What is drug and alcohol testing? Do I have to worry about my job and reputation getting ruined because of using drugs or drinking alcohol? How will I be able to find a good private drug and alcohol treatment center if I cannot afford one? Why would someone even need to do drug and alcohol testing? Read on to find out more about the common problems associated with drug and alcohol testing, and some things that you can do to protect yourself.
You probably have heard the term “drug and alcohol addiction” used before by an employee or applicant. This is when an employer discovers that an employee or applicant has been using illegal substances, such as marijuana, heroin, cocaine, crack, etc. If caught in the act, an employer can decide whether they want to fire the person or not. If an employee or applicant tests positive for drugs or alcohol, the employer must make this known to their employee or applicant, either in writing or verbally. The following answers and questions will help you better understand how the DOT tests for drug and alcohol addiction, and, also, offer resources should you or a co-worker require support with a substance abuse problem at work.
The Breathalyzer test is a common method of testing for illicit drugs. A professional testing service or police officer will use a device called a “breathalyzer” to determine whether the driver has taken drugs or whether they have been drinking alcohol. The driver’s blood, urine, or breath samples will be drawn to determine if they are drug or alcohol-free. Both the breathalyzer and the saliva tests are typically legal if the employee indicates they are drug-free upon completion of the test.
Drug screening can also be performed during the hiring process. Many employers perform a background check of applicants, both for jobs in their company and for open positions elsewhere. Drug screening is usually done in these circumstances to see if an applicant is under the influence of illicit drugs when they are interviewed. Some companies conduct random drug tests as well, prior to interviewing an applicant. These pre-employment drug tests are considered a reasonable method of determining whether or not an applicant can be trusted with sensitive job duties.
Employers who perform random drug testing conducted by a private laboratory need to follow certain state and federal laws. Each state has its own rules and regulations regarding the administration of pre-employment drug testing. For example, all states require employers to obtain a signed written statement from an applicant declaring they are not under the influence of illicit drugs or alcohol. If the applicant refuses to take the drug test, the company may refuse to hire them based on their reasoning that the applicant has in essence admitted they are using illegal drugs. In some cases, the employer may choose to administer the drug test at one specific time or schedule it for random access. This is not allowed in all states, however, due to the fact that there may be a significant impairment to the person’s ability to operate a vehicle.
Employers who feel they must screen their employees have a legitimate concern that a drug use disorder can negatively impact an employee’s performance and work productivity. It also benefits them to know that they are taking reasonable steps toward protecting their company from any potential harm. In addition to the cost of hiring a private lab to administer the drug test, there is also the cost of maintaining private health care insurance for an employee who is unable to work due to substance abuse. Private drug testing can help solve these issues while saving the employer the cost of extra health care insurance.