Employment Drug Testing: A Comprehensive Guide for Employers and Applicants from EDIFY Background Screening

In today’s workplace, pre-employment background checks are often just the first step to insuring a safe and productive workplace. Employment drug testing has become an essential part of many companies’ hiring processes and ongoing safety measures as well. Whether you’re an employer looking to implement a drug testing program or an applicant wondering what to expect, this comprehensive guide will walk you through the ins and outs of employment drug testing.

1. What is Employment Drug Testing?

Employment drug testing is a screening process used by employers to detect the presence of illegal drugs, prescription medications, or alcohol in an individual’s system. These tests are typically conducted as part of the pre-employment screening process, but can also be administered randomly, post-accident, or upon reasonable suspicion of substance abuse.

The primary goals of employment drug testing include:

Ensuring a safe and productive work environment
Reducing workplace accidents and injuries
Decreasing absenteeism and turnover
Complying with industry regulations and legal requirements
Identifying employees who may need assistance with substance abuse issues

2. Types of Drug Tests and Common Panels

There are several types of drug tests available, each with its own advantages and limitations. The most common types include:

Urine Tests: The most widely used and cost-effective method.
Hair Follicle Tests: Can detect drug use over a longer period (up to 90 days).
Blood Tests: Provide the most accurate results but are more invasive and expensive.
Saliva Tests: Less invasive and can detect recent drug use.
Breath Alcohol Tests: Specifically for detecting alcohol consumption.

Common Drug Panels

Drug tests typically screen for specific substances, often grouped into “panels.” The most common panels include:

5-Panel Test: Marijuana, Cocaine, Amphetamines, Opiates, Phencyclidine (PCP)
7-Panel Test: 5-panel drugs plus Benzodiazepines and Barbiturates
10-Panel Test: 7-panel drugs plus Methadone, Propoxyphene, and Quaaludes

For Employers: When choosing a panel, consider your industry requirements, company policy, and state laws. Some industries, like transportation, have specific DOT testing requirements, so it is important to work with a trusted provider to help ensure compliance.

For Applicants: Be aware that the type of panel used can vary by employer and industry. If you have concerns about prescription medications, discuss them with the Medical Review Officer during the testing process.

Street Names vs. Panel Names

Here’s a quick reference list of common street names and their corresponding panel names:

Marijuana (THC): Weed, Pot, Grass, Dope
Cocaine: Coke, Crack, Snow, Blow
Amphetamines: Speed, Uppers, Ice, Crystal
Opiates: Heroin (Smack, Horse), Morphine, Codeine
PCP: Angel Dust, Rocket Fuel
Benzodiazepines: Benzos, Downers, Tranks
Barbiturates: Barbs, Reds, Yellow Jackets
Methadone: Dolly, Juice
MDMA: Ecstasy, Molly, X

Marijuana Legalization and Drug Testing

With the increasing legalization of marijuana across various states, many employers are adapting their drug testing policies. Some are opting for “Minus THC” panels, which exclude marijuana from the screening process. This approach allows employers to maintain drug-free workplace policies while accommodating changing legal landscapes and social attitudes towards marijuana use while reserving the right to test for all substances including THC post-accident.

For Employers: Consider your state’s laws and company needs when deciding whether to include marijuana in your drug testing panel. Some states have restrictions on taking adverse employment actions based on marijuana use.

For Applicants: Even in states where marijuana is legal, employers may still test for it. Always check the company’s drug policy before applying.

3. How Long Does a Drug Test Take?

The time it takes to complete a drug test can vary depending on the method used:

e-Cup Tests (Instant Tests)

Results available in minutes (typically 15-60 minutes)
Provides instant negative results that are normally reported same day
Presumptive positive results require laboratory confirmation which may take 2-5 business days.

Laboratory Tests

Initial screening: 24-48 hours
Confirmation testing for positive results: Additional 24-72 hours
Total time including collection and reporting: 2-5 business days on average

It’s important to note that while e-Cup tests provide quick results, they are considered presumptive and may require laboratory confirmation for legal or regulatory compliance.

4. The Drug Testing Process: Start to Finish

Test Request: The employer initiates the drug test request, usually through a third-party administrator or directly with a testing facility.
Donor Notification: The employee or applicant is notified of the required test and given instructions on where and when to report for testing.
Collection: The donor reports to the designated collection site. They’re required to provide a valid photo ID and complete necessary paperwork.
Specimen Collection:
- For urine tests: The donor provides a urine sample in a private bathroom. The collector checks the sample for temperature and signs of tampering.
- For other test types: Appropriate samples (hair, blood, saliva) are collected by trained personnel.
Chain of Custody: The specimen is sealed in tamper-evident packaging and labeled with a unique identifier. Chain of custody forms are completed to track the sample’s journey.
Transportation: The specimen is sent to a certified laboratory for testing.
Laboratory Analysis:
- Initial screening: All specimens undergo an initial screening test.
- Confirmation testing: If the initial screen is non-negative, a more specific confirmation test is performed.
Results Reporting: The laboratory reports results to the Medical Review Officer (MRO).
Medical Review: The MRO reviews all positive results and contacts the donor to discuss any legitimate medical explanations.
Final Results: The MRO reports the final verified results to the employer or designated representative.

For Employers: Ensure your staff is trained on proper procedures to maintain the integrity of the testing process.

For Applicants: Understanding this process can help alleviate anxiety. Remember, you have rights throughout this process, including the right to confidentiality.

5. Results Reporting and the Role of the Medical Review Officer

Types of Results

Negative: No drugs were detected above the established cutoff levels.
Positive: Drugs were detected above the cutoff levels and verified by the MRO.
Dilute: The specimen’s creatinine and specific gravity levels indicate possible dilution.
Adulterated: The specimen contains substances not expected to be present in human urine.
Substituted: The specimen is not consistent with human urine.
Invalid: The laboratory cannot obtain a valid test result, and a new test must be ordered. (This may be a sign of adulteration especially if the pH is too high or low compared to baseline or may indicate the specimen was exposed to contaminants before testing.)

The Medical Review Officer (MRO)

The MRO is a licensed physician trained in substance abuse disorders and drug testing interpretation. Their primary responsibilities include:

Reviewing all positive, adulterated, substituted, and invalid test results.
Interviewing donors to determine if there’s a legitimate medical explanation for a positive result.
Ensuring the scientific and technical validity of the testing process.
Protecting the confidentiality of the donor’s medical information.
Providing the final verified result to the employer.

Handling Positive Results

When a test comes back positive:

The MRO contacts the donor to discuss the result.
If a legitimate medical explanation exists (e.g., prescribed medication), the MRO may verify the result as negative.
Without a valid explanation, the result is verified as positive.
The employer is notified of the final verified result.
The employer then follows their established drug-free workplace policy regarding positive test results.

For Employers: Develop clear procedures for handling positive results that comply with all applicable laws and regulations.

For Applicants: If you’re taking any prescription medications, bring documentation to the test site or have it ready if the MRO contacts you.

6. Common Methods of Cheating Drug Tests

While we don’t condone or encourage cheating on drug tests, it’s important for both employers and applicants to be aware of these methods:

Dilution: Drinking excessive water to dilute urine samples.
Substitution: Using synthetic urine or clean urine from another person.
Adulteration: Adding substances to the urine to interfere with the test.
Detox drinks: Consuming products claiming to “cleanse” the system.

Common Cheating Products

Several products are marketed as ways to beat drug tests. While we don’t endorse their use, it’s important to be aware of them:

Synthetic urine brands: Quick Fix, U Pass, X Stream
Detox drinks: Mega Clean, Xxtra Clean, Rescue Cleanse
Adulterants: Klear, Whizzies, Urine Luck

For Employers: Stay informed about these methods to ensure your testing protocols can detect them. Consider using a certified laboratory and/or observed collections for higher-risk situations.

For Applicants: Be aware that attempting to cheat a drug test can have serious consequences, often more severe than a positive test result.

7. Risks of Not Having a Workplace Substance Abuse Policy

Failing to implement a comprehensive workplace substance abuse policy can expose a company to numerous risks:

Increased workplace accidents and injuries
Higher healthcare costs and workers’ compensation claims
Decreased productivity and quality of work
Increased absenteeism and turnover
Potential legal liabilities
Damage to company reputation
Compliance issues with industry regulations

Benefits of a Comprehensive Workplace Substance Abuse Policy

In contrast, implementing a robust policy that includes pre-employment and post-accident testing can provide numerous benefits:

Enhanced Safety: Reduce the risk of accidents and injuries in the workplace.
Improved Productivity: Ensure employees are fit for duty and performing at their best.
Cost Savings: Lower healthcare costs, reduced absenteeism, and fewer workers’ compensation claims.
Legal Protection: Demonstrate due diligence in maintaining a safe work environment.
Deterrence: Discourage substance abuse among employees and job applicants.
Early Intervention: Identify employees who may need help with substance abuse issues.
Compliance: Meet industry-specific regulations and legal requirements.
Positive Company Culture: Promote a healthy, drug-free work environment.

For Employers: When implementing a substance abuse policy, consider including an Employee Assistance Program (EAP) to support employees who may be struggling with substance abuse issues.

For Applicants: A company with a clear, fair substance abuse policy demonstrates its commitment to a safe workplace. Don’t hesitate to ask about these policies during your application process.

Conclusion

Employment drug testing plays a crucial role in maintaining safe and productive workplaces. For employers, it’s a valuable tool for risk management and compliance. For applicants and employees, understanding the process can help navigate it with confidence.

Remember, the goal of drug testing isn’t to catch people out, but to ensure a safe work environment for everyone. If you’re an employer looking to implement or improve your drug testing program, or an applicant with questions about the process, don’t hesitate to reach out to professionals for guidance.

How EDIFY Can Help

At EDIFY Background Screening, we understand the complexities and importance of employment drug testing. We offer fast, convenient, and secure paperless drug testing options tailored to meet the needs of clients across all industries. Our comprehensive services include a variety of test options to suit your specific requirements:

Urine testing
Alcohol testing
Saliva testing
DOT-compliant testing
Random program management

Our state-of-the-art paperless system ensures efficient processing and quick turnaround times, allowing you to make informed decisions promptly. Whether you’re a small business implementing a new drug testing policy or a large corporation managing an existing program, EDIFY has the expertise and resources to support your needs. Our team of professionals is dedicated to helping you create and maintain a safe, drug-free workplace while ensuring compliance with all relevant regulations.

For more information on implementing a drug testing program or to learn about our comprehensive background screening services, contact EDIFY Background Screening today. We’re here to help you navigate the complex world of employment screening and create safer, more productive workplaces.

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Employment Drug Testing: A Comprehensive Guide for Employers and Applicants from EDIFY Background Screening

Employment Drug Testing: A Comprehensive Guide for Employers and Applicants from EDIFY Background Screening

1. What is Employment Drug Testing?