The 5 Things You Should Know About DNA Paternity Testing

Genetic paternity testing dates back as far as the 1920s when blood types were compared in order to determine relationships between parent and child. Although not very effective and primarily inconclusive, this was the beginning of genetic testing as we know it. In the 1960s, a new genetic test with a 80% success rate using the Human Leukocyte Antigen (HLA) system was develpoped and used to determine paternity for many years. In the 1980s DNA testing, boasting a 99.999% accuracy rate was discovered and has been the gold standard in paternity testing ever since. Aside form the historical facts of genetic testing, the 5 most important things you need to know regarding DNA Paternity Testing are the following:

1. Do It Yourself (DIY) vs. Legal Paternity Testing

Do It Yourself or DIY tests allow for buccal cheek swab specimen collections that are collected by yourself, at your leisure and privacy. The specimens collected are then sent to a laboratory for analysis and testing. Results are typically mailed or emailed to the person submitting the specimens within a week or two. It is critically important to note that DIY tests are not legally admissible in a court of law for any reason and are only beneficial for your own personal knowledge.DNA Testing

Legal Paternity Testing is also a buccal cheek swab collection. The specimen is collected by a third party professional following strict chain of custody guidelines and procedures which provide legally admissible results that can be used for child support, inheritance, social welfare benefits, immigration, or adoption purposes. To satisfy the chain of custody legal requirements, all tested parties are properly identified using state or federal identification, birth certificates and/or social security cards. Copies of identification and photographs of the subjects are collected at the time of the specimen collection. Specimens are sent to the laboratory via courier service that tracks the specimen from the collection site to the lab where two independent teams of DNA analysts run every legal DNA test twice. Results are verified and certified by a trained scientist with a PhD degree and then notarized before reporting the results to the parties tested in 3-5 days.

While legal paternity tests are more expensive, it is usually worth the extra cost if the results will possibly ever be needed to be legally admissible.

2. Pre-Natal Paternity Testing

Until recently, the only way to determine paternity before a child is born was through a very uncomfortable and invasive procedure to collect the child’s DNA through amniocentesis or CVS sample which could present the risk of miscarriage. Now a revolutionary, non-invasive pre-natal paternity test can determine paternity before the child is born with a simple blood draw specimen collected from the mother after at least 9 weeks of gestation. The standard buccal swab collection is collected from the alleged father. Specimens are collected, packaged and sent to the laboratory for extensive testing with certified results returned within 7-10 days. This type of test provides peace of mind and closure to any paternity related questions before the child is born allowing parents to focus on the baby and not the questions.

3. What If The Alleged Father Can’t Be Tested?

Sometimes, the alleged father is unable or unwilling to be tested. In these cases, the alleged father’s mother and/or father (grandparentage test) may be tested to determine paternity of the child. Specimen collection is the standard buccal swab cheek collection fro all parties and provides certified results within 7-10 days.

4. Does The Mother Need To Be Tested For A Paternity Test?

The short answer is no. However, having a specimen collected from the mother will allow for faster and more accurate determination of paternity – especially in the case of a grandparentage test or if there is more than one alleged father who may be biologically related, such as brothers. In any case, there is never any additional fees to have the mother’s specimen collection unless there is a need to test for maternity.

5. What If The Alleged Father Lives Out of State?

Certified collection sites for DNA Paternity Testing are available worldwide and collections can be arranged with any willing party anywhere. Additional fees and longer turnaround times may result, but the testing is still quite possible.

 

Carolina Testing is a certified DNA collection facility located at 1709 Husted Rd Ste. #2 in Conway, SC. For more information about DNA Paternity or other genetic testing services, please contact them at 843-972-3287 or info@carolinatesting.com

Protecting our children from exposure to drugs and drug abusers…

drug test for childrenDrug Test For Children | ChildGuard®

Children exposed to illegal drugs and substance abusers often face many other obstacles to a normal life – neglect, abuse, violence, and other vulnerabilities including the increased probability of becoming a substance abuser themselves . Substance abuse is a disease, one that often prevents adults from doing what is in a child’s best interest. Detecting these dangerous environments is critical to keeping children safe. A new drug test for children, ChildGuard® Testing, can assist in determining not only if a child has ingested drugs into their body, but also if the child was exposed to drugs in the first place.

This unique drug test for children is designed to detect both passive and direct exposure  to drugs, distinguishing between both native drugs and drug metabolites in hair specimens. Drug metabolites are produced in the body only if drugs have been ingested. Children in drug exposed environments are most often not drug users themselves, so drug metabolites are typically absent when a child is being tested for drug exposure. Typical hair tests only report a positive exposure result if drug metabolites are detected, even when the native drug is in the child’s hair specimen. Native drugs indicates the presence of drug or drug residue being present on the specimen indicating physcial exposure to drugs, but not necessarily ingesting them.  ChildGuard® Testing reports a positive result if either native drugs or drug metabolites are detected, giving much better insight about the child’s environment. ChildGuard® Testing provides evidence of substance use in a child’s environment for up to 90 days, and can be performed on donors of any age.

A positive test result suggests that the child has experienced one or more of the following:

• Contact with drug smoke (such as marijuana, meth, crack),drug test for children
• Contact with sweat or sebum (skin oil) of a drug user,
• Contact with the actual drug,
• Accidental or intentional ingestion of drug(s).

ChildGuard® testing for passive exposure is the first and only test of its kind. Testing can indicate a wide range of drugs including Cannabinoids, Opiates, Cocaine, Meth, Amphetamines, Barbituates, Benzodiazepines, Methadone, Propoxyphene and Phencyclidine.

 

 

drug test for children

 

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If you have any questions about this specialized drug test for children, please feel free to call or text 843-972-3287 or email us. Our services are discreet and confidential.

The Federal Department of Labor reports the use and abuse of drugs and alcohol in the workplace cause more than 65 percent of accidents in the workplace. Drug testing programs are a proven deterrent to combat drug and alcohol use in the workplace, helping companies reduce work related accidents, injuries and insurance claims as a result of said accidents. An effective drug policy also sends a clear message about the company’s commitment to a safe and healthy workforce.

While many companies conduct pre-employment screening for drugs before hiring, they often neglect other important elements of an effective substance free workplace program. Tools such as random testing, reasonable suspicion, and post-accident testing provide a comprehensive program to insure the safety and well being of the workplace. In today’s article, we will address random testing.

Random Drug & Alcohol Testing

Random testing, if implemented and managed properly, is an effective deterrent of substance use and abuse by employees. Without a random testing program, the ability to identify potential issues before they become major problems or costly incidents is severely limited. The key to an effective random testing program all comes down to management and implementation of the program itself. While having a random testing program does not provide any ironclad guarantees, it does increase the likelihood of identifying employees with substance abuse issues and may deter substance users and abusers from applying in the first place.

Using the services of a neutral third party (often referred to as a Third Party Administrator or TPA) to manage the program and selection process is a great option for companies. It protects the company from any claims of impropriety, discrimination or targeting by a disgruntled employee in that the company has absolutely no control over the process or actual selections. Companies like Carolina Drug & Alcohol Testing are TPAs that manage random testing programs for companies of all sizes and industries nationwide. Random selections are made via scientifically valid method through the use of computer based random number generators. Employee listings are managed and updated prior to the selections being generated and submitted to the company. Once the selections are received by the company representative or supervisor, they are then able to send employees for testing during the selection period designated.

A common mistake often found with companies that do random testing is that they announce the test ahead of time or give the employee days or even weeks to get the test done. This completely defeats the purpose of having a random testing program as it allows the employee time to attempt to flush their system, obtain adulterants or prepare to “cheat the test.” Random testing should always be done immediately upon notification. Notification of a random selection should only be given to the employee when the employee is able to immediately report to the collection site for the drug test. Collection sites can vary depending on the company and type of specimen being collected for the test. drug-test-2Employees may be asked to report to a drug and alcohol testing clinic or there may be a collector that comes to the company to perform the collection on site.

Another common mistake made by supervisors and business owners is confusing random testing with reasonable suspicion testing which could open a company up to legal issues and liability. Random testing is just that – random. An employee is chosen randomly and sent for testing – not based on any suspicion, rumors or assumptions. Random selections must be made by scientifically valid method in order to avoid any liability on the part of the employer. If you have reason to believe an employee may be using or abusing drugs or alcohol, you may be able to send them for a “reasonable suspicion” test which we will discuss in our next article.

Education regarding drug and alcohol use and abuse is a critical part of any substance free workplace program; providing employees the information they need to know about the policy as well as the information needed to get help with current use or abuse issues. Employee education programs should provide company-specific information such as the details of the company’s policy. Education should also provide details regarding the nature of drug or alcohol addiction; its impact on work performance, health, and personal life. All employees should have access to this information and it should be available on an ongoing basis through a variety of methods.

Reasonable Suspicion Testing

Reasonable suspicion drug and/or alcohol testing is a tool found drink on jobin many drug policies that is employed by companies looking to establish a safe, secure and healthy environment for their employees, colleagues, customers and community. Reasonable suspicion simply means that there is reason to believe the employee is under the influence of drugs or alcohol while on the job. This belief or suspicion must be based on objective factors, such as the direct observation of an employee’s appearance, speech, behavior, odor or other conduct. Reasonable suspicion should not be based on hearsay or rumors and should not include behavior or conduct that is simply attributable to some type of common error. For example, dropping something on the floor, being late to work or being in a bad mood could have many explanations. While these actions may cause a good supervisor to pay closer attention to this particular employee, they do not rise to level of reasonable suspicion of drug or alcohol use. Closer observation may lead to other observations such as slurred speech, unsteady balance, dilated pupils, excessive perspiration, etc – all of which could lead to reasonable suspicion testing.

Supervisor Training

team meetingProfessional training of supervisory staff is the best way to learn about reasonable suspicion testing. In some industries, such as DOT regulated companies, supervisor training is required. Training should teach supervisors about the types of drugs that are tested for as well as the signs and symptoms indicating possible use of these substances.   For instance, cocaine is a stimulant and makes everything in the body speed up. Those under the influence of cocaine may be hyper, have rapid movements, be talkative and have dilated or enlarged pupils. These are the types of signs a supervisor should be trained to look for as reasonable suspicion of the use of cocaine, or any other stimulant like meth or crack. In addition to learning more about the drugs and what to look for in the use of such drugs, supervisors should also be trained in what constitutes reasonable suspicion and how to properly identify and document direct observations. Supervisors who are not trained to identify and observe the signs of use associated with drug and alcohol may expose the company up to significant liability, discrimination claims and other legal issues.

Addressing a Situation

A good supervisor training program will also provide instruction on the best ways to approach an employee in a reasonable suspicion situation. Maintaining privacy and properly documenting the incident are critical to handling a reasonable suspicion incident. Once a supervisor has determined reasonable suspicion exists through their direct observation, they should follow the steps outlined by the company. Getting a second supervisor to observe the employee in question and completing an incident report or other paperwork documenting the observations are good ways of preparing to address the employee and the situation. The employee should be escorted to an area where personnel matters can be discussed privately. The employee should be advised of the supervisor’s observations and that they are being referred for reasonable suspicion testing. The employee should then be escorted to the collection site for the drug and/or alcohol testing to be completed and arrangements should be made for the employee to get home safely. At no time should an employee suspected of being under the influence of drugs or alcohol be allowed to operate a motor vehicle. If you are sending them for reasonable suspicion testing, by default, you are suspecting that they are currently under the influence.

Testing & Results

Testing is recommended to be done by a trained and certified collector – preferably by a third party lab or clinic
results4 – either at the clinic location or having the collector come to the company site. In the case of drug tests, laboratory confirmation and medical review of the test results should be an absolute requirement to avoid any mistakes or erroneous results. For alcohol tests, a confirmation test of alcohol levels should be conducted by a certified Breath Alcohol Technician for complete and accurate results. All positive results should be submitted to the employee in writing within 24 hours of receiving the results. A reasonable suspicion situation requires careful handling of documentation, personnel records and potentially sensitive test results. All employees having access to this information have a legal responsibility to maintain the strictest and highest standards of confidentiality throughout the entire process.

Post AccidentRecent studies show that 57 percent of fatal car crashes involve a driver who tests positive for alcohol or drugs. We all know that driving a car under the influence puts the driver and others around them at higher risk for accidents and injury. The same holds true when it comes to accidents in the workplace. On the road, in the office or on the job site – workplace accidents resulting in property damage or personal injury lead to added expense and liability exposure for the employer.   Post accident testing, sometimes referred to as “post-incident” testing, can help determine if drugs or alcohol may have been a contributing factor leading to the incident.

The Benefits

Post accident testing can provide tremendous financial benefits to the employer – especially if an employee is found to have been impaired, resulting in the accident. Insurance adjusters will look to see if post accident testing was completed.   Workers’ Compensation claims may be disputed as a result of positive test results. The three major things needed to successfully prove impairment in a post accident case:

  • a workplace substance testing policy
  • a properly administered drug and/or alcohol test
  • a positive, certified and confirmed test resultpost-accident-reasonable-suspicion-testing

The Policy

Your substance free workplace policy should clearly establish objective criteria that trigger post accident testing, the type of testing that will be conducted and the people that will be tested. Post accident testing is recommended in the following scenarios:

  • fatality
  • injury requiring medical care
  • damage to vehicles or property above a specified dollar amount
  • citation issued by the police

Other scenarios may be included into your policy and should be relevant to your company’s industry.

dot_drug_testingThe Testing

It is recommended that both alcohol and drug tests be conducted in post accident situations. Urine or saliva drug tests are best for post accident testing whereas hair testing is not recommended as it does not reflect recent usage. Alcohol testing can be conducted via saliva or breath test. Regulated industries under the purview of the Department of Transportation are required to conduct urine drug tests and alcohol tests in all post accident scenarios as described in 49 CFR Part 382.303.

All individuals involved in the incident should be tested. For example: a forklift operator backs into a coworker causing the coworker to seek medical attention. Both, the forklift operator and the injured co-worker should be subject to post accident testing. While one may assume that the forklift operator is the one at fault and should be the only person tested, it is not uncommon that the injured party may have caused the incident while in an impaired state.

Finally, time is of the essence when it comes to post accident testing. Alcohol testing should be completed within 2 hours of the incident, but not more that 8 hours after the incident. Drug tests should be conducted as soon as possible after the incident as well, but may be conducted up to 32 hours after the incident in some scenarios. Post accident testing is secondary to receiving medical attention and at no time should medical attention be delayed for drug or alcohol testing.

The Results

All drug tests should be submitted to, and processed by a SAMSHA (Substance Abuse and Mental Health Services Administration) approved laboratory for screening and confirmation testing using GC/MS (gas chromatography/mass spectrometry) methods. A licensed Medical Review Officer (MRO) should then review the test results delivered by the laboratory before delivering the final, confirmed drug test results.

Alcohol tests that show a positive initial result should be followed up with a confirmation test administered by a BATcertified Breath Alcohol Technician (BAT) before final alcohol test results are recorded and delivered to the employer.

An important factor to successful drug and alcohol testing relies heavily on the collector doing their job properly by following all protocols and completing all chain of custody paperwork properly during the collection process. Failure on the collector’s part can result in a fatal flaw that would discount the results of the tests conducted. Making sure that your collector is trained and certified in all aspects of drug and alcohol test collections is critical.

Prescription drugs may prove helpful in managing pain, but misconceptions about prescription medication safety as well as the over-prescribing of painkillers during the past twenty years has helped fuel the largest drug epidemic the United States has ever seen. National survey datashows a startling 450% increase in opiate drug treatment admissions between 1998 and 2008. The number of prescription drug abusers has increased to the point that prescription drug abuse ranks second to marijuana as the most common form of drug abuse. As a result of more access to pain medications in homes, young people are at tremendous risk.

 

Trust for America’s Health published a report in November 2015 titled “Reducing Teen Substance Misuse: What Really Works” which shows that 35 states experienced an exponential increase in youth overdose deaths between 1999 and 2011. According to the report, drug overdoses were the leading cause of injury or death among adolescents in 2013. Death rates doubled in South Carolina in the past 12 years and are increasing dramatically. Youth overdose deaths during the same have quadrupled in Kansas, Montana, Ohio, Wisconsin and Wyoming. West Virginia has the highest drug overdose death rate in America today with over 12 overdose deaths per 100,000 youths.

Drug overdoses were the leading cause of

injury or death among adolescents in 2013.

The report demonstrates the following findings regarding substance abuse during adolescent years:

  • More than 90 percent of adult addicts begin using before the age of 18.
  • Physical development, social changes (starting middle or high school), less adult supervision, and home life disruptions such as a divorce, new child or moving are all strong triggers.
  • The National Institute on Drug Use suggests that certain personality types may be more predisposed to drug use and may be able to be identified in early childhood years.
  • Positive protective factors like strong, stable, supportive relationships can lessen the risks of substance abuse once a person enters their teen years.

 

According to the report, the upsurge in overdose deaths is directly correlated to the sharp increase in heroin use by
18-25 year olds during the past 10 years. As prescription pain killers are becoming harder to come by and more expensive on the streets, addicts are turning to cheaper and more readily available drugs like heroin.

 

The statistics are grim, and the epidemic in our country is growing rapidly – leading to an increase in drug related crimes such as theft, burglary, assaults and murder.   Drug abuse can be prevented, our children can be protected and our neighborhoods and businesses can be drug free. However, none of these things is possible without the combined efforts of individuals, families, neighborhood groups, community organizations, churches, businesses and local authorities. Early intervention and vigilance is key to overcoming the greatest war our country has ever seen.

To learn more about substance abuse prevention and drug testing, please call or text Carolina Testing at 843-972-3287.

 

6 Tips For Talking To Kids About Alcohol

6 Tips For Talking To Kids About Alcohol

Waiting until your child is in high school to talk about underage drinking could be a big mistake. Research shows that alcohol use and experimentation can start as early as age 10. There is no better time than now to start the conversation, but the key to discussing underage drinking is to start early, stay engaged and stick with it.   The following statistics show the need for early intervention:

  • Children who begin drinking at age 13 have a 45% greater chance of becoming alcohol dependent as an adult.
  • On average, kids in the United States start drinking alcohol at 13 years old.
  • Half of all cases of substance use disorders begin at the age of 14 and over 90% of substance abuse behavior starts with alcohol.

Reducing the trends of underage drinking is not easy and requires the efforts of parents, schools and communities. We can be successful when we work together to create safe environments – at home and in the community – for our children to strive and thrive.

Don’t think your kid will listen to you? Talk to them anyways. Despite the fact that many parents think their kids don’t listen to them, parental disapproval is still the number one reason kids choose not to drink alcohol.

Here are 6 tips for talking to kids about alcohol:

1. EDUCATE YOURSELF ON THE DANGERS OF UNDERAGE DRINKING

Some parents don’t understand why the legal drinking age is 21 – telling their kids, “you can’t do it because it’s illegal,” or “you could get in a car accident and kill yourself or someone else.” While these statements are both true, there’s more…

Research shows us that brains don’t finish developing until the mid-twenties. Drinking alcohol before this time can have severe, long-term consequences. Consuming alcohol at an earlier age interferes with early adult brain development. The potential for serious problems such as alcohol addiction, dangerous behavior, reduced decision-making ability, memory loss, depression, violence and suicide is greater. Other potential risks of underage drinking include risky sexual behavior, increased risk for physical and sexual assault, unintentional accidents and even death.

underage drinkingWhen teens drink, they are typically binge drinking 90 percent of the time. While binge drinking, teens are more likely to engage in risky sexual behavior, are at an increased risk for physical and sexual assault, are most likely to use an illicit drug and can suffer from alcohol poisoning.

Armed with this knowledge, parents are better prepared to have a more accurate and informed conversation with their children about the risks of underage drinking.

2. START SOONER RATHER THAN LATER

Waiting until children are 14 to 19 years old to start a conversation about the dangers and effects of underage drinking is a common mistake. Children are exposed, aware and start to think about alcohol between ages 9 and 13. The American Academy of Pediatrics recommends talking to children about the dangers of alcohol as early as 9 years old.

3. HAVE ONGOING, AGE APPROPRIATE CONVERSATIONS ABOUT ALCOHOL

It is important to engage in conversation with your child at their level of understanding.   You wouldn’t discuss the inner workings of an internal combustion engine when an 8 year old asks how a car moves. Keep it simple and on their level.

For an 8-year-old, simply explain that their brain is still growing and drinking alcohol could really hurt the way their brain grows. Tell them that you want them to grow to be super smart and in order to do that, their brain needs to grow strong.

For a 15-year-old, you could talk about the disruption in brain development, as well as the potential for chronic problems such as greater risk for alcohol addiction, dangerous behavior, poor decision-making ability, memory loss, depression, violence and elevated suicide risk.

Find ways to talk to your kids about alcohol without interrogating them or making them feel like you don’t trust them. beerpongFor example, you can ask your kids what they hear at school about alcohol or if any of their friends drink or talk about drinking at parties. If you’re watching television or a movie and underage or irresponsible drinking is shown, use that as a conversation starter by asking your kids what they think about it. If what’s shown is an unhealthy drinking behavior, take the opportunity to explain how the behavior is unhealthy and what the risks are.

Make sure your children know that they can feel comfortable in talking to you about any questions or concerns they have about drugs and alcohol.

4. RULES AND EXPECTATIONS

When you set clear rules and expectations, kids are much less likely to drink. Children are 80% less likely to drink alcohol or do drugs when it is made clear by their parents that alcohol and drug use in not allowed.  Explain to them that you can and will have them tested for alcohol or drug use at any time if you suspect that they may be drinking or using.
underagedrinkingTalk about the consequences of drug and alcohol use – not only the consequences in your home, but also about the legal and medical consequences that can occur such as being arrested or hospitalized. Be clear about what you will do if the rules are broken and more importantly, follow through on these consequences.

Vague or general statements like, “I will kill you if I catch you drinking!” just don’t work. Clearly defined consequences have a much greater impact. Examples include removal from special or extra curricular activities, taking away privileges such as computer or cell phone use, or requiring them to attend substance abuse counseling or group sessions.

5. TEACH THEM HOW TO SAY NO

Children who are taught how to say no are less likely to experiment with alcohol or drugs. Come up with good ways to say “no” and practice them in role-play situations.

For example, they could say “Oh there’s no way I can drink that. If my parents smell booze on me, I’ll be dead.” Or “No thanks man. I have practice tomorrow and you know how coach is if he finds out we’ve been drinking.”

6. TALK ABOUT FAMILY HISTORY

Research has shown that addiction to alcohol and other drugs is a chronic, progressive disease that can be linked to family history and genetics.  If you have a family history of problems with alcohol or drugs, be truthful about it, as you would any other chronic disease, such as heart disease, diabetes or cancer.   It is important for your child to grow up knowing if there is a potential for addictive behaviors due to family health history.

underage drinking

Is Drug Testing Right For Your Company?

The Rules & Your Rights As An Employer

Most private employers are not required to conduct applicant drug testing, but many do – and for good reason. If you are currently conducting pre-employment drug testing – or your company is considering a drug testing program – you need to know the rules. Even if drug testing is allowed (as it is in many states), you can still get into trouble if you violate employee rights by testing for illegal reasons or using the wrong methods.

Drug testing applicants and/or employees is typically up to individual employers. The only employers who are required to test applicants and employees are those in transportation and other safety-sensitive industries that are regulated by federal agencies like the Department of Transportation (DOT). If your company is in the trucking industry, for example, or contracts with the Department of Defense, you may be required to test for drugs and alcohol.

 

Why Drug TestCompanies drug test for various reasons – the most common reasons are to:

Limit Liability

A company may be held liable for injuries or damage caused by an impaired employee at work. A solid Substance Free Workplace Policy reduces the chances of substance use on the job. Workers’ compensation claims may be denied if the injured employee is found to be impaired at the time of the incident.

Increase Productivity

Employees who use drugs are three times more likely to be late to work, more than three-and-a-half times more likely to be involved in a workplace accident, and five times more likely to file a workers’ compensation claim.

Discounted Insurance Premiums

Employers in South Carolina are eligible for a 5% discount on their workers’ compensation insurance premiums and realize a reduction in unemployment insurance premiums as a result of fewer paid claims with an approved Substance Free Workplace Policy.

Reduce Theft

Whether it is company time, materials or supplies or theft from clients that the employee serves, shrinkage and  theft is reduced when you don’t have addicts looking to get a quick buck for their next fix.

Already Drug Testing Applicants & Employees?What If

If your company is already drug testing, it is important to review your current drug policy to make sure that it not only informs employees of their expectations, but also protects the company from potential legal liability in all cases involving drug testing.  Some examples of what should be covered in your policy include:

  • Company Policy Statement
  • Who Is Covered By The Policy
  • Prohibited Activities
  • Disciplinary Actions
  • Types of Testing Done
  • Situations When Testing Will Be Done
    • pre-employment
    • random testing
    • reasonable suspicion
    • post-accident
    • return to work & follow-up testing

legalDiscrimination Claims

A drug testing program can easily lead to discrimination allegations if an employer isn’t testing according to an established policy. Recently, a company had an employee tested for drugs because the supervisor heard that the employee had been at a party over the weekend and was seen smoking a joint.   The employee failed the test and was terminated. He then sued the company for racial discrimination alleging that because he was Hispanic, the company targeted him in order to fire him. The company did not have the employee tested for drug in accordance with the company’s established policies and procedures and is now facing huge legal bills as a result of this claim

Disability discrimination claims might also arise from a drug testing program. The Americans with Disabilities Act prohibits employers from discriminating against employees who take medications to treat or manage a disability. A drug test might reveal the use of drugs prescribed to treat a disability. If you reject an applicant or terminate an employee based on a positive test result, and the applicant was using legally prescribed drugs for a disability, you could be liable for disability discrimination. For this reason, lab testing and review of results by a Medical Review Officer (MRO) is strongly encouraged and required in some instances. A MRO will review positive test results with the applicant or employee. If they are using prescription drugs, they have an opportunity to explain and provide evidence of the medical need for the prescription.

 

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FREE POLICY REVIEW:
Have your current drug free workplace policy reviewed by an industry expert trained to identify areas that can expose your company to liability.
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Sit down with our professional consultant to learn more about updating your existing Substance Free Workplace Program or setting up a new program that is tailored meets the needs of your business.

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Marijuana Legalization & What It Means For Your Company

The legalization of medical marijuana in over 24 states and the legalization of recreational marijuana use in several states creates a big question for employers. While the use of marijuana is rapidly gaining acceptance in today’s society, the fact remains that it is still illegal according to Federal laws.

So the question remains…
Do we really want to drug test our applicants & employees?

Let’s not throw the baby out with the bath water…The real question employers should be asking is:

Do we want to include marijuana in our drug testing panel?

The answer is – It really depends on the employer and other factors.   Employers that are regulated by Federal Agencies like the Department of Transportation or Department of Defense are required to include marijuana or THC in their drug test panels.   Non-regulated companies have far more latitude when it comes to drug testing and can choose what drugs they want to test for, how to test for it (urine, saliva, hair, blood) and how often or what situations to test in.

 

CONSIDERATIONS

First and foremost, it is important to understand and realize why drug testing is so important in the first place. Considering these factors may help in making your decision:

accidentQ: Do you really want a heroin addict or “meth head” driving that forklift or entering your customer’s home or office?
A: Of course not – nothing good can come of that. From accidents to theft to loss of productivity and higher insurance costs – a drug abuser on the payroll is never a good idea so ditching drug testing altogether is probably not the best option.

Q: Can an accident be caused by someone impaired by marijuana use?
A: Yes, marijuana use has been proven to slow reaction times under normal and emergency conditions..

Q: Can an applicant or employee use marijuana over the weekend and be completely unimpaired when reporting to work Monday morning?
A: Most likely, yes. Impairment is most recognized by the user during the first 4-6 hours of use, however, studies have shown impairment can last up to 24 hours.

Q: Will a urine(the most common specimen) drug screen show recreational use of marijuana?
A: Yes. Urine specimens can show drug use for 2-4 days and up to 30 days for chronic marijuana users.

Q: Can I just ignore a positive marijuana test?
A: As an employer, under no circumstances, should you ignore a positive drug test for marijuana or any other drug. Doing so opens everyone up to significant liability.

 

TRENDS

With the legalization of marijuana for medical or recreational use in several states, two very distinct trends are appearing when it comes to employer drug testing.

The first trend is that companies are reinforcing their current drug policies, specifically no potstating that even though medicinal or recreational use of marijuana is legal in some states, the company still recognizes federal laws that identifies marijuana as an illegal drug and does not condone or allow marijuana use by its employees. The policy further states that positive test results for marijuana will result in disciplinary action. State Supreme Courts have already upheld the employer’s right to discipline an employee for a positive drug test for THC – even in states where marijuana is legal medically or recreationally.

second optionThe second option some companies are choosing is to remove marijuana (THC) from their current drug test panels for pre-employment and random drug testing. They are, however, keeping marijuana (THC) in the drug test panels for post accident testing and reasonable suspicion testing – using oral saliva as the specimen instead of urine. Oral saliva testing in addition to instant alcohol tests for post accident or reasonable suspicion situations is quickly gaining in popularity.     Testing, combined with supervisory observations, seek to provide evidence of impairment at the time of the incident or observation. Oral saliva testing is used because, unlike other specimen types, it can detect immediate recent use of drugs and can only detect up to approximately 72 hours.

 

THE CHOICE

The choice is not clear cut – unless you are in a regulated industry. As an employer in an unregulated industry, you must weigh the pros and cons to determine what kind of drug testing program and policy works best for your company. It is best to educate yourself on your options including the types of drug tests available, when drug and/or alcohol testing should be done, the different specimen types, and the length of time each specimen can detect use. A Certified Drug & Alcohol Testing Consultant can assist you in making the best, most informed decision for your company as well as help you to review, edit or develop a solid substance free workplace policy that meets your company’s needs.

 

ABOUT CAROLINA TESTING

Our Certified Drug & Alcohol Testing Consultants educate and guide employers and organizations in best practices to educate, deter and prevent illicit drug use through effective review, development and management of substance free policies.

Steadfastly dedicated to a strict code of ethics, confidentiality and integrity in the performance of our duties, Carolina Testing is positioned as trusted professionals in the drug and alcohol testing industry, promoting ongoing education and training in our fields of expertise. We take pride in offering free educational seminars to schools and community organizations illustrating the dangers and damaging effects illicit drug use can play in our workplaces, families and communities.

For more information, or a FREE, no obligation consultation, please contact us today!

Cows come homeTill The Cows Come Home…This Ain’t Your Momma’s Farm Party

When young people talk about a “Pharm Party,” they are not talking about a sleepover in the pasture or at someone’s barn out on the family farm. Pharm Parties, also known as “Skittles Parties” or “Punch Bowl Parties” are making a comeback in popularity as prescription drugs are readily available and easily accessible from the family’s medicine cabinet.

Admission Required To Pharm Parties

Admission to Pharm Parties is typically required and is heavily influenced through peer pressure.  You can’t get in unless you bring something with you to share.  Attendees are typically required to bring prescription (preferred) or over the counter medications that are added to and mixed in a large bowl for everyone to be able to share. The term “Pharm” is short for pharmaceuticals, which can include any number of drugs like ADHD medications such as Aderall or Ritalin; strong tranquilizers like Xanax; even powerful painkillers like Vicodin or Oxycontin. Drugs like Zoloft, Prozac, Cialis, Wellbutrin and other commonly advertised drugs are added to the mix of pills collected and taken with varying amounts of alcohol at these drug induced parties.

pharm partyLethal Trail Mix

Party goers often refer to the potentially lethal concoction as “Trail Mix.”  Trail Mix, usually served up in large bowls or baggies, is handed out to guests the same way someone would serve snacks and drinks at a cocktail party.   The combination of alcohol with a variety of various, unknown drugs often leads to severe medical emergencies with dire consequences. When patients and medical professionals have no idea what exactly was ingested, the ability to treat common overdoses effectively becomes even more dangerous.   Some treatments to try and reverse the effects of one type of drug may have a negative or even lethal effect being combined with other types of drugs that were ingested.

lethal combos

What Can You Do?

Unfortunately, pharm parties, skittles parties or punch bowl parties are not as rare as parents would hope. Directors of teen drug programs say that many teens admit to having participated in these types of parties on a regular basis. Hospitals are reporting higher than average numbers of teens admitted to the emergency room with cocktails of unknown medications and alcohol swirling in their bloodstream.. Despite years of urging families to rid themselves of hoarded prescription medications or to at least keep them under lock and key, kids are still finding the family medicine cabinet to be an easy source of all kinds of drugs – either from their own home or from family member’s or friend’s homes.

drug lockboxParental vigilance has never been more important. Parents should secure any   and all prescriptions and over the counter medications that must be kept in the home. This includes their child’s ADHD medications which is widely sought after on the streets, in schools and at parties. Parents should periodically purge their medicine cabinet of unused prescription drugs.   Contact your local pharmacy or law enforcement office to find out how to best dispose of unwanted medications. Keeping track of all medications including over-the-counter drugs that are being taken and/or stored in the home can help quickly identify problems.

Lastly, talk to your kids. Ask your child if they have ever heard of a pharm, skittles or punch bowl party and ask them to explain to you what it is. Talk about the dangers of prescription medications, mixing drugs with alcohol and the very real possibility of addiction or even death with the wrong combination.

 

If you believe that your child may be experimenting with drugs or alcohol, get them tested by a professional who can conduct an accurate test and provide you with support and guidance on how best to proceed in helping to educate and help your child. Drug and alcohol abuse are very real issues affecting our pre-teens, teens and young adults. Early intervention and assistance has proven to have the best chance at preventing lifelong addictive behaviors and problems.Urine+Drug+Test

 

For more information, please call or text 843-972-3287 or email us.