Origin Diagnostics Drug Testing

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Most employers utilize a standard five-panel test of “street drugs,” consisting of Marijuana (THC), Cocaine, PCP, Opiates (such as codeine and morphine) and Amphetamines (including methamphetamine). Some employers use a ten-panel test, which includes prescription drugs that are legal to possess and use. Employers can also test for alcohol.

Although each drug and person is different, most drugs will stay in the system for 2-4 days. For chronic users of certain drugs, such a marijuana or PCP, results can be detected for up to 14 days, and sometimes much longer. Sedatives, such as Valium, may stay in the system for up to 30 days. When the more expensive hair testing method is used, drugs can be detected for a 90-day period. To avoid the complications from “second hand” marijuana smoke, most labs will set a higher threshold before reporting THC in the system.

Most employers will insist that a job applicant give the urine sample within a specific period of time, so that a drug user does not wait until the drugs leave the system. Some drug experts consider a drug test to be an IQ test—taking a test knowing there are drugs in the system is not a sign of great intelligence. Laboratories and collection sites also have ways to determine if the applicant has attempted to alter the test sample.

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Drug Testing Programs

A drug-testing program should not be implemented without first establishing policies and procedures. The most common type of testing program is pre-employment. Courts have consistently upheld the legality of requiring a pre-employment drug test as a condition of employment. It is a best practice to obtain a consent and to clearly indicate drug testing is a requirement for employment.

If a firm plans to conduct post-hiring testing for current employees, then the employer should include training and education for supervisors and employees, as well as guidelines for discipline in the event of a positive test. Post employment testing includes random testing (for safety sensitive positions), individualized suspicion testing, post accident testing, and testing that is legally required in certain industries, such as Department of Transportation (DOT) requirements concerning truck drivers. Each of these types of testing is legally sensitive, and an employer should have a program in place before starting.

Although the Americans with Disabilities Act (ADA) and similar state laws provides protection for people who are in rehabilitation for a drug addition, the ADA does not protect people currently using illegal drugs, and does not effect drug testing.