Employers participating in Florida’s Drug-Free Workplace (DFW) program must be careful to follow its strict guidelines or risk incurring workers’ compensation benefit liability.
In exchange for lower workers’ compensation premiums, Florida employers can agree to adopt the DFW program. Under the program, employers may begin testing employees 60 days after notifying them that the program is starting.
The program spells out rules for employers and also includes special protections for employees’ rights. Employers that stray too far may find they no longer qualify for the program’s benefits.
How DFW works
Employers must test all job applicants before hiring and may use an applicant’s refusal to be tested as a reason not to hire him or her. Employers also may conduct drug tests based on reasonable suspicions that employees are using drugs. Employees who behave oddly may be tested, but employers must document their reasons f...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Tweak flexible spending account allocations for next year
- Union-Free and eager to stay that way
- Taking on more work/Life duties? Start by collecting data
- Gather essential hiring records: Interviewers should take notes, HR should collect them