Sample Letter for Response to a Positive Drug Test - Employer
About this form
The Sample Letter for Response to a Positive Drug Test - Employer is a template designed to assist employers in formally addressing the results of a positive drug test for an employee. This letter serves to communicate the test results clearly and to initiate a dialogue regarding the next steps, which may include actions like meetings with HR or outlining potential consequences. It is an important document that differs from general employment notices by specifically addressing the sensitive nature of drug testing results and their implications in the workplace.
Main sections of this form
- Return address section for employer identification.
- Date of the letter to establish a timeline.
- Recipient's address to ensure proper delivery.
- Subject line indicating the purpose of the communication.
- Formal closing signature line for the employer's representative.
Common use cases
This form should be used when an employee has tested positive for drugs during a workplace drug screening. It is essential in situations where employers are required to inform the employee of the test results, clarify the employer's policies on drug use, and outline any next steps such as potential disciplinary actions or meetings with human resources.
Intended users of this form
- Employers who conduct drug testing as part of their workplace policies.
- HR professionals responsible for managing compliance with drug testing regulations.
- Managers or supervisors communicating results to employees after drug tests.
How to complete this form
- Enter the company's return address at the top of the letter.
- Fill in the date when the letter is being sent.
- Specify the employee's name and address in the recipient section.
- Draft a clear subject line stating "Response to a Positive Drug Test."
- Conclude with a signature line for the person responsible for sending the letter.
Notarization requirements for this form
Notarization is not commonly needed for this form. However, certain documents or local rules may make it necessary. Our notarization service, powered by Notarize, allows you to finalize it securely online anytime, day or night.
Mistakes to watch out for
- Failing to include the date, which is important for record-keeping.
- Omitting the recipient's address, which can hinder proper delivery.
- Not clearly stating the purpose of the letter in the subject line.
- Using informal language that may undermine the seriousness of the matter.
Advantages of online completion
- Convenient access to a legally compliant template at any time.
- Easy editing capabilities to customize the form to fit specific circumstances.
- Reliability of a professionally drafted document, ensuring legal standards are met.
State-specific compliance details
This form is suitable for use across multiple states but may need changes to align with your state’s laws. Review and adapt it before final use.
Legal use & context
- The letter serves as formal communication and may be used as documentation for any future disputes relating to the employment status of the individual.
- Employers must ensure compliance with employment laws regarding drug testing and employee privacy.
Form popularity
FAQ
Unless you had a contract or promise of continued employment, you were employed "at will" and can be fired for any lawful reason. Firing an "at will" employee for suspected drug use is lawful.
A positive drug test, with a consequence of suspension and possible termination for non-compliance with the EAP treatment plan may be the first time an employee is held accountable for his/her poor choices. Not all employees who test positive are substance- dependent or in need of intensive treatment.
Make sure there is drug abuse. Educate yourself about drug addiction. Take notes. Follow procedures outlined in your workplace drug policy. Don't feel guilty about reporting a drug-addicted colleague. Talking to the affected colleague could be tricky.
The number is: 800-WORKPLACE. An employer's trade association, or workers' compensation insurance company may also be able to give helpful advise.
A positive drug test, with a consequence of suspension and possible termination for non-compliance with the EAP treatment plan may be the first time an employee is held accountable for his/her poor choices. Not all employees who test positive are substance- dependent or in need of intensive treatment.
Someone with an addiction will show multiple signs over time, which may include: Excessive tardiness or absenteeism. You may see a pattern like an employee calling off on Mondays, after holidays, or paydays. Change in appearance such as wearing dirty or wrinkled clothes, looking disheveled, neglecting personal hygiene.
If the test results in a positive reading, meaning there is drug residue in the body, the results are forwarded to a medical review officer, who reviews the results and looks for any possible valid medical explanation for the results. As a medical review officer, I would review a patient's medical history.
If an employer makes a job offer contingent on passing a drug test, the offer can generally be rescinded if the applicant fails, but there may be more steps that employers must follow for current employees.
The Americans with Disabilities Act (ADA) restricts what employers can ask about use of drugs prescribed for you. The ADA applies to all employees. use, before they offer a job to the applicant.employer of any prescribed drugs they may be taking that have side effects which can affect their job duties.
