Labcorp Tell You Not to Apply Again
Substance abuse — be it alcohol, illegal drugs, or prescription medications — poses huge risks for all businesses. As a effect, employers pay billions of dollars each twelvemonth in healthcare costs, lost productivity, and lawsuits.
If you think your company doesn't need to drug test, remember that the bulk of drug abusers are employed. A strong drug testing program will weed out problems before they cause any damage.
What is a Non-DOT Drug Test?
A Not-DOT drug exam is a drug test given to a worker in an manufacture that's not regulated by the U.South. Section of Transportation (DOT).
There are 2 worlds when information technology comes to drug testing. And the difference is how testing is regulated.
The first applies to industries regulated by the DOT.
If you're a pilot, a truck driver, or a train conductor, the DOT governs your drug testing. You would fall in the "regulated" category. Everyone else, in all other industries, may however have drug tests done, just they are considered non-DOT. Testing done on employees in a non-regulated industry is referred to every bit Not-DOT drug testing.
Non-DOT drug tests are dictated past each private employer. The employer decides how to manage and run their drug testing plan based on their needs. Established companies have this defined in their drug testing policy. The timing and frequency are the employers' choice, as is the type of testing. They could choose to test urine, oral fluid, hair, or a combination of the iii later on taking into account applicable legal regulations and considerations.
Non-DOT Drug Testing Laws
There are few federal laws around Non-DOT drug testing, yet, country and local laws are more common. Workers' comp and unemployment laws also have an effect on drug testing programs. Although most of these rules are optional, companies that follow them earn perks. For example, employers may earn discounts on workers' comp premiums by adhering to them.
What Does a Non-DOT Drug Test Consist Of?
A Not-DOT drug test consists of either a 5-drug panel or a 10-drug panel. A DOT drug examination looks for v drugs, and is referred to as a five-console screen:
- Marijuana
- Cocaine
- Opiates
- Amphetamines/methamphetamines
- PCP
A Not-DOT drug test tin can exist the same five-console screen, or it tin be expanded into a x-console screen by testing for five additional drugs:
- Benzodiazepines
- Barbiturates
- Methadone
- Propoxyphene
- Quaaludes
Non-DOT employers tin can also choose to test for hallucinogens, anabolic steroids, prescription painkillers, and ecstasy.
What are the Types of Non-DOT Drug Tests?
While the actual examination is the aforementioned, dissimilar drug tests are defined by when the test takes place.
Types of Non-DOT drug tests include:
Pre-Employment Tests: Many companies now crave all new hires to pass a drug test before starting work. It gives you the risk to continue habitual users out of your workforce. If an bidder is unable to finish using long plenty to pass a test, yous do not want them on your payroll.
Random Testing: These tests may be washed monthly, quarterly, or fifty-fifty annually, depending on the company's needs. Names are generated randomly past a computer program. This blazon of testing deters employee drug utilise since they don't know when they'll be tested.
Postal service-Accident Tests: These tests are unremarkably done after accidents that cause a fatality or injury, or could pb to a workers' compensation merits. Information technology is important for the employer to know if the person responsible for the accident was under the influence. It is essential to spell out the timing for these tests in your drug testing policy so the tests can be washed before whatsoever drugs can clear the employee's system. Failing to take a solid protocol could cause you to miss a positive test result.
Reasonable Suspicion Testing: If you're going to employ this type of test, you need to have supervisors who are trained to spot suspicious behaviors. They're but conducted if a visitor official can show reason to believe an employee might be nether the influence.
Return-to-Duty Tests: If you allow an employee to render to work after having a positive drug examination result, it's a good idea to exam them once more than to make sure they're no longer using. This test might also be advisable when an employee returns to work later an accident to be certain they aren't impaired by prescription painkillers.
Follow-Up Tests: If an employee is allowed to return to work after passing a Return to Duty drug test, yous might consider follow-up testing over the next year to be sure he or she doesn't get-go using once again. This requires several random screens for the employee.
Managing Not-DOT Drug Tests
DOT and Not-DOT drug tests both require concatenation-of-custody forms (CCF). These forms are used to go on track of a specimen from the moment of collection until the last results are reported. CCFs make sure all specimens are handled properly.
All of our drug tests are candy in SAMHSA-certified labs and results are reviewed by a Medical Review Officeholder (MRO) to ensure accuracy. If a specimen is flagged because of a prescription drug, the MRO volition contact the donor to run into if they take a legal prescription.
If the drug is legally prescribed, the test volition exist marked "negative" and in that location will be no repercussions for the employee. If, withal, the employee can't testify they are using the drug legally, the effect will be considered a "positive" test. It will be up to the employer to follow their disciplinary policy.
Setting Your Drug Testing Policy
The get-go step for any drug testing programme is to have a written policy. This policy spells out exactly who will be subject field to the drug testing, when the tests will be performed, what methods of testing will be used, and what happens if an employee or applicant fails.
What A Drug Testing Policy Should Include
Purpose Statement: This is an caption of why the company does drug testing. That purpose could be to comply with federal or local laws, meet requirements for a customer, contract, or insurance carrier, or but to maintain safety and productivity in your workplace.
Coverage: Nearly country drug testing laws require policies to state exactly who's covered. That ways spelling out chore applicants, total-time and/or part-time employees, or just those in prophylactic-sensitive roles. If you're going to test someone, their role needs to exist listed.
Prohibited Behave: An employer needs to clearly country that a positive drug exam will be viewed as a violation of company policy. Other drug-related activity, such as possession or sale, as well as trying to crook a drug exam, should besides be listed equally violations.
What Tests and When: Outline all types of testing you program to do—whether it's pre-employment, reasonable suspicion, post-blow, random, or a combination.
Consequences: Exist certain to speak with your legal counsel to devise this department because there are many land laws that can bear on what kind of discipline yous can utilize.
This might seem like a lot of work at the outset, only the flip side is legal liability. A well-written drug testing policy can forbid a number of lawsuits.
A stiff drug testing program tin can do many things for employers:
- Create a safe workplace for employees and customers
- Continue people who use illegal drugs off the payroll
- Deter current employees from using illegal drugs
- Identify and offer assistance to those who are abusing drugs
- Comply with country or local laws
- Get discounts on some Workers' Comp premiums
Drug abuse causes a long list of headaches for employers of all sizes. Information technology can decrease productivity, lower employee morale and fifty-fifty put people in danger. But partnering with a good drug testing company will help your company mitigate risks.
Source: https://www.ebiinc.com/non-dot-drug-testing/
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