As one of the largest supermarket chains in the United States, Safeway employs over 200,000 individuals across 900+ locations. If you‘re considering a career at Safeway or currently work there, you may have questions about their drug testing policies. In this in-depth article, we‘ll cover everything you need to know as a retail industry expert and savvy consumer.
Safeway‘s Drug Testing Policy: The Basics
Let‘s start with the fundamental question: does Safeway drug test? The answer is yes, Safeway does conduct drug screenings for both new hires and current employees in certain situations. However, the specifics of their policy can vary based on the position and location.
According to Safeway‘s Code of Business Conduct, the company is committed to maintaining a "safe, healthy, and productive work environment" that is "free from the influence of alcohol, illegal drugs, or other controlled substances." To enforce this policy, they reserve the right to conduct drug and alcohol testing in accordance with state and federal laws.
Pre-Employment Drug Tests at Safeway
For most positions, Safeway requires job applicants to pass a pre-employment drug test before starting work. This includes both newly hired employees and rehires. The drug test is typically administered after a conditional offer of employment is made but before the individual begins orientation and training.
Safeway primarily uses saliva (oral fluid) tests for pre-employment screening, though some locations may opt for urine tests instead. Compared to other testing methods, saliva tests have a shorter detection window but are less invasive and can be easily conducted on-site.
The specific panel of drugs screened for may include:
- Amphetamines (including methamphetamine and ecstasy)
- Cocaine
- Marijuana (THC)
- Opiates (codeine, morphine, heroin, etc.)
- Phencyclidine (PCP)
Applicants who test positive for any of these substances without a valid prescription will almost certainly have their job offer rescinded. In most cases, they will be ineligible to reapply for a minimum of 6-12 months.
Types of Positions Tested at Safeway
While pre-employment drug testing is the norm at Safeway, not every single position is necessarily subject to screening. Policies can differ between locations and may be influenced by state laws and collective bargaining agreements.
In general, here is what applicants can expect based on the type of role:
- Entry-level positions (cashiers, courtesy clerks, stock associates): Drug testing is common but not 100% consistent. Some locations may forgo testing for high-turnover roles.
- Supervisory and management positions: Drug testing is almost always required given the higher level of responsibility and liability associated with these roles.
- Pharmacy positions (pharmacists, technicians): Pre-employment drug screening is essentially universal and may be more extensive due to the access to controlled substances.
- Commercial drivers: Safeway delivery drivers are subject to Department of Transportation (DOT) regulations, including pre-employment, random, post-accident, and reasonable suspicion testing.
Again, these are general patterns, and candidates should be prepared to take a drug test when applying to most positions at Safeway. It‘s best to err on the side of caution and abstain from any questionable substances leading up to the hiring process.
Random, Reasonable Suspicion, and Post-Accident Testing
In addition to pre-employment screening, current Safeway employees may be subject to drug and alcohol testing in certain circumstances. The company‘s policy allows for the following types of tests:
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Random Testing – Employees in safety-sensitive positions, such as commercial drivers, may be randomly selected for unannounced drug testing at any time. This is a requirement under DOT regulations.
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Reasonable Suspicion Testing – If a manager or supervisor has evidence or reasonable cause to suspect an employee is under the influence of drugs or alcohol on the job, they may order a drug test. Symptoms like slurred speech, erratic behavior, or the smell of substances can trigger reasonable suspicion.
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Post-Accident Testing – Employees who are involved in workplace accidents or injuries may be required to take a drug test to help determine if substance abuse was a contributing factor. This is especially likely if the incident caused significant damage or resulted in medical treatment.
Safeway managers are trained to identify signs of impairment and must document their observations before requiring an employee to take a reasonable suspicion or post-accident test. Refusing to submit to a test or tampering with the sample is treated as a positive result and can lead to termination.
Drug Testing Methods and Procedures at Safeway
As mentioned earlier, Safeway generally relies on two main types of drug tests:
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Saliva (Oral Fluid) Tests – This is the most common method for pre-employment screening. A cotton swab is used to collect a sample from inside the cheek, which is then analyzed for the presence of drugs. Saliva tests can detect most drugs used within the past 24-48 hours.
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Urine Tests – Urine testing may be used for certain positions or as a follow-up to a positive saliva test. Applicants or employees must provide a urine sample in a controlled environment to prevent tampering. Urine tests have a longer detection window than saliva, typically 1-5 days for most substances.
In rarer cases, Safeway may also use hair follicle tests, particularly for employees who have failed a previous test and are being retested. Hair tests can detect drug use up to 90 days prior but are more expensive and time-consuming.
All drug testing at Safeway must be performed at a certified laboratory or healthcare facility. The company covers the costs of any required tests. If an employee believes a positive result is inaccurate, they may be able to request a retest or provide documentation of a valid prescription that could have caused the positive reading.
Safeway‘s Drug Testing Policy Compared to Other Retailers
So how does Safeway‘s approach to drug testing stack up against other major supermarket chains? Let‘s take a look at some key competitors:
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Kroger: With over 2,700 stores and 450,000 employees, Kroger is the largest supermarket chain in the U.S. Like Safeway, they conduct pre-employment drug tests for most positions and may also test employees for reasonable suspicion or after accidents. Kroger primarily uses urine tests.
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Publix: This regional chain operates in the Southeast and is known for its employee-friendly culture. However, Publix still requires job applicants to pass a drug test before starting work. They use a combination of saliva and urine tests.
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Whole Foods: Prior to its acquisition by Amazon, Whole Foods had a reputation for more lenient drug testing policies. However, the company now requires pre-employment screenings for most positions. Whole Foods relies mainly on saliva tests.
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Trader Joe‘s: This specialty grocery chain is something of an outlier, as it does not have a universal pre-employment drug testing policy. Testing is at the discretion of individual store managers. Post-accident and reasonable suspicion testing may still occur.
As these examples show, Safeway‘s drug testing practices are generally in line with industry norms. Most major retailers have implemented more stringent policies in recent decades in response to liability concerns and evolving drug laws.
Legality and Limitations of Drug Testing
It‘s important to note that while drug testing is legally permissible for employers, there are some key restrictions and guidelines that companies like Safeway must follow:
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Compliance with State Laws: Some states have specific rules around when and how employers can conduct drug tests. For example, California limits testing to safety-sensitive positions absent reasonable suspicion, while Maine requires employers to provide written notice of their testing policy.
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Disability Accommodations: If an applicant or employee tests positive due to a prescribed medication for a disability, the company must make reasonable accommodations under the Americans with Disabilities Act (ADA). This could involve modifying the individual‘s job duties or allowing them to provide medical documentation.
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Collective Bargaining Agreements: For unionized Safeway workers, drug testing policies may be subject to collective bargaining. The terms of the union contract could limit the circumstances under which testing is allowed or provide for rehabilitation opportunities in lieu of termination.
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Privacy and Confidentiality: Drug test results are considered confidential medical information and must be kept separate from an employee‘s general personnel file. Safeway can only disclose positive test results to managers with a legitimate need to know or to law enforcement if required.
Failure to abide by these legal requirements could expose Safeway to discrimination claims, wrongful termination lawsuits, or other penalties. The company must carefully balance its interest in maintaining a drug-free workplace with employees‘ rights and privacy.
Support for Employees Struggling with Substance Abuse
While Safeway‘s drug testing policy may seem primarily punitive, the company does offer resources for employees dealing with substance abuse issues. Safeway‘s Employee Assistance Program (EAP) provides confidential counseling, referrals, and support services for a variety of personal and professional challenges, including drug and alcohol addiction.
Through the EAP, employees can access:
- Free short-term counseling sessions with licensed professionals
- Referrals to local treatment programs and support groups
- Educational materials on substance abuse and mental health
- Support for family members affected by a loved one‘s addiction
These services are available to all Safeway employees, regardless of their drug test results. The goal is to encourage individuals to seek help proactively and provide a path to recovery and continued employment.
Of course, the EAP is not a get-out-of-jail-free card for employees who violate Safeway‘s drug policy. Individuals who test positive or are found to be impaired on the job will still face disciplinary action, up to and including termination. However, in some cases, completion of an approved rehabilitation program may be offered as a condition of ongoing employment.
The Costs and Benefits of Drug Testing for Employers
From a business perspective, drug testing is a significant investment for companies like Safeway. The direct costs can range from $30-$50 per test, not including lost productivity during testing time or administrative expenses. For a large employer like Safeway, this can quickly add up to hundreds of thousands or even millions of dollars per year.
So what is the return on investment for employers? Proponents argue that drug testing leads to:
- Improved workplace safety and fewer accidents/injuries
- Reduced absenteeism and turnover
- Increased productivity and quality of work
- Lower health care costs and insurance premiums
- Mitigation of legal liability for negligent hiring
However, critics counter that drug testing also has downsides for employers, such as:
- Difficulty attracting and retaining talent in a tight labor market
- Lowered morale and trust among employees
- Risk of lawsuits for wrongful termination or discrimination
- Invasions of employee privacy and autonomy
- Overemphasis on drug use rather than actual job performance
These arguments reflect the ongoing debate over the appropriateness and efficacy of workplace drug testing. Employers must weigh these competing considerations and design policies that strike the right balance for their organization.
Drug Testing Statistics in the Retail Industry
To put Safeway‘s policies in context, let‘s look at some key data points on drug testing in the retail sector:
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According to a 2020 survey by Express Diagnostics, 72% of retailers conduct pre-employment drug tests. However, this figure varies based on company size, with larger retailers more likely to test than smaller ones.
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The retail industry has an above-average positivity rate for employee drug tests. Quest Diagnostics reports that 4.7% of retail worker tests were positive in 2019, compared to a 4.5% average across all industries.
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The most common substances detected in retail worker drug tests are marijuana (3.1% positivity rate), cocaine (0.27%), amphetamines (0.26%), and opiates (0.17%).
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Interestingly, marijuana positivity rates in the retail industry have risen by 29% since 2015, mirroring national trends of increased marijuana use and legalization at the state level.
With the ongoing opioid epidemic and the spread of legal marijuana, retailers like Safeway must grapple with how to adapt their drug testing policies to changing norms and regulations. Some companies have dropped marijuana from their pre-employment screening panels, while others are increasing testing for prescription drugs.
The Future of Drug Testing at Safeway and Beyond
As we‘ve seen, drug testing remains a complex and contentious issue for employers and employees alike. While Safeway‘s current policies are fairly standard for the retail industry, the landscape is rapidly evolving.
One major factor is the legalization of marijuana at the state level. As of 2021, 37 states have legalized medical marijuana, and 18 have approved recreational use. This creates a disconnect with federal law, which still classifies marijuana as a Schedule I controlled substance.
For employers like Safeway, this means navigating a patchwork of conflicting state and local regulations. Some jurisdictions, like Nevada and New York City, have passed laws prohibiting pre-employment marijuana testing or limiting the consequences of positive tests. Others have specific carve-outs for safety-sensitive positions or federal contractors.
As social attitudes towards marijuana shift, some employers are voluntarily dropping it from their testing panels. Amazon, the nation‘s second-largest private employer, announced in 2021 that it would no longer screen job applicants for marijuana use (except for DOT-regulated positions). This move put pressure on other retailers to reevaluate their policies.
Beyond marijuana, another key issue is the use of prescription drugs, particularly opioids. With the rise of the opioid epidemic, some employers are expanding their testing panels to include legal but commonly abused pharmaceuticals. However, this raises questions about disability discrimination and medical privacy.
The COVID-19 pandemic has also had an impact on workplace drug testing. With many employees working remotely or in socially distanced settings, some employers have relaxed or suspended their testing policies. It remains to be seen whether this trend will continue as offices and stores reopen.
Looking ahead, Safeway and other retailers will need to stay attuned to changes in drug laws, cultural attitudes, and industry best practices. Some potential developments to watch include:
- Expansion of state and local laws protecting marijuana users from employment discrimination
- Increased use of alternative testing methods like hair or oral fluid analysis
- Greater emphasis on impairment testing rather than detection of past drug use
- More widespread adoption of "second chance" policies that prioritize rehabilitation over termination
- Legal challenges to the scientific validity and predictive value of drug tests
- Shifting focus from drug testing to other risk factors like mental health and fatigue
Ultimately, the goal of any drug testing policy should be to maintain a safe, productive, and fair workplace for all employees. As an industry leader, Safeway has an opportunity to model best practices and strike the right balance between deterrence and support.
Conclusion
In conclusion, Safeway‘s drug testing policies reflect the complex realities of the modern workplace. The company requires pre-employment testing for most positions and also conducts random, reasonable suspicion, and post-accident screening in certain circumstances.
While these policies are designed to promote safety and mitigate liability, they also raise concerns about privacy, fairness, and discrimination. Employees who test positive face serious consequences, including termination and difficulty finding future employment.
At the same time, Safeway does offer support resources for employees struggling with substance abuse issues through its Employee Assistance Program. The company must navigate a challenging legal and regulatory landscape, with changing state laws and cultural attitudes towards drugs.
As the retail industry and society as a whole continue to grapple with these issues, it‘s important for job seekers and employees to stay informed about their rights and responsibilities. Understanding Safeway‘s drug testing policies is crucial for anyone considering a career with the company or currently working there.
Ultimately, the goal should be to create a workplace culture that prioritizes safety, productivity, and employee well-being. Drug testing can be one tool in that effort, but it must be implemented thoughtfully and in combination with other supportive policies and practices. As Safeway and its peers adapt to a changing landscape, transparency and fairness will be key to maintaining trust and morale among employees.
With the right approach, Safeway can continue to lead the way in promoting a drug-free workplace while also supporting the health and success of its workforce.
