The State of Florida has encouraged and incentivized employers to implement drug-free workplace programs through statutory protections and a voluntary incentive program. The voluntary drug-free workplace program in Florida provides a workers’ compensation premium credit for Florida employers who comply with the minimal requirements of the statutory program. The program also allows employers to deny certain workers’ compensation and unemployment claims for employees violating the company drug-free workplace policy. In addition, certain state and local government employers and state contractors are required to comply with the testing program by law. In addition to state laws, many Florida employers may also be subject to federal drug and alcohol testing regulations under the United States Department of Transportation regulations for certain safety-sensitive, transportation-related covered employees.

To learn more about Florida drug and alcohol testing law, enroll in the Florida Workplace Drug & Alcohol Testing Laws course.

To learn about the laws in other states, visit our Workplace Testing Laws page.


Substance abuse is estimated to cost over $400 billion a year nationwide and impacts Florida businesses and organizations through loss of productivity, absenteeism, turnover, health care expenses, disability, and workers’ compensation—all contributing to an increasing budget and decreasing bottom line. Implementing a drug-free workplace program helps identify at-risk individuals, prevent intoxicated individuals from working, and provide a path to treatment for individuals who need assistance.[1]

In addition to the standard cost savings and productivity boosts associated with adopting a drug-free workplace, if implemented properly, Florida employers also have the opportunity to save additional funds through:

Insurance premium credits

Qualifying programs are eligible for a premium credit based on a percentage set by the state.

Workers’ Compensation and Unemployment claim denials for policy violators

Florida’s Voluntary Drug-Free Workplace Program provides powerful legal support for employers discharging or refusing to pay the medical expenses of individuals who violate the program in many circumstances.

In-house testing program implementation

Employers who implement an in-house testing program (train an on-site nurse or human resources officer, for example, to conduct some or all of the testing under the program to avoid paying a third party collection and testing site to conduct the tests on the employer’s behalf) can save a hefty amount of money by cutting out the middle-man.


Not all training providers are created equal. A drug-free workplace policy can only be effective when all of its moving parts fit and operate seamlessly. Your training provider should be well-rounded and have end-to-end experience with drug-free workplace programs from start to finish in order to satisfy immediate compliance needs and provide a big-picture overview of your program. At Easler Education, our courses are developed and taught by subject matter experts (SME’s) with years of experience in

  • Operating full-service drug and alcohol testing businesses
  • Developing and amending drug-free workplace policies in accordance with federal, state, municipal, and tribal law and in harmony with applicable collective bargaining agreements
  • Providing professional advice and opinions on various aspects of drug and alcohol testing policies and procedures including as an expert witness in federal court
  • Collaborating with small, medium, and large employers including small municipalities, regional tribal organizations, educational institutions, and public and private businesses ranging from Fortune 500 companies to local businesses to comply with applicable drug and alcohol testing laws through training and policy implementation


To get started, please find a course from the list below or contact us if you have additional questions about courses, training packages, or in-person training.

Administering a drug-free workplace program

The person in charge of the company drug and alcohol testing program must be knowledgeable about the regulations, the company policy, and potential legal implications of a failure to comply. This person is called a Drug and Alcohol Program Manager (DAPM) or a Designated Employer Representative (DER) under federal regulations. This individual should take all applicable DER training courses if regulated by a federal agency (FMCSA, FAA, FTA, FRA, PHMSA, USCG) or, if not regulated by a federal agency, the Non-DOT DER course.

In addition, this individual should take the workplace testing laws course which corresponds with the state or state in which the employer operates.

Implementing an in-house testing program

Employers who would like to start testing their own employees must be qualified to do so in accordance with all applicable state and federal regulations. If the in-house testing program consists of testing employees under both company authority and federal authority, employers should register for the DOT/Non-DOT Drug & Alcohol Testing Training Bundle for Employers. Otherwise, employers whose programs consist solely of testing individuals covered by federal regulations, then employers should register the testing personnel in the DOT Drug and Alcohol Testing Training Bundle for Employers whereas if the testing program consists of testing only employees not covered by federal regulations, employers should register for the Non-DOT Drug & Alcohol Testing Training Bundle for Employers.

Training others within your organization

  • Employers seeking to become qualified to train individuals within their organization should register for the applicable “Train the Trainer” course.

Becoming qualified to test for drugs and alcohol

  • Individuals seeking employment or to start a drug testing business must be qualified to collect specimens and to test for alcohol.
  • Individuals seeking to start a business should enroll in the Drug Testing Start-Up Training & Coaching Bundle.
  • Individuals solely seeking employment and are not seeking to start their own business need to be trained in all applicable protocols through our All-in-One Certification Bundle.

[1] See, e.g., Eric Goplerud et al., A Substance Use Cost Calculator for US Employers With an Emphasis on Prescription Pain Medication Misuse, 59 J Occupational Envtl. Med. 1063 (2017).

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A Trusted Education Provider & Training Partner

Not all training companies are created equal. Our drug and alcohol training courses have been recognized and approved by certification and credentialing boards around the world to provide meaningful continuing education to their members. We are constantly being recognized by more organizations for more courses; to find out if your board has already approved one or more of our courses, please visit our approved provider list. If your organization isn’t listed there yet, you can send us an email with your name, organization, and the courses you are interested in taking and we’ll get our team working on becoming an approved provider right away.