Drug Testing

Substance abuse is a serious workplace problem!

Studies show that when comparing drug-free workers with alcohol/drug abusers, substance abusers are more likely to be:

•  Far less productive
•  Miss more workdays
•  More likely to injure themselves or someone else
•  File more workers compensation and health insurance claims

It is even more difficult to put a price tag on the low morale and impaired judgment at work caused by substance abuse or alcohol use on the job, nor is it easy for a company to determine the actual costs of pilfering, high turnover, recruitment, and training.  The measureable dollar costs of workplace substance abuse for absenteeism, overtime pay, tardiness, sick leave, insurance claims, and workers compensation can be substantial. However, the hidden cost resulting from diverted supervisory and managerial time, friction among workers, damage to equipment, and damage to the company’s public image means that workplace substance abuse can further cut profits and competitiveness.

Over 80% of the Fortune 500 companies require drug and alcohol testing of their employees. These companies understand that substance-abuse cost industries over $165,000,000,000 annually in loss of productivity, theft, accidents, absenteeism, increased workers compensation and health care.  They also know that drug and alcohol testing works, and that the implementation of a drug testing program significantly reduces positive test-results for employees.  Policies in place  screen new employees for substance abuse, reducing bad hires and random testing policies identify employees who may need treatment.  This results in financial savings and makes your workplace both more productive and safer for others.

Statistics prove that drug and alcohol testing works!  In test of employees in DOT safety sensitive regulated industries, 3.5% tested positive for drugs.  Testing in the general workforce reveals 5.2% tested positive for drugs, 50% higher than regulated industries. Samples submitted from the general workforce (tests at the request of a manager or supervisor, referred to as tests for reasonable suspicion), resulted in over 26% positive for drugs!

FACTS……

• Companies that offer drug education programs as well as testing have lower test positive rates than those that provide testing only
• Only 5% of companies neither test employees nor offer drug education programs
• Action on test-positive employees:  31% of companies dismiss test-positives, and more than half of these offer no other alternative. The rest regard firing as a last resort, after counseling and disciplinary actions have been tried.
• 68% of companies test new hires. Tests are rarely given as part of the application process, instead testing occurs when the applicant has already been offered the job. The offer is then conditional on the applicant passing the test.
• 1% of companies that test new hires will hire test-positives on a probationary basis; 95% specifically state that test-positives will not be hired, the rest take other actions, such as retesting at a later date.

METHODS……..

• 82.1% use urine testing; 12.9% use blood testing; 1.1% use hair testing; 0.9% use performance testing.
• Of those who use urine testing, only 70% retest an initial positive with a more rigorous, confirmatory test. 13% repeat the same procedure on the same sample. 5% take and test a new sample. 7% perform no validation.
• Only 79% of those that use the urine test use DOT/NIDA certified labs
• Only 48% use a medical review officer (MRO)

Pre-Employment Testing – offering employment only after a negative drug test result. The goal is to decrease the chance of hiring someone who is currently using or abusing drugs.

Pre-Promotion Testing – tests employees prior to promotion within the organization. The goal is to decrease the chance of promoting someone who is currently using or abusing drugs.

Annual Physical Testing – test employees for alcohol and other drug use as part of their annual physical. The goal is to identify users and abusers so they can be referred for assistance and/or disciplinary action.

Post Accident Testing – tests employees who are involved in an accident or unsafe practice incident to help determine whether alcohol or other drug use was a factor. The goal is to protect the safety of the employees and to identify and refer to treatment those persons whose alcohol or other drug use threatens the safety of the workplace.

Random Testing – tests a selected group of employees at random. The goal is to discourage use and abuse by making testing unpredictable, and to identify current users and abusers so they can be referred for assistance and/or disciplinary action.

Follow-up / Return to Duty Testing – periodically tests employees who return to work after participating in an alcohol or other drug rehabilitation program, or who are returning from an injury on the job where workers compensation benefits have been paid.  The goal is to encourage and ensure that employees remain drug-free after they have completed the first stages of treatment.

Reasonable Suspicion Testing – tests employees who show obvious signs of being unfit for duty (For Cause) or have documented patterns of unsafe work behavior.  The goal is to protect the safety and well-being of the employee and other coworkers and to provide the opportunity for rehabilitation if the employee tests positive.

DOT Drug Testing – uses the standard five-panel test of “street drugs” consisting of Marijuana (THC), Cocaine, PCP, Opiates (such as codeine and morphine) and Amphetamines (including methamphetamine). DOT drug testing follows a chain of custody and review by a Medical Review Officer (MRO) so the process meets all established federal guidelines. The MRO serves as an arbitrator between the lab and the employer, reviews and interprets results and makes the final decision.

TYPES OF DRUG SCREENS  – Helping with the Confusion……..

There are many types of Drug Screens. Here are a few examples of urine and hair testing:.

1. The Hair Drug Screen with out MRO -this test uses hair to check for drugs as far back as 90 days but it is primarily for personal use, no Medical Review Officer is used to confirm the results.
2. The Hair Drug Screen with MRO - same as above but with a Medical Review Officer to confirm the results. This test is used by employers.
3. Rapid Tox– The ten panel drug screen which is used by for most walk up customers such as parents who want to know if their children are doing drugs or customers pre-screening before a test.  This test is used VERY OFTEN by employers before a hire - results are instant!  
4. Rapid Tox with Confirmation – We offer this test to employers who only wants confirmations if there is a non-negative.  We use the full chain of custody process such as preparing the restroom and taping down the toilet lid. This process uses the same method used by the DOT.
5. Straight Confirmation without Rapid Tox and without MRO– This test is for employers who wants the urine specimens collected using the DOT room and patient preparation. The medical assistant goes through the full chain of custody and urine (or hair) Custody and Control Form and then sends the specimen off to the lab without doing a rapid tox test.
6. Straight Confirmation without Rapid Tox but with MRO -  same as above but the test results are confirmed by a Medical Review Officer for the added protection from a lawsuit.
7. The DOT – Department of Transportation test used primarily for CDL (commercial driving license) renewals.