Drug screening is an important way to protect workplace safety, including pre-employment drug tests, random tests of employees, and reasonable suspicion or post-accident drug screens.
Illicit drug use is a prevalent problem in the U. According to the National Survey on Drug Use and Health from the Substance Abuse and Mental Health Services Administration, more than 57 million Americans ages 12 and older admitted using illicit drugs within the past year, and nearly 36 million admitted using within the past month. Pre-employment drug testing and routine screenings of employees are critical for workplace safety and can help employers combat high turnover rates, boost employee morale, and save costs.
In certain industries, the importance of pre-employment and routine drug screening for applicants and employees is obvious. For example, transportation companies that hire truck drivers, taxi drivers, and bus drivers should include drug screening as a regular part of their screening processes.
The transportation industry is also subject to strict regulations that mandate pre-employment DOT drug screens and random tests of drivers. Other industries, including construction and health care, also should consider pre-employment drug screens because of potential safety issues that could otherwise occur.
Pre-employment drug screens are a good idea for employers in many different industries because of the reduction in costs and potential liability issues that could otherwise arise. The following statistics demonstrate why it is important for employers to take steps to achieve drug-free workplaces:.
Urine tests are the most common type of pre-employment drug test used by employers in the U. Typically, an employer will extend a conditional job offer to a prospective employee that is contingent on the applicant passing the drug screening. The applicant will be asked to provide a urine sample, which will then undergo an initial screen. If the initial screen indicates the presence of a drug, a confirmation screen will be conducted before the results are provided to the employer. Urine tests may also be used in random testing programs for existing employees and when employers have reasonable suspicion that an employee might be using illegal drugs.
Urine tests tell employers whether an employee has recently used drugs. For employers that conduct drug screens under federal mandate, urinalysis is the only approved method and is often chosen by both non-regulated and regulated employers. Hair tests have a long detection span and can detect drug use from up to three months before the testing date.
Hair testing only detects past drug use and will not return results for alcohol. If the person has used drugs during the detection window, the test will reveal a positive result.
Some employers use blood drug tests to screen applicants or employees for illegal drug or alcohol use. A sample of blood is drawn by a licensed phlebotomist and is then sent to a lab for testing. However, since this is very invasive, it is not used by most employers.
Saliva testing is used by some employers since the applicants or employees can be observed throughout the collection process, making it difficult for the applicants or employees to dilute the results or adulterate them. Saliva can also be collected on-site at the workplace, which helps to reduce time and costs. Saliva tests detect recent use within a few hours up to three days. Breath alcohol tests may be used when an employer suspects an employee may be impaired by alcohol on the job.
Most employers ask for the following five substances to be screened on a pre-employment drug test:. Some employers also request screens that test for additional substances. Blood or breath tests can be used to test for recent use of alcohol and might be requested after an accident or when an employee exhibits signs of alcohol impairment on the job. Other than in federally-regulated safety-sensitive industries, including nuclear energy, transportation, and military contractors, states are largely in control of laws governing pre-employment drug testing.
While these laws vary from state to state, most states authorize employers to conduct pre-employment drug tests as long as the tests comply with the state regulations. Some states also require employers to give applicants notice that drug testing will be required in their job advertisements.
Even in states that allow pre-employment drug testing, there are several areas in which employers need to take care to avoid violating other federal or state laws to prevent potential liability claims. Title VII of the Civil Rights Act of and state anti-discrimination laws prohibit workplace discrimination based on the protected characteristics of certain groups of applicants or employees.
If you only test certain applicants based on their gender, age, race, color, national origin, sexual orientation, etc. You can avoid this problem by giving all applicants the same tests instead of only testing specific groups. An applicant or employee who takes prescription drugs for a covered disability under the Americans with Disabilities Act may test positive on a drug screen, depending on the type of drug he or she is prescribed.
For example, if an applicant is prescribed opiates for a covered disability, he or she might file a lawsuit if a job offer is rescinded based on the test results. Applicants should be given the opportunity to explain or challenge drug test results if they will be used to make adverse job decisions. Employers are also not allowed to divulge the private medical information of employees to others in the workplace. If an employer conducts drug testing in the workplace in a way that violates the privacy of its employees, the employer may face a lawsuit for invasion of privacy.
For example, if an employee or applicant is forced to disrobe in front of others when performing a pre-employment drug test or an employment drug screen, the employee might have grounds to file a lawsuit.
Since state regulations and laws about employment drug testing vary and constantly evolve, employers should talk to attorneys if they have concerns about whether their drug testing programs and policies comply with all relevant laws. When you work with a trusted partner like iprospectcheck, we complete drug testing in a way that complies with all of the laws.
Workplace drug-testing programs are designed to detect the presence of alcohol, illicit drugs, or certain prescription drugs. Drug testing is a prevention and deterrent method that is often part of a comprehensive drug-free workplace program. Both federal and non-federal workplaces may have drug testing programs in place. Learn more about questions to ask when determining whether to conduct workplace drug testing. Federal agencies must use certified labs and follow other guidelines for drug testing.
Learn more about drug-free workplace resources for federal agencies. Before beginning drug testing, ask the following questions and consider how they will affect your testing program. Be sure to address each question in your drug-free workplace policy. Tests may be done by a trained collector who visits your workplace to collect specimens, or employees may go to a certified laboratory. Develop a system to protect the confidentiality of employee drug-testing records.
Select a person within your organization who will be responsible for receiving employee drug test results, and make sure that the person is aware of confidentiality protocols.
Let employees know how drug-testing results can be used to inform their treatment, rehabilitation, and re-integration into the workplace. Drug tests vary, depending on what types of drugs are being tested for and what types of specimens are being collected.
Urine, hair, saliva oral fluid , or sweat samples can be used as test specimens. In federally regulated programs, only urine samples are collected, although the Secretary of Health and Human Service has released proposed guidelines for the inclusion of oral fluid specimens.
Additional categories may include barbiturates, Benzodiazepines, ethanol alcohol , hydrocodone, MDMA, methadone, methaqualone, or propoxyphene. Random tests are the most effective for deterring illicit drug use. Employers conduct random tests using an unpredictable selection process. You can make passing a drug test a condition of employment. With this approach, all job candidates will receive drug testing prior to being hired.
You can test your employees for alcohol and other drug use as part of an annual physical examination. Read about the latest news and developments in occupational health that may be of value to your business and workforce. Broaden your knowledge of occupational health conditions and the treatments we offer with our exclusive patient education library.
The other types of pre-employment drug tests are the saliva test, blood test, and hair test. Why a Drug Test Is Important for Employment Pre-employment drug screening helps companies to mitigate risks, since hiring an applicant who uses drugs is risky and costly. Pre-Employment Drug Testing Is an Occupational Health Service Pre-employment drug testing is a specific healthcare service to ensure and maintain occupational health, so this testing cannot be performed at just any clinic.
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