Pre-Employment Drug Screening Overview
Pre-employment drug screening/testing is a procedure that companies perform to determine if job applicants have used illicit or legal substances. This is done to assess potential employees to evaluate if they can perform their duties safely and efficiently. It can also help reduce the risks associated with drug abuse when a company prioritises workplace safety. In fact, these tests are essential for jobs that place personnel in hazardous surroundings.
An estimated 40% of US employees must undergo drug testing as part of the recruiting process. This screening is frequently carried out during hiring and might be necessary for certain professions and employment positions. Although urine tests are the most typical pre-employment drug screening tests, additional tests, including saliva, hair, blood, or sweat, are also performed. The tests check for several substances, including alcohol, opioids, amphetamines, cocaine, marijuana, and more.
Employers can have varying pre-employment drug screening policies and procedures, including the testing frequency, the substances tested for, and the repercussions of a positive test result. They must also consider factors such as the severity of the drug use, the potential for rehabilitation, and the job duties involved before making a final decision.
Job applicants, on the other hand, should disclose any medications they are taking to their potential employers.
In this article, we will get into the multitude of benefits employers experience through pre-employment drug screening. However, if you would like to find out more detailed information on DOT oral fluid testing, we recommend searching online for a reputable testing company and reading up on their services, and practices, as well as checking out any available reviews.
Why Do Employers Conduct Pre-Employment Drug Screening?
Employers conduct pre-employment drug testing for many reasons. Drug tests are administered at different intervals depending on the organisation’s needs. Take a look at a few typical situations:
- Pre-employment: Employers demand that potential employees undergo a drug test before working for them to ensure safe hiring. After the applicant receives the employment letter, it happens. Employers don’t hire applicants who perform poorly on the test.
- Justifiable suspicion: Employers have the right to request a drug test of a suspect if they notice any signs or symptoms of drug misuse in an employee. Those under suspicion are instructed to only report to work once the findings are in.
- After an accident at work: Employers may conduct a drug test if they believe a workplace accident or unpleasant incident may have been caused by drug use. It is crucial to have certain standards in place at such times to decide if a test will be administered.
- Periodic assessment: Both yearly and recurrent testing options are available. Physically demanding jobs are a good example of those that require regular testing.
- Random tests: Companies can randomly pick applicants for an unannounced test. In this case, computers use a random selection process to ensure that each employee has an equal probability of passing the test.
- Testing following a recuperation period: Employees must undergo the test again before returning to work if they previously took time off after testing positive for drug usage. This guarantees that the worker has completed drug treatment and is prepared to start working again. This kind of testing may also be used by employers to evaluate workers who have taken extended absences.
Benefits Of Pre-Employment Drug Screening For Employers
Reducing The Risk Of Accidents
Drug usage can put the safety of workers and other workplace visitors at risk. Where there is reasonable suspicion in the workplace, employers may test for drugs to avoid accidents and injuries, especially in the transportation, construction, and healthcare industries.
Decreasing Employee Absenteeism
Abuse of drugs can raise healthcare expenses, absence rates, and turnover. Employers can lower these expenditures and increase their bottom line by choosing staff who are less likely to use drugs.
Improving Workplace Productivity
Using drugs can impact a worker’s output, punctuality, and performance on the job. Employers can ensure they recruit people who can efficiently carry out their work obligations by testing job candidates for drug use.
Minimizing Legal Liability
In some businesses, particularly those dealing with public safety or security, companies conduct drug tests for specific positions. For example, federal drug testing requirements may apply to workers in the transportation or aviation industry.
Safeguarding Company Reputation
Some employers may conduct drug tests to uphold a certain company culture or image. As an illustration, a business may decide to advocate for a drug-free workplace as a part of its goal or principles.
Drug-related incidents in the workplace can damage a company’s reputation, leading to negative publicity and decreased trust from customers and stakeholders. Pre-employment drug screening can help prevent these incidents, protecting the company’s reputation and brand.
Legal Considerations For Pre-Employment Drug Screening
Compliance With Local & Federal Laws
Regardless of the number of employees in your organization, WHS laws must be followed. These WHS requirements might differ from state to state, particularly regarding drug testing. Hence, be sure you are familiar with the WHS rules of the state or states you operate in if you intend to test your staff for drugs.
The following are the most significant federal legislation and regulations to consider: the 1990 Americans with Disabilities Act, the 1964 Civil Rights Act, the 1993 FMLA (Family and Medical Leave Act) and NRLA, or National Labor Relations Act, passed in 1935.
Employee Rights & Privacy Concerns
Ensure that the testing processes are fair, strictly relevant to the job, regular, and most crucially, non-discriminatory if you mandate drug testing of job candidates before hiring them.
You should be aware that you could be sued for discrimination if a drug test is seen as being in any way biased. Also, making them a conditional employment offer before requesting a drug test is a good idea. In this approach, job seekers won’t feel like their privacy is being invaded, even if there is no guarantee that they will be hired.
Always obtain samples with consent and perform honest testing. Don’t go removing a worker’s stray hair off a desk. More than just dishonest, sneakily obtaining a specimen sample from a worker or a job application without their agreement is unethical and illegal.
Conduct Your Pre-Employment Drug Screening With Trusted Partner
With a trusted partner, employer drug screening programs are made to satisfy your legal requirements while upholding your company’s policy on drug-free workplaces. Ensure that the chosen company is credible and has good reviews and proof of their claims.
Employers can make safe and informed hiring decisions by administering drug tests during the hiring process. Employers benefit from increased productivity, decreased employee absenteeism, and fewer workplace accidents. Also, they might use a drug test as a crucial factor in hiring for high-risk positions.
Consider hiring a reputable business to decrease workplace accidents and crime while boosting morale and productivity.