Employee drug screening programs are available at all levels of an organization. A good Employer will offer comprehensive drug screening to meet federal regulations and satisfy your pre-screening policy requirements. Pre-employment services can also be implemented prior to hiring a job applicant and for post-hire checkups. Screening for drugs is often part of an employer's due diligence process for a particular position. It's not enough to simply consider a candidate drug free; an employer must have reasonable suspicion to suspect that a drug use or dependency may exist. View this link: nicolachiropracticnellis.com for more info about drug screening programs.
Many companies use an employee drug screening program to determine whether they make a good candidate for a specific position. An employee background check provides a third party with a detailed history of drug use and abuse. Employers can also obtain verification of current drug addiction from drug rehab centers and clinics through the Department of Labor. The Department of Education's Office of Special Education Programs provides information about approved education programs and certified educational agencies. Finally, the Drug Enforcement Administration provides data on substance abuse programs run by state law enforcement agencies. Explore more about this drug screening program here.
Substance Abuse Testing: Most employers will require pre-employment testing for substances such as marijuana, cocaine and methamphetamines. Other substances commonly included in employee drug screening tests are heroin, opiates, barbiturates, amphetamines and steroids. Substance tests are conducted in-house or in a separate laboratory located off-site but may be administered simultaneously in some cases. For employers with drug testing policies in place, a random urine drug screen can reveal recent drug use or dependence.
Drug Replacement Therapy: Many companies require employees to undergo pre-employment drug testing or replacement therapy, when new medications are available or when the current medications become ineffective. Many prescription drugs can have harmful side effects. An employee drug test can alert employers to the possibility that the employee is using these drugs. Substitution can reduce addiction and help employees avoid legal troubles associated with current use of prescription drugs.
Employers can also legally perform random drug testing. An employee who fails a drug test, or receives a positive result, can usually challenge the test's validity in court. An employee who tests positive and is terminated can sue the employer under state and/or federal laws. In addition to challenging the test itself, an employee may argue that he or she was subjected to unreasonable suspicion regarding his or her positive test. State and federal laws also protect against discrimination by requiring reasonable suspicion before an employee can be suspended or terminated from a job. State and local laws also protect against discrimination by requiring employers to accommodate requests for drug or alcohol rehabilitation programs.
Most states and local governments require employers to perform random employee drug screenings. However, employers must comply with the law. Some employers choose not to take these laws into consideration, arguing that they would be violating the rights of employees if they conducted drug tests. Employers should remember that substance abuse is a serious problem. Any effort to drug test employees can result in a hefty monetary settlement for an employee who is wrongfully accused of using illegal substances. Check out more details about spinal here: https://en.wikipedia.org/wiki/Spinal_adjustment.
