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How familiar are you with workplace drug testing? If you haven’t been subjected to such screening yet, don’t be surprised if you’re asked to do one at your next job interview.
An increasing number of employers recognize the importance of drug testing, which comes in multiple forms. Numerous organizations provide such services, including the Nationwide Testing Association.
Learn more about the types of available tests.
Pre-Employment
Pre-employment testing is conducted for the purpose of not hiring employees who illegally use drugs. It’s among the most common screening methods used by employers, occurring after an employment offer has been made to an applicant. Candidates must provide their agreement to be tested as part of the employment conditions, accepting the fact that they might not be hired upon failing the test.
Moreover, states vary in the laws related to pre-employment drug testing, as some states classify these tests under personal health information laws, which limit the information amount provided to employers. Therefore, employers and employees are advised to check the laws in their state. Visit this site for some tips on preparing for such testing.
These tests protect companies and their workers from the potentially harmful influence of workers using drugs at work. Besides the added protection, the benefits of pre-employment drug tests include fewer accidents, decreased absenteeism, lower turnover, etc.
There are different types of pre-employment screening, such as urinalysis, hair testing, and oral fluids. For instance, urinalysis is capable of showing traces of illegal substances even after the effects of the substances wear off. The usual substances screened in urinalysis include cocaine, amphetamines, methamphetamines, marihuana, opiates, PCP, and others, at the request of employers.
Hair testing, on the other hand, offers a longer window of detection, up to ninety days. It’s important to know that hair tests fail to detect current use and alcohol. Hair samples are tested to detect the presence of marihuana, opiates, methamphetamine, and PCP. The results are only credible if the tested sample contains a hundred hair strands cut in close proximity to the scalp.
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Oral fluid is a form of drug testing showing recent use, referring to the first four hours following the usage. Since it’s observed, employees are incapable of cheating on the test. There is a wide range of associations, like https://ntatesting.com/about-us/ , offering employment and pre-employment drug and alcohol testing services. The samples can be taken on-site, reducing both time and costs for employers. Oral fluid samples are provided through a swab of the oral cavity.
Reasonable Suspicion
This form of testing is also known under the name for-cause or probable cause screening. It’s only performed when supervisors rightfully suspect a worker of illicit substance use. The evidence provided comes from direct observation whenever a supervisor or another worker notices suspicious behavior. However, companies are expected to come up with concise definitions describing the signs and behavior, which justify drug and alcohol tests.
Supervisors should keep their eyes open for physical, behavioral, and psychological signs, which are valid enough to request a reasonable suspicion test. For example, physical signs include dilated pupils, bloodshot eyes, shivering, uncontrollable sweating, fidgeting, slurred speech, walking unsteadily, etc. Conversely, behavioral signs involve tardiness, frequent absence from work, a sudden drop in performance, alienation, and others.
Ultimately, psychological signs refer to any inexplicable changes in attitude and personality, sudden mood swings, inappropriate laughing, outbursts of anger, inability to concentrate, etc. Supervisors should receive training on spotting the most common symptoms of drug use and be taught how to handle the process discretely. Until the results are provided, the employees suspected of violating the policy aren’t supposed to come to work.
Post-Accident
Post-accident testing, also carrying the name post-incident screening, takes place following the involvement of employees in workplace accidents. The objective of these tests is to determine whether drugs or alcohol are to blame for the accident. Not all types of incidents prompt such tests, only serious incidents, such as severe injuries that require medical care, fatalities, vehicle damage, property damage, etc.
Nevertheless, companies must establish certain guidelines specifying how soon testing is supposed to take place following an accident. It’s suggested that post-incident tests be conducted in the first twelve hours to ensure the substances are still in the system. In contrast, alcohol tests must be conducted much sooner, up to two hours after the incident, as alcohol remains in the system for a short period.
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Return-to-Duty
Return-to-duty tests are reserved for employees who tested positive and have been subjected to substance abuse treatment prior to returning to their workplaces. Sometimes, return-to-duty testing is also used for workers whose absence from work has lasted for a longer time. Workers committing three types of incidents are required to undergo return-to-duty screening, such as having a positive test result, violating a particular drug rule, or violating a certain alcohol rule.
There is a return-to-duty process that must be followed in such scenarios, although the process usually differs across companies. The first step includes immediate removal of a worker from its function, after which he/she should be initially evaluated by a Substance Abuse Professional (SAP). This professional conducts an interview with the employee in person so as to assess its history and situation. The gathered information helps SAPs determine a suitable treatment program for the worker.
After the person completes the treatment program, he/she is obliged to meet up with the SAP once again for the professional to determine whether it’s time for him/her to take a return-to-duty test. If the SAP considers the worker eligible to resume work, he/she will schedule a follow-up test and notify the employer. If the test result is negative, the person can resume work shortly.
When it comes to the number of follow-up tests, the usual practice is for six tests to be scheduled over a period of twelve months. The follow-up process can last up to 5 years.
To Sum Up
Each of these tests has a unique role.
Employers should understand their importance and take action!
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