SAN DIEGO, April 18, 2018 (GLOBE NEWSWIRE) -- Residential treatment programs that help teens with drug or alcohol problems can be the one, last salvation for a child that might otherwise succumb to self-destruction. These programs and schools, if operated properly, create a therapeutic treatment environment in which the addicted teen can face his or her issues, choose to change the course of his or her young life, and in effect, be saved.

However, the very component of any drug addiction treatment centers is its employees, can also be the downfall of any program if its human resources are not properly hired, effectively trained, and wisely managed. Signs of problems in these areas are abundant among programs that have struggled with catastrophic events. They are common enough that their stories effectively scare parents away from good and bad programs alike.

And yet, ironically, when parents and educational consultants are sincerely seeking the best treatment options, reviewing programmatic histories, inquiring with state licensors, and seeking references from former clients, they almost universally fail to ask whether or not the residential treatment program actively engages in its own workplace drug and alcohol testing.

Why would this be such an important question? Aside from the obvious (you don't want your addicted child being treated by an addict), it is one of the most effective ways to screen out programs that are too lax regarding their employment policies. If they are relaxed with this one, critically important policy (considering who their clientele are), how relaxed might they be with other policies and processes?

Consider this: When I employ anyone, at any professional level, in a treatment program, I will be flooded with positive references, amazing accomplishments, impressive work records, etc. But the one, all-important reference, which cannot be altered by a solid education and a great personality, is the chemical nature of what bubbles beneath the skin of my applicants: their blood.

By extending my employment process to seriously engage in asking about, then testing for drug use, while gaining absolute commitment to a drug and alcohol-free environment through my employment application, I can prevent many otherwise fantastic applicants from ever being hired. Then, once employed, they can reasonably expect that I will continue workplace drug and alcohol testing. Why? Managers are trained on signs of drug and alcohol abuse, and know exactly what should be done if such signs present themselves in the work environment. Staff members (some of whom, who may have legally made it through pre-employment screening, may be recovering addicts themselves) are regularly trained on how to avoid being triggered by students who glorify drug use.

And finally, all employees are witness to (and subject to) random drug testing.

Workplace drug and alcohol testing, well-implemented, protects not only the school, but its teen clients. You and your consultant should ask about it. Consultants should add such questions to the volley of inquiries they make when visiting treatment programs and interviewing staff members. Problems with staff-initiated drug and alcohol problems have occurred in treatment settings. You and your child can avoid such a setting if you are well-prepared to ask the right questions.

Contact Info: 
Author: Kevin Leonard
Address: 27420 Jefferson Ave, Temecula, CA 92590
Phone: (888) 510-3898

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