Torrance in Los Angeles County’s South Bay Region in California. The city has a population of over 147,000 people. Other cities around Torrance are Gardena, Carson, Redondo Beach, and Lomita.
The U.S. headquarters of the American Honda Motor Company is in Torrance. There are many other companies based in the city as well. Torrance is home to Robinson Helicopters, Alcoa, and Verengo Solar. The top employers in Torrance are American Honda Motor Co Inc., Torrance Memorial Medical Center, and Honda R&D Americas.
There are events year round at the Torrance Cultural Arts Center. The Torrance Performing Arts Consortium puts on regular performances at the venue. The longest running military parade sponsored by a city, the Armed Forces Day Parade, takes place annually. There are also 30 different parks in Torrance.
Reports published by the Substance Abuse and Mental Health Services Administration estimate that there are 2,643,000 people over the age of 12 who are dependent or abuse illicit drugs or alcohol in California. Though Torrance is nowhere near epidemic levels, drug testing and drug free workplace programs help to directly address substance abuse issues in a community.
It is every employer's duty to ensure a safe and healthful working condition for all employees. A workplace should be a safe place where all employees can perform their duties with minimum risks. Employers need to establish a program that will ensure that all employees are not in any potential danger arising from injuries or accident due to alcohol and drug misuse.
Supervisors must be appropriately trained to identify signs and symptoms of drug and alcohol use. Pre-employment test, Reasonable Suspicion/Cause test, Random test, Return-to-duty test, Follow-up, and Post-Accident are all examples of situations in which a drug or alcohol test might be given by an employer.
Employees must take reasonable care for their own health and safety and that of others. They must cooperate with the employer when actions are taken to comply with company alcohol and drug policy regulations. It is considered a good practice for employers to remove employees from their act of duty immediate when they have failed the drug test or reported for services under the influence of alcohol or illicit drugs.
An effective workplace policy is not generic; it needs to reï¬‚ect the speciï¬c group(s) and requirements of the organization. A written workplace policy needs to be developed in consultation with all levels of the company. US Drug Test Centers believes that it is very important to create a policy that works best for your company. We understand that each company has specific employee rules and regulations while still complying with state specific laws.
By completing our Drug-Free Workplace Policy Form you will receive a policy compliance manual that includes step by step instructions and all required documents. These resources include a policy statement on controlled substance use and alcohol misuse in the workplace, educational materials, employee assistance programs, information regarding rehabilitation and treatment programs, access to a Substance Abuse Professional (SAP) for DOT violations, copies of DOT regulations (if your company falls under DOT guidelines), random testing instructions, and instructions for record keeping.
By making sure that employees are properly educated on the personal and professional consequences of drug use and alcohol misuse, employers can maintain a drug-free workplace. Employers and employees should work closely together to effectively create and manage the awareness of the risks and responsibilities related to alcohol and drug misuse in the workplace. We can provide your company with resources for your employees to learn more about drug use and who to contact if they have a substance abuse problem. The overall aim is to ensure all individuals gain an awareness of drugs and alcohol as hazards in the workplace.
How do I know if the test is accurate? All of US Drug Test Centers' specimens go to a SAMHSA certified laboratory for testing. SAMHSA has an active advisory board that keeps its employees and administrators abreast of current and changing laws when it comes to drug testing. There are Mandatory Guidelines for Federal Employee Drug Testing Programs that must carry consistencies throughout every agency and company that SAMHSA laboratories supplies. The advisory board has professionals that are uniquely qualified in their respective fields to review scientific evidence in the area of drug and alcohol treatment and testing practices.
Have more questions, visit our FAQs page for answers!
We are your complete drug-free workplace solution for employers. We provide drug testing for all reasons such as pre-employment, random, reasonable suspicion, post-accident, and return to duty. We have a state-of-the-art cloud-based software that allows you to order drug testing 24/7, store all drug test results and chain of custody forms (forever), and you can see the status of all completed drug testing. We have random drug and alcohol testing consortiums and follow all DOT rules and regulations to direct your company in the right direction to stay in compliance. We can create drug-free workplace policy manuals specific to your company’s needs, and we provide online trainings. Our online trainings are perfect for company Supervisors to learn what signs to look for if someone might be under the influence. We also have trainings that explain what Supervisors should know about the DOT rules and regulations in regards to the drug and alcohol testing program. We are a part of the Drug and Alcohol Testing Industry Association (DATIA), and we always stay up to date with all drug testing-related rules and regulations. If you have any questions about state-specific laws regarding drug and alcohol testing, please contact our office and one of our team members will be glad to help you. If your company would like more information regarding setting up a corporate account you can set up an account online or contact us at 866-566-0261.
This material is intended for informational purposes only and should not be relied upon for legal guidance. State & local laws change frequently and vary greatly. These are state & local laws and do not over rule the federal Department of Transportation laws & policies. Readers are advised to consult with their legal counsel or industry experts before acting based on this information. Last Updated Sep 2022