Clear a Drug Test and Learn More on Employment Drug Screenings

We all know that as the part of the application process, most job applicants will have a mandatoryrequirement for alcohol and drug use.

Of course, everything depends on the state law as well as company policy, and some employers will have to do this as the part of contingency for a job offer. Employees can easily bescreened for alcohol and drugs in the workplace, but only in areas where state law permits.

It is vital to understand that you can find a vast array of employment-related alcohol and drug screenings conducted by employers.

These types of methods will show the presence ofmetabolites and most common area blood test, urinalysis, breath alcohol test, hair test, saliva test,and sweat screenings.

The idea is to consider the most effective drug testing products that will help you screen your employees based on the state of law.

The idea of this guide is to show you information on the types of screenings that employers most commonly conduct as well as different types of that you will be testedfor.

Pre-Employment Drug Testing

The most common and lawful drug analysis is the part of the pre-employment hiring process that will check most employees on a wide array of substances alcohol under specific circumstances.

┬áIt is allowed by law to check potential candidate so that employer can ensure that there are no abuserspermitted based on the company’s policy. Hiring can be contingent after passing pre-employment screenings.

Since testing laws depend from state to state, in some of them, employers will have limitations on how and when they are conducting drug screenings. On the other hand, in some cases, the law will require mandatory testing.

For instance, industries that are regulated by the Department of Transportation are covered by both state and federal requirements for testing and complete drug and alcohol-free working place.

When it comes to random screening, they have to be consistent and included in the policy that an employer has to make. At the same time, they cannot selectively test applicant for some job, while neglecting others. It is all or none.

Drug Testing Policies and Substance Abuse Regulations

Most companies will check their applicants for both legal and illegal abuse as the part of the hiring process. At the same time, employees may be screened for alcohol and drug use as the part of random tests, but only in areas where state law allows it.

That is the main reason why you should check a company’s policy that willbespecified when and how testings will happen and what is relevant information that you should know about it so that you can prepare yourself.

According to state and federal laws, employers will get guidelines on the policies so that they can create regulations based on substance abuse in the workplace.

The employercan prohibit the use of alcohol and illicit substances, to test their usage under suspicion and even to fire and terminate employees after engaging into the substance abuse.

However, employees that are abusing substances and have addiction issues are protected by state and federal laws that protect disabilities and discriminations.

Passing a Drug Screening

Potential employees during the hiring process will be required to be screened for both alcohol and use because that is the policy of the company. At the same time, employers canbe tested for substance abuse in the workplace.

The question is what you can do if you are going to fail a test. The best way is to make sure that you do not have any in your system, which is why you should start with abstinence and learn how to cleanse metabolites and byproducts from urine and blood.

Click here if you wish to learn more on drug screenings.

What about Medicinal Marijuana?

We all know that legal weed has become popular all across the USA, and that creates havoc for both employers and employees because according to Federal government cannabis is still illegal, so employers could use this knowledge to terminate contracts with people that are positive to THC.

Even though some states have legislation that will protect medicinal marijuana users, other stateshave not regulated these particular issues. For instance, in New York, the Compassionate Care Act protects employees.

Therefore, if the patient is prescribed medicinal marijuana that will be treated as a disability under Human Right Law, and therefore, the employerwill not be able to terminate contract or avoid hiring the person who applied.

Different Types of Drug Tests

  • Blood Drug Tests – A blood test is an invasive method and requires professional assistance and a completely sterile environment for applying. It can be used when employees are screened for illegal substances because it can measure the number of drugs and alcohol you have in drawn blood. Have in mind that the most common drugsscreened through blood test include cocaine, amphetamines, opiates, meth, alcohol,and
  • Breathe Alcohol Tests – If you are a driver, you probably know about this particular testing that are common ways to check the levels of alcohol in the moment of testing by using breath analyzer. It measures only current levels of alcohol as well as intoxication and impairment, but it cannot check the past usage.
  • Mouth Swab Test – A saliva test, or commonly known as mouth swab drug test tends to collect saliva from the employee’s mouth and it is the most convenient and least invasive test. It can show substance and alcohol usage up to 24 hours before the test, so it is an excellent way to determine short-term intoxication. If employer combines it with urinalysis or hair test, that will present him both long term and short term usage.

Hair Test – This particular test is best for detecting long-term drug abuse because it can detect up to three months of use. It will not have the ability to check the current impairment, but only past use, and it is not efficient for alcohol. The most common substances that will show up on this particular screen are phencyclidine, meth, opiates, marijuana, and cocaine. It requires from technicians to cut 100 strands of your hair, which is close to the scalp.