owner Drug Testing - What the Employers Need to Know About Workplace Drug Testing

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Employer drug testing has become an prominent security issue in the workplace not only for employees, but for human resources and security professionals as well. It is estimated that over 98% of all the Fortune 500 associates show the way drug testing. The purpose of manager drug testing is to lessen the impact from drug abuse in the workplace. This includes tardiness, absenteeism, turnover, attitude problems, theft, deceased productivity, crime and violence. The Us group of Labor has estimated that drug use in the workplace costs employers in any place from to 0 billion dollars annually in lost time, accidents, health care and workers payment costs. Sixty-five percent of all accidents on the job are associated to drug or alcohol abuse, and substance abusers use sixteen times as many health care benefits and are six times more likely to file workers payment claims then non-drug abusers.

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Drug experts are debating on either drug abuse has fallen, or drug abusers plainly avoid employers that test and instead apply at associates that do not test. either way, most human reserved supply and security professionals have found drug testing to be a primary and cost-effective risk administration tool.

When implementing a drug-testing program, policies and procedures should be established. Pre-employment drug testing is the most coarse type of testing program. Courts have consistently upheld the legality of requiring a pre-employment drug testing as a health of employment.

However, if a firm plans to show the way post-hiring drug testing for current employees, then the manager should include training and instruction for supervisors and employees, as well as guidelines for discipline in the event of a determined test.

Post-employment drug testing includes random testing for security sensitive positions, individualized suspicion testing, post urgency testing, and testing that is legally required in determined industries, such as group of communication (Dot) requirements concerning truck drivers. Each of these types of testing is legally sensitive, and an manager should have a program in place before starting.

Most drug testing is done by sending an applicant to a collection site, where a urine sample is obtained and sent to a certified laboratory for analysis. Negative results are ordinarily ready within 24 hours. There are also instant drug testing and alcohol testing kits on the shop that are ready for employers to use. These are similar to home fertilization tests and want the manager to derive a urine sample. These drug tests and alcohol tests are determined accurate for immediate screening at the convenience of the employer.

Most employers use a accepted 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 prescribe drugs that are legal to possess and use. Employers can also test for blood alcohol levels straight through alcohol testing kits.

Although each drug and man is different, most drugs will stay in the principles for 2-4 days. For continuing users of determined 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 principles 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.

Testing labs have total procedures to re-confirm a determined test before reporting it. Most drug testing programs also use the services of an independent physician called a healing quote Officer (Mro) to quote all test results. In the case of a determined result, the Mro will ordinarily experience the subject to resolve if there is a healing explanation for the determined results. For example, eating poppy seeds before a test can supervene in a false determined for opiates. However, an Mro also knows that poppy seeds cannot cause determined levels of opiates, and determined added testing can eliminate that.

There can also be tests that are "negative' but show an abnormal result, such as a "low creatine level," which can indicate an applicant attempted to dilute the sample by the excessive drinking of water or some other form of alteration. That is also a supervene that a Mro would examine.

Employers who show the way manager drug testing will find that a drug testing program will eliminate habitancy with a drug abuse problem. Drug tests ordinarily cost in the -.00 range, along with collection of the sample, laboratory analysis, services of a Medial quote Officer, and communications of the results in the manner most suitable to the employer. Compared to the cost of even one laborer with a substance abuse problem, most firms find eliminating the qoute in the first place is well worth the time and money complex in an manager drug testing program.

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