Origin Diagnostics Drug Testing

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Let’s face it having a talk with your employees about drug use is probably the last thing you or your managers really want to deal with. Unfortunately, the wide spread use and prevalence of drug abuse make this a more common problem than you might realize. Use these quick tips to make sure your manager or supervisor is effective and compliant with the rights of the worker and employer.

1. Documentation. Objective facts matter. Use performance reviews, attendance records and other relevant documentation when discussing performance related issues.
2. Don’t Ignore it. The problem will get worse not better. Avoid potential injury or liability issues by addressing the issue before it becomes a problem.
3. Do NOT discuss Alcohol and Drug use or try to diagnose the problem. Stick to the facts even if you suspect something more. Implement the proper protocol designed to address the situation. For example, if it is standard procedure to use drug testing after any accidents then do so immediately in full compliance with established routines then wait for the test to validate or negate your concerns.
4. Never cover up or protect workers. You are enabling them, decreasing morale among other employees and putting your company at risk.
5. Limit comments and actions to those directly impacted and verified by documentations for example, attendance records, performance and productivity measures, complaints from other workers and so forth.
6. Protect employee confidentiality. Remember, the results of employee drug testing may be construed as health or medical related information and is therefore protected by law.
7. Understand the proper procedure and lines of communication outlined in your company policy and manuals. Ask questions in advance if there are areas of concern or questions you are not sure about.
8. Dont rely on memory. Document the facts as they happen and refer back to the documentation whenever communicating directly with the employee.
9. Make sure all employees are informed. Don’t single out an employee even if you suspect a problem. Instead, make sure all employees are aware of the company’s policy on substance abuse and testing as well as consequences for violations of that policy.
10. Enforce the policy. One of the strongest messages you can send is to enforce the Drug Free workplace policy consistently and fairly. It won’t take long before your business is known as a safe and drug free workplace.

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There is no simple answer as to how long drugs will remain in your system, since the answer is influenced by the specific drug half-life, intensity of the usage, method of usage, length of usage, tolerance, fluid intake, body size, body fat, metabolism, andthe specific range which the drug testing lab uses to signify a positive for drug use. But the following table provides some general guidelines for the amount of time a drug can be detected by most standard drug tests:

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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.