When you suspect an employee of substance abuse, firing the person is not as easy as you think. All it takes is one individual to complain, and it could spell a financial and legal nightmare for your practice.
Numerous federal rules restrict what you can ask the employee, the penalties you can enforce – and really every action you are legally allowed.
To make matters worse, the rules you had in place when you hired the person dictate your rights to drug testing, corrective action, and termination. This makes it critical that you put policies in place right now before you hire another employee. Substance Abuse Employment Policies.
Sorting through the laws is time-consuming and confusing. Fortunately, there is a better way…
This is where healthcare and employment attorney, Kelly Holden, Esq., can help. During her 60-minute online training session, Kelly will show you the EXACT substance abuse internal hiring, testing, and corrective action policies you must immediately put in place to protect your practice.
She’ll give you proven tactics to handle even the hardest cases of suspected and known staff abuse and keep your practice out of massive legal headaches.
Here are a just a few of the Substance Abuse employee policy questions you’ll get answered during this attorney-led 60-minute online training:
- What are Equal Employment Opportunity Commission (EEOC) rules on substance abuse and testing?
- When should you test an employee to avoid lawsuits?
- How can you properly screen a job applicant without getting into trouble?
- What Americans with Disabilities Act (ADA) requirements MUST you implement?
- How do you create a drug and alcohol policy that protects your staff and practice?
- What are proven methods to avoid HIPAA substance abuse privacy violations?
- When are reasonable suspicion requirements met so you can take legal action?
- Are you allowed to restrict prescription drug use?
- How should you handle an impaired or suspected impaired employee?
- What steps you should take if an employee self-reports addiction?
- How does the Fair Credit Reporting Act (FCRA) affect your hiring processes?
- Is it legal for you to inquire about prescription drug use?
- What is the proper way to handle staff medical marijuana issues?
- How can your office avoid violations for hiring, drug testing and firing related to substance abuse?
- What should do you do if an employee refuses a drug test?
- How do you handle transporting a test to the lab?
- What should you do if an employee tampers with a test?
- How can you protect your practice with a background check?
- When you suspect an employee has drugs in your office, what corrective actions are you allowed?
- What is the best way to educate staff on your Substance Abuse employment policies?
- When should you use a second chance agreement to help staff?
- And so much more…
Who Should Attend? Anyone who owns or manages a medical or dental practice, regardless of specialty, size or location, will significantly benefit from this attorney-led online training.
Substance Abuse employee laws affect everything from your hiring practices to the safety of your work environment. By attending this session, you’ll prevent massive fines from State and Federal violations for breaking Substance Abuse employment rules.
With coronavirus driving up abuse rates, you really can’t afford to not have the right substance abuse staff policies. You’ll protect your practice from costly lawsuits and fines.
Don’t wait — sign up today! Substance Abuse Employment Policies.
Kelly is a licensed lawyer in three states, heads the DBL Law’s employment law division, which represents private and public employers in all facets of employment law. She has been advising HR managers and healthcare companies for over 26 years in all aspects of employment law.
Kelly’s employment law practice Includes advising clients on compliance with various employment laws and providing in-house training on such issues. She is a former SHRM member and president of a local chapter as well as several nonprofit boards. More recently, Kelly has been using her acquired expertise in advising companies on complying with COVID-19 employment issues.
Kelly has experience working with the EEOC, DOL, DOJ and litigating cases in federal and state courts. She also advises companies on I·9 compliance and performs I-9 audits. conducts harassment investigations, drafts employee handbooks and employment policies and, does training on all aspects of employment law. Kelly was featured on WI/XU Cincinnati, as a subject matter expert, lo speak on 25 years of the Americans with Disabilities Act and the impact it has.