Another Day in the HR Field

Recently, a client asked me if they needed to adjust their drug testing policy so a transgender employee could choose the gender of the person observing them urinate for a test. Obviously, the person wanted the employee to feel comfortable with who was in the room with them. First of all, having another employee watch you urinate can be uncomfortable for anyone, for any reason, but it is a requirement for some drug tests in order to ensure that the testee doesn’t bring in a bag of someone else’s urine to exchange as their own. If the reason is not obvious, it is so they do not test positive when they know they have been under the influence of drugs or alcohol. So, I did some research and thought it would be good to share this information for other employers, managers, small business owners and HR managers who may have similar questions. What are the requirements to be an observer for a direct observed collection? According to the Mandatory Guidelines for Federal Workplace Drug Testing

I will be co-hosting with the UIS Continuing & Professional Education department a summer HR Workshop Series.  Each week a different topic will be presented covering COVID Workplace topics the first three weeks with the last two weeks focusing on helping employers meet the Workplace Transparency Act compliance training requirement by year-end.  Here is what is in store for the next five weeks for all those who register, grab a lunch, and sit down at their home or office computer. COVID Training Thursday from Noon-1p.m. 7/9 - Noon -1pm HR2033  Encouraging and Maintaining Remote Employee Engagement – COVID 19 sent over 68% of employees home for at least two months and many of them are still there working day in and day out either permanently or until there is an antidote for the virus.  So in the meantime, what is a manager to do when it comes to keeping those employees motivated, productive, and engaged in the workplace? We will discuss many options