The pre-employment drug and alcohol testing is a screening process to determine the behavioural risks of job applicants with substance use. It can identify if a person is abusing alcohol, prescription, and illegal drugs. It is a standard requirement for safety-critical positions. Moreover, it uses several methods, such as urine, hair, breath, and blood testing. The results of these tests can impact employment decisions. Thus, it is essential to know the factors that can affect the tests.

Workplace drug and alcohol testing is an important tool for employers to ensure that their employees will not engage in dangerous activities. It can help to reduce accidents and injuries while protecting the assets and reputation of the company. Additionally, it helps deter alcohol and drug abuse. The following sections will present the procedures of pre-employment drug tests, the types of methods, and what happens after getting the results.

What Is Pre-Employment Drug and Alcohol Testing?

Pre-employment drug and alcohol testing refers to the process of screening potential employees for their suitability for certain positions. It involves the collection of biological samples to detect the presence of illicit substances. The test is conducted during the hiring process and is the basis for making decisions. In addition, employers usually include this requirement in their job postings.

This test is a mandatory requirement for safety-critical jobs. This ensures that employers do not hire an applicant with substance abuse problems. This is because alcohol and drug usage cause severe impairment in judgment, perception, concentration, and coordination. Therefore, employees with such problems are more likely to be involved in workplace accidents.

Organisations implement this test through a company drug and alcohol policy. This policy outlines the rules and regulations, including the prohibition of alcohol and illegal substances. It also includes the testing methods and consequences of the test results. Moreover, it allows employers to conduct this test under reasonable cause, particularly for workplace safety.

Purpose of the Process

• Determine the suitability of an applicant for safety-critical positions. It helps ensure that prospective employees are fit for the job and perform their duties safely and responsibly.
• Identify individuals who may have substance abuse issues that could impact their work performance and productivity.
• Provide an objective procedure for assessing the substance use of applicants, which is less likely to be affected by potential biases.
• Discourage individuals to apply if they are misusing substances.
• Minimise the risk of accidents, injuries, or other incidents that may occur due to impaired judgment or physical abilities. This is particularly important for jobs that involve operating heavy machinery.

Types of Tests for Pre-Employment Drug and Alcohol Testing

Pre-employment drug and alcohol testing utilises several methods. One of the most common types is the urine drug test. It involves collecting a urine sample from the candidate and analysing it for the presence of drugs and alcohol metabolites. Urine tests are relatively inexpensive and can detect a wide range of substances.

Another type of test is the hair drug test. This involves collecting a small sample of the hair and analysing it for metabolites. Hair drug tests are more expensive than urine tests but can provide a longer detection window of up to 90 days. Hence, this method can identify the long-term history of the drug and alcohol consumption of a person.

In addition, breath alcohol testing can detect alcohol impairment through a breathalyser. The portable device can also measure Blood Alcohol Content (BAC), the percentage of alcohol in the bloodstream. Lastly, the blood test will reveal the specific drug class and drug concentration levels. Thus, it provides the most accurate and detailed analysis. However, it is the most invasive collection procedure.

Detectable Substances

The tests look for common drugs of abuse, such as marijuana, cocaine, methamphetamines, opiates, and phencyclidine (PCP). Marijuana includes tetrahydrocannabinol (THC) and cannabidiol (CBD). On the other hand, amphetamines include meth, speed, and ecstasy. Moreover, opiates include heroin, codeine, and morphine. Some employers may also test for other drugs like benzodiazepines, barbiturates, methadone, and propoxyphene.

Aside from illicit drugs, the tests can reveal potential abuse of prescription drugs. These are drugs that are taken other than for medical purposes. Furthermore, the tests can trace alcohol or byproducts such as ethyl glucuronide (EtG) in the samples.

What Happens After a Positive Pre-Employment Drug and Alcohol Testing Result?

A positive pre-employment drug and alcohol testing result is the outcome wherein the sample reveals the presence of one or more prohibited substances. Primarily, the individual is notified of the positive result and given an opportunity to explain or dispute the findings. Most often, this would entail the candidate ineligible for the position.

It is essential for employers to follow strict protocols to avoid any legal issues. This includes disclosing the consequences of potential positive results. Companies have a right to refuse to hire someone based on test results. The reasons for such rejections should be clearly stated in the job offer letter or post.

Additionally, employers must handle positive test results with confidentiality. Organisations have to handle each situation according to their company policies. Furthermore, it is vital to employ state-certified drug screening services to ensure the accuracy and reliability of the tests. This includes following the chain of custody procedures to protect the sample integrity and minimise false positives.

Can an Applicant Request for a Confirmatory Testing?

Drug and alcohol testing policies often allow applicants to request confirmatory testing after a non-negative result. Individuals may dispute the test if they believe it to be a false positive. This method can verify the results of initial tests through the evaluation of a Medical Review Officer (MRO).

Employers allow the applicant to question the result to ensure fairness and accuracy in the testing process. Moreover, confirmation methods test the original sample using a more advanced laboratory technique like gas chromatography/mass spectrometry (GC/MS). This method is considered the gold standard in drug testing. It is highly accurate, and the results are admissible in legal proceedings.

Conclusion

Pre-employment drug and alcohol testing is an effective screening tool to identify potential substance abuse in candidates. It is a standard requirement for high-risk industries like mining, transportation, and construction. However, many businesses also include pre-employment drug tests, especially if they have a history of workplace accidents due to substance abuse or impairment. Furthermore, the purpose of this test is to ensure workplace safety. By identifying suitable candidates, employers can make informed decisions.

The tests include several methods to detect alcohol or drug metabolites, such as urine, hair, breath, and blood testing. It can identify commonly abused substances, including marijuana, cocaine, amphetamines, and opiates. Additionally, it is vital for employers to inform all candidates of the consequences of getting positive test results. Most often, this will lead to disqualification. However, individuals may request confirmatory testing to verify the initial results. Overall, pre-employment tests help maintain a healthy and productive workforce.