Drug testing is a common practice in the workplace. It helps to ensure the safety of employees and customers, as well as reduce theft and fraud.
Employers can conduct drug tests during the interview process, after an accident in the workplace, or when they have reasonable suspicion that an employee is using drugs. However, employers must understand the governing laws before implementing a drug testing policy.
What Is A Drug Test?
Drug tests are used to detect the presence of certain substances, including illegal drugs like heroin or cocaine and legal medications like opiates or benzodiazepines. They can also be used to screen for alcohol, which can impair job performance and increase the risk of workplace accidents. The employment drug testing is commonly used in the workplace, military, sports, and by law enforcement agencies as part of criminal and accident investigations.
Drug testing can be performed on urine, blood, hair, sweat, or saliva (oral fluid). Urine test results are typically available within 24 hours and are the most common type of drug screening. Some employers may make passing a drug test a condition of employment or conduct periodic or random drug testing of existing employees. In addition, a doctor may request a drug test as part of an employee’s treatment program to monitor adherence and help prevent relapse.
Hair testing is another option for detecting substance abuse. Still, it must be performed on an unshaved head and is only accurate for up to 90 days of usage, according to Psychemedics. It’s considered one of the most reliable types of drug testing because it is not affected by bleaches or dyes and cannot be hidden with a bandana. It’s most often used to test for amphetamines, cocaine, marijuana, opioids, and PCP.
Different Types of Drug Tests
There are several different types of drug tests. Pre-employment drug testing is the most common type of test, and it screens applicants for illegal drugs and alcohol. This testing can be conducted before a conditional job offer or even an interview.
Reasonable suspicion drug testing is another common type of test. This testing is conducted when an employer has reasonable suspicion that an employee is using drugs or has abused prescription medications. This type of test is usually based on an employee’s observable behavior, such as slurred speech or uncoordinated movements.
Post-accident drug testing is a mandatory type of test that is conducted after an accident in the workplace. This test can help determine whether an employee’s drug use may have contributed to the accident.
Urine, hair, saliva (oral fluid), and sweat samples can be used as test specimens. In most cases, urine is the preferred testing method because it can screen for many different drugs and is easy to administer.
Employers can also choose to conduct drug and alcohol testing as part of an annual physical exam or as a requirement for employees who are on probation or participating in a substance use disorder treatment program. In addition, employers can request a re-test if they believe there was an error in the initial test results.
Benefits of Drug Testing
Drug testing is an important tool to help ensure a safe workplace. Employees who are using illegal drugs or abusing prescription medications may not be able to perform their work safely and could endanger themselves or others. Drug tests can help identify these employees and allow them to seek treatment before it is too late. In addition, drug testing can help reduce workplace accidents, absenteeism, turnover, and theft.
The most common type of drug test is a urine test. This type of test is often conducted during pre-employment screening to determine if an applicant is using illegal drugs. A standard urine test typically screens for marijuana, cocaine, opiates, amphetamines/methamphetamines, phencyclidine (PCP), and other common street drugs. However, employers can also choose to screen for a larger panel of drugs.
Employers can also use drug testing to test current employees who are suspected of abusing drugs or alcohol. This type of testing is usually done under the guise of “for cause” or “reasonable suspicion” and can be conducted without notice. Lastly, employers can also conduct random drug tests to act as a deterrent against illicit drug use.
Some states offer financial incentives to employers participating in drug testing programs, such as reduced workers’ compensation insurance premiums. In addition, some employees may be required to undergo drug testing as part of their annual physical exam.
Disadvantages of Drug Testing
Many states have laws that regulate drug testing for employees. This means it is important to be familiar with the laws in your area before implementing a drug testing program. Some states require that employers test workers before employment, while others only allow employers to conduct drug testing after an accident or on reasonable suspicion.
Another disadvantage of drug testing is that it can lead to false positives. This is because some drugs, such as marijuana, can show up on a test even though the person is not currently using them. In addition, some medications can also cause a false positive, such as opioids or antidepressants. Employers should use confirmation tests that utilize strategies such as gas chromatography/mass spectrometry or high-performance liquid chromatography to prevent this. This will ensure the results are accurate and no bogus positives are reported.
In addition, some workers may be deterred from working for companies that drug screen because they want to avoid undergoing the process. This can lead to a loss of talent and productivity for the company.
Finally, drug testing can be a time-consuming and expensive process. This can be especially difficult for small businesses trying to balance their business’s needs with the requirements of the law.