How to Prepare for an Employment Drug Screening – A Step-By-Step Guide

Many employers require drug screening as a condition of employment. Companies may also conduct periodic, unannounced testing of their employees, especially in safety-sensitive jobs.

Some states limit random drug testing to situations where a supervisor has reasonable suspicion of drug use. Those with specific concerns about their employer’s policy should consult an attorney.

Know Your Limits

Knowing what your limits are when it comes to drug use can help you stay clean and pass a drug test. Some businesses have a zero-tolerance policy, so it is important to know what your company’s stance on drugs is before you take the test. It is also a good idea to avoid drugs for 24 hours before the test and to drink plenty of water to flush out your system.

Many employers require employees to pass pre-employment drug tests before a job offer can be made. This is especially common in safety-sensitive industries, such as transportation and construction. Employers may also conduct random drug testing of employees in safety-sensitive positions regularly. This is usually done using a computer program to select employees for testing.

Employees who show up at work under the influence of drugs can be a huge liability for the company. They are more likely to miss work, be late, be involved in workplace accidents in which others are harmed, and file workers’ compensation claims. Drug testing allows companies to weed out the use of illegal drugs and alcohol in the workplace, improving employee productivity and safety. It is a cost-effective way to protect the safety of workers, customers, and the business itself. Some companies even provide their employees with drug-testing incentives, such as workers’ compensation premium discount programs.

Be Prepared to Answer Questions

Pre-employment and a random employment drug screen are critical for workplace safety. A company that requires a drug test as part of the hiring process sends the message that it takes employee health and safety seriously. It also protects the company from legal issues down the road if an employee is involved in a workplace accident or incident that could be attributed to substance abuse.

Job seekers must understand that the questions asked during a drug screening can be sensitive and difficult. It is illegal to ask any question that could lead to finding out if an applicant has a disability, and past drug addiction and alcoholism are considered disabilities. It is also illegal to discriminate against current alcoholics and recovering people with an addiction.

The first step in a drug screening is usually a urine sample. Some employers use a urinalysis machine, while others send the sample to an independent medical review organization (MRO) for confirmation testing. If the initial screen is positive, an MRO will contact the applicant to ask if they have any prescription medications that might explain the result.

Job candidates should be prepared to answer any questions about their drug use during an interview and be ready to provide a urine sample for a pre-employment drug test. Candidates should also know that they are allowed up to three attempts to provide a valid and sufficient urine sample within 3 hours. Be aware of the laws about marijuana in your area. In addition to state laws, the Americans with Disabilities Act prohibits companies with more than 15 employees from discriminating against job candidates who disclose their use of medical marijuana and related health issues. The best way to discourage drug abuse is to provide employees with mental health benefits and an environment that promotes healthy living.

Be Prepared to Be Questioned

Many companies require drug tests of employees in regulated industries or safety-sensitive positions as a condition of employment. These screenings look for traces of illicit drugs and alcohol in the sample. They can also detect abuse of legal drugs—taking them for non-medical reasons or using them in a way that differs from the prescribed dosage (such as crushing and snorting prescription pain medications).

These tests can be done with urine, hair, blood, saliva, or even fingernails, but urine is the most common. It provides the most accurate results and can detect a wide range of substances, including marijuana, cocaine, amphetamines, opioids, and opiates. It also screens for alcohol and steroid use.

Businesses need to disclose that they will test applicants and employees before making a hiring decision. However, employers should be careful not to ask any questions that could be construed as discriminatory under the ADA, such as whether an applicant or employee has used illegal drugs in the past or is currently undergoing recovery from substance abuse or addiction. This is because it’s considered a disability under the ADA, and employers can’t deny employment to people who have disabilities. Employers should also consider their state’s laws regarding employment drug testing and ensure they comply with them. For example, in some states, it is illegal to tell a job applicant if they have passed or failed the test without providing them with their results.