After Congress approved the Drug-Free Workplace Act in 1988, drug and alcohol testing became more widespread. Drug and alcohol addiction may have a substantial influence on workplace safety and the well-being of your employees. An employment drug and alcohol testing program are essential in instances where a person may gravely hurt or injure themselves, another worker, or a member of the general population if they work under the effects of alcoholic beverages or illegal narcotics.
Employers must proceed with caution when implementing employment drug and alcohol testing. Although drug and alcohol abuse raises valid concerns about workplace safety, drug and alcohol testing practices pose the risk of violating rights guaranteed by the Newfoundland and Labrador Human Rights Act. Employers should carefully plan and implement drug and alcohol testing procedures to guarantee compliance with the Human Rights Act.
By creating safe, cost-effective, and healthy workplaces, employers may benefit from drug-free workplace policies. The most effective drug and alcohol-free workplace initiatives include five critical components:
Tests differ based on the type of substance being tested for and the material being collected. Only urine samples are taken in federally regulated programs, while the Secretary of Health and Human Services has issued guidelines allowing the addition of oral fluid specimens.
Amphetamines, cocaine, marijuana, opiates, and phencyclidine are the most typically tested substances (PCP). Testing may be used under the following conditions:
A substance and alcohol testing system can benefit your company in the following ways:
A drug and alcohol testing consent form is the paperwork that must be presented to an employee or potential employee for them to be tested for illegal substances and alcohol. When someone signs the form, it authorizes a healthcare provider to collect a sample from them and a lab to communicate the results with you. Obtaining permission shields you from legal action and criminal prosecution.
Several types of specimens may be used in drug testing, including:
Urine. Urine analysis demonstrates cocaine, marijuana with THC, cocaine, opiates, and alcohol. It detects the existence of a drug in the body after the medication’s effects have worn off.
Hair. Hair tests are used for cocaine, marijuana and THC, opioids, ecstasy, and alcohol use. Hair testing provides the longest time to identify drugs since the sample is collected in the presence of the lab employees; this reduces the danger of substitution.
Blood. Clinics utilize blood tests to specify the amount of medicine in the blood flow at the moment, which can range from minutes to hours.
Saliva. The most well-known approach for testing for drug usage after urine drug analysis is saliva testing, also known as a mouth swab test. Doctors use this test to examine various substances such as alcohol, cocaine, and marijuana.
Breath tests. The testing machines, commonly referred to as breathalyzers, are used to evaluate alcohol levels in the blood during testing. It reflects the present level of intoxication.
Fingernail Test. Fingernail testing is a lesser-known type of alcohol and drug testing. This sort of test is frequently utilized when a person has little or no hair. The benefit of nail testing over hair testing is that it is a more robust matrix that is less susceptible to procedures that might alter the validity of the outcome, including hair chemical treatment (hair dye/bleach), allowing for a more rapid and accurate conclusion.
Rapid tests. Urine or saliva is frequently used in rapid examinations. Rapid tests can provide a test result within 4 hours on average.
Let’s look at some key benefits of drug and alcohol screenings in creating a healthier and safer work environment.
Safer Working Environment
Excessive drug and alcohol intake can weaken judgment and pose a safety concern. It is especially problematic in occupations requiring continual attention, such as construction and manufacturing. Drug and alcohol use can also result in injuries and accidents. As a result, testing is necessary to enhance the life quality of employees at work.
Employees’ productivity and performance suffer under the influence of alcohol or drugs. Effective alcohol and drug testing will assist businesses in identifying employees who are unable to meet their specific goals. In addition, employers may use drug testing to identify weak links on their teams that impede progress.
In the workplace, illegal drug use may result in inefficiency, schedule delays, and lower revenues. As a result, it is critical to guarantee that personnel are not under the influence of drugs or alcohol while at work.
Reduced Medical Costs
Drug and alcohol usage has frequently resulted in workplace injuries and accidents, which add to the company’s health expenses. Therefore, employers should play it smart and undertake frequent drug and alcohol testing. As a result, it is worthwhile to do regular testing.
Yes, it is legal, despite allegations of invasion of privacy and the fact that different states have different legislation. In certain cases, drug testing is required by law; for example, companies governed by the United States Department of Transportation (DOT) are subject to federal or state employment drug and alcohol testing standards.
Most employers inform employees that a positive drug or alcohol test will result in instant termination. However, some employers allow rehabilitation and a return to work under supervised circumstances. Suppose a worker is permitted to return to work after a positive test. In that case, it is usually on a “last chance” agreement that includes monthly random testing, a year of probation, and quick firing if a positive test result occurs again.
It is lawful to dismiss a worker for refusing to sign an acceptance of the policy. Still, only after the employee has been informed, ideally in writing and seen by others, that failure to sign can result in termination.
Results should be kept strictly secret. Negligent sharing of test findings might lead to legal action for violating privacy, intentionally inflicting emotional distress, and defamation. Federal legislation (ADA) states that such records must be kept in a discrete, confidential medical file. Employers should require employees to sign a consent form authorizing the testing lab to reveal such results to the employer and authorizing both the testing lab and the employer to release such results to any agency or court dealing with a claim or lawsuit arising from the test.
ProAm is proud to announce that it has started conducting drug and alcohol testing in Las Vegas. As a result, employers can test their employees, make their workplace safer, and increase their productivity.
Depending on your requirements, we may provide the following drug and alcohol testing services:
Please contact us at 800-674-9515 with any questions or to schedule an appointment. You can also make an online appointment.