Many employers require drug screenings for potential employees, especially in safety-critical industries like the armed forces, transportation and prison service. They may make job offers contingent on passing a test or mention the requirement in an employee handbook or other official documents. Studies have shown that substance abusers are more likely to miss work, be late for work and file workers’ compensation claims. Pre-employment drug tests can also improve productivity, reduce turnover and boost morale.
Legal Requirements
Drug testing is an important part of the hiring process for many businesses. It ensures that only the right candidates are brought on board while ensuring that time, money and other resources are well-spent on individuals who will not be productive in the workplace. However, certain legal restrictions on pre-employment drug testing must be considered. In the United States, for example, the Americans with Disabilities Act (ADA) makes it illegal to discriminate against employees or applicants who have a history of or are recovering from substance abuse. The ADA also protects those enrolled in a substance abuse rehabilitation program from being singled out for random testing.
Employers must also be aware of the privacy concerns surrounding sharing personal health information. When an applicant or employee agrees to undergo a screening, the details about drug testing must be kept confidential, except when necessary to protect the individual’s or others’ health and safety. Suppose a company decides to test all new hires for drugs and alcohol. In that case, it must include a statement that onboarding is contingent upon passing a drug screening and that the company reserves the right to rescind an offer if the candidate fails a test. In addition, the chain of custody must be documented throughout the testing process, from collection to analysis to disposal of the sample.
Sample Collection
Drug testing offers a quick, convenient, and cost-effective way to ensure a potential employee isn’t using illicit drugs. Pre-employment screening can be conducted after extending a conditional job offer or during the initial hiring process, depending on the industry and the company’s specific needs. Several pre-employment drug tests can be performed, including urine, hair follicle, and saliva. Urine tests are the most common and are considered minimally invasive. A test result will show the presence of drugs and alcohol in the body at the time of collection. Blood tests can also detect substance abuse but are more invasive and costly. It’s important to follow a strict protocol during the sample collection process. A chain of custody document must prove that the sample was collected, stored, and handled correctly. A chain of custody is important because an initial screen could offer false positives, and a confirmation test is necessary to verify the result.
Employers with safety-sensitive positions should consider mandatory pre-employment drug tests for all new employees. Research shows that employees who use illicit drugs in the workplace are more likely to be involved in accidents that hurt themselves and others. A policy requiring all employees to undergo regular drug screenings helps reduce the risk of harm in the workplace and increases overall productivity.
Testing Methods
Employers can choose from various testing methods, including urine, hair, blood, sweat and saliva. However, the most commonly used test is a urinalysis, which screens for the presence of specific illegal drugs and some prescription medications. It is typically the screening method chosen by regulated industries and private-sector employers. An employee or candidate provides a sample at a designated collection site or home during a urinalysis. The specimen is then sealed in a special cup, labeled and sent to a lab to be tested for drug use. It is a quick and inexpensive way to screen for drugs, and it can detect recent use up to three days after drug use. Other testing methods include a blood test, which is more accurate than a urine test but also more costly and invasive. A hair test can detect drug use from the past few months but is less accurate than a urine or saliva test. And a saliva test can detect the presence of alcohol and some drugs but has a shorter detection window than a urine or hair test. Any employer that wishes to require pre-employment drug tests must have and abide by a written drug testing policy. They must provide notice to applicants, and they cannot discriminate against protected classes in the process. It is important because it prevents companies from single-outing certain candidates for testing due to their race, gender, religion, etc.
Results
Employees who use illegal drugs are likelier to miss work, make mistakes that affect others, be involved in workplace accidents and file workers’ compensation claims. Drug testing programs can help mitigate these risks. It’s important for an employer to clearly state in a job posting, employment contract or other document that a condition of getting the position is passing a pre-employment drug test. A pre-employment drug screen typically involves a urine sample, including blood, hair, breath or saliva. An employer may or not choose to notify the applicant of the screening before obtaining a model, but the person must be willing to provide one if asked. Generally, the applicant will receive results within a few days.
The results reveal the levels and types of drugs or alcohol in an applicant’s or employee’s body during sampling. The tests are conducted by trained professionals who follow strict chain-of-custody procedures to ensure the sample is not diluted or adulterated. If the results are negative, the candidate is considered to have passed the drug test and can start working at that point. If the results are positive, the company can decide not to hire the individual based on its hiring policy and state laws. If the results are inconclusive, a candidate can request a retest for an additional fee.