace programs qualify for incentives, such as decreased costs associated with short- and long-term disability, and reduced workers’ compensation costs.