Drug test for Employment- What employers need to know?

Employment drug tests play a pivotal role in enabling employers to make safe and well-informed hiring decisions. Regular substance users can pose potential risks at work, leading to on-the-job intoxication, discomfort among co-workers, decreased productivity, and other adverse consequences. By conducting drug testing, organizations can avoid such scenarios, fostering a safe work culture.

These tests not only help prevent employee absenteeism and enhance productivity but also contribute to a safer work environment overall. Moreover, employers may use drug tests as a vital parameter in making hiring decisions, especially for high-risk job roles.

Employers may conduct drug screening to detect the consumption of drugs like-

•    Barbiturates
•    THC (cannabis, legalised marijuana, hash)
•    Hallucinogens (LSD, magic mushrooms, peyote)
•    Opiates (opium, morphine, heroin, codeine)
•    Amphetamines (meth, crank, speed, ecstasy)
•    Inhalants (glue, paint)
•    Methadone
•    Benzodiazepines
•    Prescription drugs (Vicodin, Oxycodone)
•    Cocaine/Crack

The periodicity to conduct a drug test differs as per the organisation requirement. Let’s look at some general cases:

Pre-employment drug test:  
For a secure hiring process, employers require prospective candidates to undergo a drug test before joining the company. This testing occurs after the applicant has received the employment letter. Should the applicant not pass the drug test, the employers do not proceed with the hiring.

Reasonable suspicion:
If employers notice any signs or symptoms of drug abuse in an employee, they have the right to conduct a drug test on the individual in question. Employees under suspicion are encouraged to refrain from coming to work until the test results are available.

After a workplace accident:
Employers have the authority to conduct a drug test if they suspect that a workplace accident or incident may be related to drug consumption. However, it is crucial to establish specific criteria to determine when such tests will be administered.

Instances like fatalities, acute injuries, or property damage are examples of events that may trigger a post-event drug test. While such testing can identify the presence of drugs or alcohol, it cannot conclusively prove that their use directly caused the accident.

Periodic Testing:
This drug test can be conducted periodically or annually. Jobs that require physical activity are a good example where periodic testing is required.

Random Testing:
Employers may conduct an unannounced test on randomly selected individuals. Here, computers do the selection at random so that every employee has an equal chance for the test.

Testing after returning from recovery:
When an employee has previously tested positive for drug abuse and taken time off work, they must undergo another drug test before rejoining the workplace. This step ensures that the employee has completed the necessary drug treatment and is prepared to resume work. Employers may also use this form of testing for employees who have been absent for an extended period.

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Get started today and rest assured that your workplace remains safe and drug-free. If an employee has previously tested positive for drug abuse and took time off work, they must undergo another drug test before rejoining the workplace. This step ensures that the employee has completed the necessary drug treatment and is fully prepared to resume work. Additionally, employers may also employ this form of testing for employees who have been absent for an extended period.