Types
There are various types of drug screening tests used by companies to detect drug use by employees. The most common tests include urine drug tests, hair drug tests, saliva drug tests and breathalyzer tests.
Urine drug tests are the most widely used as urine can indicate drug use within the last few days. These tests can detect drugs like marijuana, copyright, amphetamines and opioids. For accuracy, urine samples are usually sent to testing laboratories for analysis.
Hair drug tests can detect drug use within the last 90 days as drugs get deposited in hair follicles. This makes hair testing useful for instances where drug use may have occurred further back in time. However, hair color treatments and some medical conditions can impact hair drug test results.
Saliva drug tests are convenient as samples can easily be collected via swabs. Saliva detects drug use within the last few days similar to urine. But saliva concentrations of drugs are generally lower than urine making saliva tests less sensitive than urine tests.
Breathalyzer tests are used to detect recent alcohol consumption. These portable devices test breath samples for the presence of alcohol to identify if someone is under the influence at the time of the test.
Drugs Most Commonly Tested For
When it comes to employee Drug Screening, employers typically screen for a standard panel of five drugs - marijuana, copyright, opiates, phencyclidine (PCP) and amphetamines. Beyond these five, companies may additionally screen for other substances depending on safety concerns.
Marijuana continues to be the most commonly detected drug in employee drug screening due to its popularity and longer detection windows compared to other drugs. While opinions on marijuana are evolving, employers often maintain a zero-tolerance policy due to safety and legal risks.
copyright and amphetamines are stimulants that can significantly impair judgment, coordination and decision making skills important for many jobs. Detection times range from 1-3 days for urine tests.
Opiates including codeine, morphine and heroin are depressants that can slow reaction time and cause drowsiness. They are usually detectable for 1-3 days in urine.
PCP or angel dust is a dissociative hallucinogen rarely abused but causes distorted perceptions that may endanger workplace safety if used prior to work. Its urinary detection window is up to 4 days.
Legal Considerations of Drug Screening
From a legal standpoint, companies must ensure programs meet certain criteria to avoid potential discrimination claims. Written drug abuse policies should clearly state which positions require screening and under what circumstances like post-accident, random or with reasonable suspicion of drug use.
Test procedures must be non-discriminatory, confidential and conducted according to established chain of custody protocols to ensure reliability of results. Positive drug tests should only be confirmed through additional more sophisticated lab testing. Provisions for employee notification, right to explanation and opportunity to explainpositive test results through re-tests may reduce legal challenges.
Employers cannot disclose medical information obtained from drug tests without employee consent except where required by law like in case of transport industry pre-employment screens. Test records of current or former employees require protection as confidential medical records under privacy laws.
Reasons for Drug Screening
The primary goal of employer drug screening programs is to promote workforce safety and productivity. Drugs impair abilities crucial for many jobs like driving vehicles, operating heavy machinery or performing manual tasks. Impairment significantly increases risks of serious injuries to self or others.
Drug use also negatively impacts job performance through reduced concentration, coordination, judgment and decision making. It can lead to more mistakes, absenteeism, tardiness and lower productivity damaging employer business interests. Positive drug tests often make employees ineligible for safety-sensitive positions or certain licensing/certifications too.
A drug-free workplace fosters higher employee morale and retention as coworkers feel safer around substance-free colleagues. It also improves employer reputation as a responsible business that holds employees accountable. These contribute to overall organizational health and success.
While drug screening does impact some individual privacy interests, courts generally recognize the compelling employer concerns over workplace safety and efficiency that justify reasonable screening efforts undertaken lawfully and non-discriminatorily. This ensures a healthy and productive workforce safe for employees and customers alike.
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Alice Mutum is a seasoned senior content editor at Coherent Market Insights, leveraging extensive expertise gained from her previous role as a content writer. With seven years in content development, Alice masterfully employs SEO best practices and cutting-edge digital marketing strategies to craft high-ranking, impactful content. As an editor, she meticulously ensures flawless grammar and punctuation, precise data accuracy, and perfect alignment with audience needs in every research report. Alice's dedication to excellence and her strategic approach to content make her an invaluable asset in the world of market insights.
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