We’ve got you covered with thousands of Florida drug testing locations for pre-employment, random, DOT, reasonable suspicion, post-accident, return to duty, and probation drug testing, at either our drug testing facilities, or at your location, 24/7/365!
Need to schedule drug testing and don’t see your city listed? Just call us at 800-851-2021 and we’ll either get you to one of our locations near you, or we can send a mobile collection specialist to your location, anywhere throughout Florida.
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Florida drug testing locations
- Boca Raton
- Boynton Beach
- Cape Coral
- Coral Springs
- Daytona Beach
- Deerfield Beach
- Delray Beach
- Fort Lauderdale
- Fort Myers
- Miami Beach
- Miami Gardens
- North Miami
- North Port
- Palm Bay
- Palm Coast
- Pembroke Pines
- Pompano Beach
- Port Orange
- Port St. Lucie
- St. Petersburg
- Wellington Village
- West Palm Beach
Don’t see your city listed? Call USA Mobile Drug Testing at 800-851-2021 and we can either help find a location near you, or send a mobile collection specialist to you, anywhere throughout Florida, 24/7/365.
Florida drug testing laws
Drug testing in the workplace is not required; however, Florida has a Drug-Free Workplace Act that establishes certain procedures for employers to follow when conducting pre-employment, reasonable suspicion, follow-up, and routine fitness-for-duty drug testing in order to receive a discount on workers’ compensation premiums. Also, they may be able to deny workers’ compensation benefits to any employee who refuses to submit to drug or alcohol testing, or who tests positive for drugs or alcohol following a workers’ compensation-related injury in the workplace.
Drug and alcohol testing are sometimes affected by the Americans with Disabilities Act. Disability-related inquiries and medical examinations of employees must be “job-related and consistent with business necessity.” For instance, alcoholism is considered a disability under the ADA, which means an employer must have reasonable suspicion to conduct a blood, urine or breath analysis to test for alcohol use. Illegal drug use is not protected under the ADA, which means it does not meet that standard.
Why have a drug free workplace policy?
Section 112.0455, F.S. does not require agencies to have a drug-free workplace policy. However, if a company does not have a policy in place, it requires that employers give employees 60 days notice prior to drug testing unless there is reasonable suspicion involved.
- One of the targets of the Florida 1999 Drug Control Strategy was to reduce drug abuse in the workplace 50% by 2005.
- The Governor’s Code of Ethics issued January 22, 1999 states that all Secretaries and Deputy Secretaries of executive agencies under the purview of the Governor will receive pre-employment drug tests.
- Sharon Larson’s 7/1/99 memo to all agency heads and personnel officers stated that, “It is imperative that all agencies have a policy in place to cover workplace drug and alcohol use or influence, and address detection and interdiction programs in accordance with the intent of the Drug-Free Workplace Act.”
In order to comply with Florida Workers’ Compensation Drug-Free Workplace Program, an employer is required to conduct the following types of drug tests:
- Pre-employment - Any applicant to whom work has been offered must be tested, although they may begin work pending the results of the drug test. Limited testing of applicants, based on a reasonable job classification basis, is permissible.
- Reasonable suspicion - Drug tests must be conducted following any observed behavior creating “reasonable suspicion.” These behaviors must be clearly defined in the policy. Some examples of reasonable suspicion might include:
- Direct observation of drug or alcohol use, or the symptoms of being under the influence of a drug or alcohol.
- Abnormal behavior while at work or a significant deterioration in work performance. Such behaviors should be properly documented in the event that am employee contests the accusation.
- A report of drug use provided by a reliable and credible source.
- Evidence that an individual has tampered with a drug test while working for you.
- Information that an employee has caused, contributed to, or been involved in, an accident while at work.
- Evidence that an employee has used, possessed, sold, or solicited drugs while working or while on the employer’s premises or while operating the employer’s vehicle or equipment. If the testing is conducted on a “reasonable suspicion” basis, the employer must promptly record the circumstances which formed the basis of the determination that reasonable suspicion existed to warrant the testing. Any documentation the employers has noted about an employee’s behavior must also be provided to the employee upon request.
- Follow-up - If an employer requires an employee to enter a drug rehabilitation program as a condition of continued employment after a confirmed, positive drug test, the employee must then submit to random drug testing, at least once per year for a two-year period after completion of the program. Advance notice of the testing date must not be given to the employee. If the employee voluntarily enters the program, the employer has the option to not require follow-up testing.
- Routine fitness-for-duty - If annual physical fitness for duty examinations are necessary for the type of work, these examinations must include drug testing.
- Random drug testing - An employer may conduct random drug testing on employees.
Basic rights for employees
Employers who chose to conduct drug testing must give employees a 60-day notice in writing of intent to drug test. If an employee tests positive, he or she has five days to contest or explain the result. Employers may not terminate an employee who tests positive initially until a confirmation test has been conducted and the case is reviewed by a medical officer. Employees who voluntarily seek treatment for substance abuse cannot be fired, disciplined, or discriminated against unless they have tested positive or been in treatment in the past.
An employer who implements a Drug-Free Workplace Program and becomes a certified drug-free workplace may be protected from workplace accidents that are a result of employees working under the influence of drugs or alcohol. Studies have shown a well-planned program to reduce substance abuse can increase productivity, reduce accidents, and decrease costs due to insurance claims. All employees will become more aware of the importance of safety in the workplace and will benefit from a safer work environment. An employer implementing this program will also receive additional benefits:
- If an employee incurs a work-related injury and refuses to take a drug test when requested, the injured employee may forfeit eligibility for workers’ compensation benefits, regardless of the cause of the accident.
- An employee who loses a job or is denied employment as a result of a positive drug/alcohol test, may not qualify for unemployment compensation benefits. In that case, the contributory employer could be relieved of charges in connection with the unemployment claim.
- If drugs are found in the employee’s system at or above threshold levels, the injured employee may not be entitled to workers’ compensation benefits. This applies to employers who are certified and in compliance with the program. If the employer is not certified as a drug-free workplace, and the injured employee is able to show that the cause of the accident was not related to the presence of drugs in his or her system, he or she may still be entitled to benefits.
- Employers who do properly implement a Drug-Free Workplace Program may be eligible for a 5 percent credit to their workers’ compensation insurance premium.