Below are examples of situations in which drug testing might be appropriate or necessary:

Pre-Employment Tests. Offering employment only after a negative drug test result.

Goal:  To decrease the chance of hiring someone who is currently using or abusing drugs.

Pre-Promotion Tests:  Testing employees prior to promotion within the organization.

Goal:  To decrease the chance of promoting someone who is currently using or abusing drugs.

Annual Physical Tests:  Testing employees for alcohol and other drug use as part of their annual physical.

Goal:  To identify current users and abusers so they can be referred for assistance and/or disciplinary action.

Reasonable Suspicion and For Cause Tests:  Testing employees who show obvious signs of being unfit for duty (For Cause) or have documented patterns of unsafe work behavior (Reasonable suspicion).

Goal:  To protect the safety and well being of the employee, coworkers and the public-at-large, and to provide the opportunity for rehabilitation if the employee tests positive.

Random Tests:  Testing a selected group of employees at random and unpredictable times.  Most commonly used in safety- and security-sensitive positions.

Goal:  To discourage use and abuse by making testing unpredictable, and to identify current users and abusers so they can be referred for assistance and/or disciplinary action.

Post-Accident Tests:  Testing employees who are involved in an accident or unsafe practice incident to help determine whether alcohol or other drug use was a factor.

Goal:  To protect the safety of the employee, coworkers, and the public-at-large, and to identify and refer to treatment those persons whose alcohol or other drug use threatens the safety of the workplace.

Treatment Follow-up Tests:  Periodically testing employees who return to work after participating in an alcohol or other drug rehabilitation program..

Goal:  To encourage and ensure that employees remain drug-free after they have completed the first stages of treatment.