Drug Testing and OSHA Rules: How does it Matter?

Why Should You Attend:

In August 2016, the new Occupational Safety and Health Administration (OSHA) rules concerning anti-retaliation and anti-discrimination in the workplace went into effect, but the enforcement of the provisions was delayed until Dec. 1. Among the topics covered by the new mandates is a tightening of the circumstances under which an administrator can order an employee to undergo a drug test. The new rules place stricter limits on drug testing after incidents, and many organizations may find that their policies and training manuals will need to be revised because of the new rules.

Are you confident that your safety incentive program meets the new requirements? Do you know when it's appropriate to require a drug test after a workplace accident? Can you confirm that you are reporting injuries and illness correctly? If you cannot definitively answer those questions, you could be at risk of being non-compliant with OSHA regulations.

Learning Objectives:

• What does the new OSHA rule require?
• Understanding when it is appropriate to require a drug test after a workplace accident.
• Risk reduction steps to keep an employer’s drug testing program compliant.
• Why does OSHA address retaliation in the rules?
• How to inform employees of their right to report work-related injuries and illnesses free from retaliation.
• Understanding of the new reporting requirements and compliance schedule.
• Who must submit information electronically to OSHA under the rules and when.
• Resources for OSHA Compliance.

Areas Covered:

• Overview of OSHA anti-retaliation and anti-discrimination rules
• Post-Accident/Injury Drug Testing
• OSHA’s Recordkeeping requirements in regards to post-injury drug testing
• Safety Incentive Program requirements
• Reporting injuries and illnesses
• OSHA fines and penalties

Who Will Benefit:

• Managers
• Supervisors
• Potential Managers
• Department Heads
• HR Professionals
• HR Coordinators
• Safety Professionals

Kristin Robinson
HR Consultant, Cadence Human Resource Management

Kristin Robinson, MBA, SPHR, is president of Cadence Human Resource Management, LLC, a HR consultancy group working with companies of all sizes and industries to strengthen their human resources function. Cadence is an integrated partner with the company’s leadership, focused on delivering measurable results with highly creative, non-conventional tools and ideas to get to the next level focusing on HR compliance and HR processes/procedures.

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