Whether you are a health professional who performs drug health screenings, or an employer who requires drug testing for potential employees, you need to know what to do to minimize the risks associated with testing. You need to know several things, including how to take the test, what the results mean, and what to do if your employees test positive.
Pre-employment drug testing revolves around safety
Whether you’re a small company or a large corporation, the need for drug testing is unavoidable. It’s also necessary to mitigate workplace drug misuse’s consequences.
In addition to reducing the expense of hiring, drug testing can deter employees from using illicit substances. Those who test positive may be more likely to leave first, be referred for alcohol or drug abuse problems, or receive disciplinary warnings.
Drug testing can also help to prevent employees from committing a legal liability, such as a worker’s compensation claim. While many employers have programs that include drug testing, some don’t. Others see the program as an unnecessary cost.
The predictive efficacy of pre-employment drug testing depends on several factors, including the type of applicant pool used, the specific type of specimen used, and the number of applicants tested. Some studies have shown that drug tests are valid predictors of critical job performance indicators.
Pre-employment drug testing can’t distinguish casual substance use from substance use disorders
Using drugs can have significant negative impacts on your life. It can also affect your social life and job performance. Using drugs can also lead to legal trouble. You should talk to someone about your drug use if you have any concerns. It would help if you also avoid dangerous situations.
Pre-employment drug testing is a vital safety measure for workplaces. It helps to prevent accidents and can save employers money. Many companies require it.
Pre-employment drug testing like the Sterling Check can be performed through a variety of different methods. Urine tests are the most common method. These tests can detect substances from 5 to 10 days after use. Hair and blood tests are less common. If the initial screen indicates that the candidate has recently used drugs, a confirmation screen will be conducted. A second sample is retained for retesting.
Employers may also conduct random drug testing on current employees. This is a way to deter employees from using drugs. Performing a routine screening can also boost morale.
Brief questionnaires are easier for clinicians to memorize and use
Detecting unhealthy substance use is critical to reducing the risk of disease and accidents. The best approach in the primary care setting is a simple, brief screening questionnaire. These instruments will help identify patients at risk for substance abuse and provide a framework for further assessment.
A drug health screening questionnaire may include questions on the use of alcohol, illegal drugs, over-the-counter medicines, prescription drugs, and household products. Some screening questionnaires add laboratory testing to detect substance use and future consequences. These tools are available for free.
Screening questionnaires can be used by clinicians or can be self-administered by patients. They can be embedded into an electronic health record (EHR) to facilitate documentation and tracking. In addition, most questionnaires have been validated against diagnostic interview reference standards.
A drug abuse screening test can help providers develop effective treatment plans for patients. They also allow for quick assessment of the severity of substance use.
Drug tests can detect marijuana up to a month after use
Whether you are using marijuana daily or just once in a while, drug tests can detect the presence of THC and other cannabinoid metabolites for up to a month. Detection may be a few hours or days after use, depending on the individual’s metabolism rate and the amount of THC consumed.
Using a hair sample can be an excellent way to detect marijuana use. However, it has not been well-established. It has been shown to be highly sensitive to cocaine and other illicit drugs but not as susceptible to marijuana.
In addition, hair testing has been shown to give false positive results if you recently had contact with someone who has used marijuana. The test is also highly biased against Africans with light, fine hair.
While a urine test can detect marijuana up to a month after use, it is not infallible. The standard procedure has a high rate of false negatives.
Medical marijuana is considered a disability
Even though marijuana is still illegal under federal law, some state legislatures have taken the opportunity to make it legal for people with certain medical conditions to use marijuana. Some states have also adopted medical marijuana laws protecting their users from workplace discrimination.
Employers need to be aware of their state’s medical marijuana law. Some states explicitly protect medical marijuana users in the workplace, while others leave it up to the employer to decide. Employers need to be aware that marijuana is still illegal under federal law, and it is illegal to use marijuana in public places.
The law is complex, and employers should keep up with the latest case law. It’s also essential for employers to know that marijuana can appear on employment drug tests long after it has stopped being impairing.
The law requires that employers make reasonable accommodations for qualified workers with disabilities. Medical marijuana use is considered a reasonable accommodation under state civil rights acts.