Understanding Ohio's Updates to the Voluntary Drug and Alcohol Testing Program

Ohio has taken significant strides in enhancing its Voluntary Drug and Alcohol Testing Program, reflecting a growing recognition of the role that substance use policies play in promoting workplace safety and employee well-being. These updates aim to streamline testing procedures, improve the accuracy of results, and foster a culture of support rather than punitive measures. By engaging in voluntary testing, employers can not only mitigate risks associated with substance use but also demonstrate their commitment to maintaining a healthy work environment.

This article delves into the recent changes to the program, highlighting key components and their implications for employers and employees alike. We will explore the regulatory framework guiding these updates, the benefits of participation, and the potential impact on workplace dynamics. Additionally, we will address common questions and concerns surrounding the implementation of these testing protocols, ensuring that stakeholders can navigate this landscape with clarity and confidence. As Ohio continues to adapt its policies to better serve its workforce, understanding these updates becomes essential for organizations seeking to align with best practices in employee health management and regulatory compliance.

Ohio has introduced a newly streamlined Substance Use Prevention and Recovery Program (SUPR), which replaces the previous Drug-Free Safety Program (DFSP). While Ohio does not mandate drug and alcohol testing, employers who opt to participate in the SUPR will benefit from various incentives provided by the state.

Overview of SUPR Compliance Levels

The SUPR expands on the DFSP by offering four distinct levels of compliance, thereby broadening the eligibility for benefits among employers. The compliance tiers are as follows:

- Advanced: Employers at this level are eligible for a 7% year-end bonus.
- Basic: Employers in this category receive a 4% year-end bonus.
- Comparable: Employers who meet this standard will be listed in the Public Improvement Contractor Directory.
- Reimbursement Only: This level provides employers with funding to assist in addressing substance use challenges within the workplace.

The Comparable and Reimbursement Only categories are new additions under the SUPR. Employers who meet any of the four compliance levels can apply for reimbursement of specific costs incurred in managing substance use in the workplace, up to a maximum of $5,000 for the following expenses:
- Development and legal review of substance use policies and procedures.
- Employee training related to substance use and organizational policies.
- Supervisor training focused on managing employees in recovery.
- Drug testing for applicants and employees, specifically for those with recovery-friendly “second chance” policies.
- Employee substance use assessments.

Testing Requirements for Employers

The SUPR stipulates different testing requirements based on compliance levels. Below is a summary of the testing obligations:

Advanced Level:
- Mandatory pre-employment and new hire drug testing for all applicants/new hires (100% testing for private employers, 100% for public employers in safety-sensitive roles).
- Reasonable suspicion testing for alcohol and/or drugs.
- Post-accident testing for individuals involved in workplace accidents, unless specific conditions outlined in the SUPR are met.
- Return-to-duty testing for employees receiving a second chance.
- Random testing for 15% of employees annually.
- Follow-up testing for employees who return to duty after a positive test.

• 
  Basic Level:

• Similar to Advanced Level, with pre-employment and new hire testing requirements, reasonable suspicion testing, post-accident testing, return-to-duty testing, and follow-up testing.

• 
  Comparable Level:

• Random testing for 5% of employees engaged in a specific project.

• 
  Public Improvement Contractors:

• Random testing for 5% of employees working on a project.

Policy and Training Obligations
All tiers of the SUPR require employers to implement specific policies and training. A written policy is mandated, detailing essential elements specified by the SUPR, while allowing flexibility for employers to customize their policy within the framework provided.

Additionally, both supervisor and employee training is compulsory across all compliance levels, with designated individuals authorized to conduct the training. Specific content requirements apply, particularly for the Basic and Advanced levels.

Key Considerations

The SUPR aligns with the federal drug testing framework, necessitating employers to adhere to federal guidelines for specimen collection and analysis. It is crucial for employers to comply with this model, as failure to do so could jeopardize their participation in the program.

Employers at the Basic Level must offer a list of local resources for employees seeking assistance or who test positive. Those at the Advanced Level must establish a partnership with an employee assistance professional to whom employees can be referred.

Compliance Timeline for Ohio Employers

Effective July 1, 2025, private employers in Ohio will no longer be able to apply for the old DFSP, while public employers will be unable to apply starting January 1, 2026. Although the SUPR application is currently available on the BWC website, a representative has indicated that the program's status remains uncertain.

Until the SUPR is officially active, employers previously covered under the DFSP will maintain their coverage as long as they continue to meet compliance requirements. Employers interested in the SUPR should prepare their programs accordingly, submit their applications, and await notification regarding their acceptance once the program is fully operational.

Conclusion

The transition from the DFSP to the SUPR marks a significant evolution in Ohio’s approach to workplace substance use prevention and recovery. With its expanded compliance levels, flexible policy framework, and robust financial incentives, the SUPR empowers employers to proactively foster safer, healthier work environments while accessing critical state support. As the July 1, 2025, implementation date approaches for private employers, organizations should begin preparing now—reviewing their policies, aligning with testing protocols, and training staff—to ensure a seamless transition and continued eligibility for program benefits.

READI COLLECT: Supporting Ohio Employers Through SUPR Compliance

As Ohio transitions to the new Substance Use Prevention and Recovery Program (SUPR), timely and compliant drug and alcohol testing is more important than ever—especially for employers aiming to meet Advanced or Basic compliance levels.

READI Collect makes it easy. Our mobile app connects you to a nationwide network of certified collectors who can perform onsite drug and alcohol tests—fast. Whether you're conducting pre-employment, random, post-accident, or return-to-duty testing, READI Collect helps you stay compliant with both state and federal requirements while keeping your workforce safe and supported.

📲 Real-time scheduling and reporting
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✅ Supports second-chance hiring policies
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Getting ready for SUPR? Let READI Collect streamline your testing process so you can focus on building a recovery-friendly workplace.

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