What referral form do I need to send a candidate to a local doc-in-a-box?
First, every doc-in-a-box is independently owned- there are no standards. What may be fine for a doc in Lawrenceville, may not be good enough for one in Powder Springs or Mableton or Decatur. What we can say with certainty, however, is that you’re better off sending them to our Maynard Terrace facility. The fact of the matter is that this person does not yet work for you. You don’t have to worry about time on the clock for this candidate. You can tell them to drive wherever you want to get a drug test. Guess what? If they can’t follow directions now to do what you ask, do you think they will follow them later on the job site? You also get top-notch service that is consistent and informative. If anything wonky goes down, you’re going to know about it. Will your local doc do that for you? The best thing? We only need an email to authorize your drug test request. Just shoot it over and we’ll get your candidate through! Shop around. See what works best for you, and then send them to us. Remember- we’re here just for you.
I sent an employee to get a post-accident drug test, but they didn’t go where I told them to go. What do I need to do?
Let’s start by saying this: If you sent a new-hire candidate for a drug test and they didn’t go where you directed them, would you still hire them? No. You don’t need someone on your staff who doesn’t follow directions. In the same way, this current employee, by going to a different location than is required, is refusing to follow instructions. If you are good at documenting (and all of our clients should be), you know that an employee that does not follow instructions needs to be documented as insubordinate. Now there is always the chance they “just didn’t understand”, but that’s not the point here. Your office should have post-accident/ injury procedures posted in a visible area (break room/ locker room, etc) to combat the “didn’t know” excuse. The list of acceptable medical facilities for on-the-job accident attention should also be posted (legally required). If your employee does not go to one of the acceptable facilities, they are out of compliance- they should be written up, and there may then be some complications with billing. Consider this: normally, the employer pays for a drug screen from an acceptable facility (Workright’s downtown office, for example), but if the donor goes to a different facility (Concentra), should the employer pay for the result? Of course not. It’s not an acceptable facility. Aaah, but wait! If the company doesn’t pay for the test, the company doesn’t own the results and may or may not have legal access to the results, depending on the consent given by the employee/ donor. So what is a company to do? Pay the (potentially) higher fee to the testing company and write the employee a citation. That’s all you can do. Document. Document. Document.