Many employers require that people applying for jobs should undergo testing for both alcohol and drug use. Some state laws allow company employers to ask potential employees to undergo drug screening before making job offers. State law permits the screening of workers for alcohol or drugs at the workplace.
Employers can use a wide range of employment-related drug and alcohol tests. Breath alcohol tests, blood drug tests, urine drug tests, hair drug tests, saliva and sweat drug screens are all used to indicate the presence of drugs and alcohol in the body.
Here is a list of the different types of drug screening and the specific drugs they test, which companies like Clear Drug Tests recommend that employers use when screening is required for job applicants as well as employees.
Pre-Employment Drug and Alcohol Screening
During the process of pre-employment hiring, employers may test prospective employees. In addition, employees can be tested for alcohol and drug use depending on certain circumstances.
The hiring of potential employees may depend on the person/s passing pre-employment alcohol and drug tests. Different states regulate the laws that govern drug testing. Some states indicate a limit to how and when screening can be done.
The law requires drug screening in specific cases. For example, the industries controlled by the US Department of Transportation are guided by federal or state drug screening guidelines.
Employers must follow the guidelines for drug testing as required by the state. They can do random screening of employees but there must be consistency in how they screen job applicants for drugs. Some applicants cannot be chosen specifically for testing while others are not; all applicants must be tested.
Drug and Alcohol Test Policies for Businesses
During the hiring process, most companies will require testing of applicants for illegal use of drugs. Depending on state laws, employees can be tested for alcohol and or drug use. Businesses therefore, must be aware of the drug testing laws governing the specific state in which they conduct business.
Substance Abuse Regulations at the Workplace
Federal and state laws provide guidelines regarding the policies that employers can put in place in terms of workplace substance abuse. Employers have the right to prohibit drug and alcohol use, screen for drug use including the firing of workers who engage in illicit use of drugs. However, there are federal and state laws governing discrimination and disability issues, which offer protection for workers who have substance abuse problems.
- Passing a Drug Test
Screening for drug and alcohol use among intended employees may be required before hiring. Workplace drug and alcohol testing may be required of employees as well. Are you worried about passing a drug test for employment purposes? Here is what you can do. Ensure there are no drugs in your body. You can find information here on the length of time different substances can remain in your hair, urine and blood.
Legal Marijuana and Company Drug Testing
There are issues relating to the medicinal and recreational use of marijuana by workers because marijuana is not legalized for use by federal government. While there are states with legislation protecting users of marijuana, others do not. The New York Compassionate Care Act is one example that offers protection for workers. The New York State Human Rights Law states that a patient suffering from a disability can use prescribed medical marijuana without any legal consequences.
Blood Drug and Alcohol Tests
Blood drug tests may be required for screening job applicants or employees for prohibited drugs. Blood tests determine the amount of drugs or alcohol present in the blood when the blood is drawn.
The following are the drugs screened in a standard blood test for the purposes of employment: amphetamines, nicotine, cocaine, methamphetamines, marijuana, opiates and alcohol.
- Breath and alcohol test
A Breathalyzer is an alcohol-testing device used to measure the amount of alcohol currently in the blood. Breath alcohol tests indicate the existing levels of impairment or intoxication. Normally, an ounce of alcohol will remain no longer than an hour in a person’s system.
Alcohol and Mouth Swab Drug Tests
In a Mouth Swab Drug screening, which is also called a saliva test (oral fluids test); the job applicant or employee’s saliva is collected and then tested. This is one of the least invasive and simplest drug testing method because it is easy to collect and test saliva. Saliva screening can show drug use from a few hours earlier up to two days.
- Hair Drug Tests
A hair drug screening provides a drug use 90-day window. There is no indication of present impairment caused by drugs, only previous use. A hair drug test will not detect the use of alcohol, but the hair test can indicate the use of cocaine, methamphetamine, phencyclidine and opiates. The procedure requires technicians to cut a hundred stands of hair near to the scalp, and test the hair shaft for the presence of drugs.
Urine Drug and Alcohol Tests
The most frequently used drug tests that employers will require of workers or job applicants is the urine drug screening. The test screens individuals for illicit drugs and alcohol use. The test can pick up the presence of residual drug left in the system even after the effects are no longer visible.
The regular urine drug screening used for employment purposes screens drugs such as cocaine, amphetamines, marijuana, opiates, nicotine, methamphetamines, and alcohol.
Employers can require urine tests as part of pre-employment screening or require random screening especially for workers in specific occupations.
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