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:
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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.

Drug and Alcohol Testing In Schools

The use of illicit drugs and alcohol interferes with the student’s ability to learn and is often found to be a disruption to teachers and other students. Schools, both public and private, continue to investigate the benefits of randomly testing students for drug and alcohol use. Following models established in the workplace, some schools have established testing programs that allow them to perform random testing as well as reasonable suspicion testing.

 

Schools that adopt random testing for drugs and alcohol seek to decrease substance misuse among its student populations by serving as a deterrent, giving students a reason to resist peer pressure. Random testing may also identify students who have recently started using illicit drugs or alcohol. These students may well benefit from early intervention. Those found to be chronic users may also be able to be identified and referred for treatment. The primary purpose of substance of abuse testing in schools is not to punish students, but rather to identify users and get them the assistance they may need.

 

Schools adopting reasonable suspicion testing should have clearly identified policies and training of staff and administration to identify symptoms of substance misuse through direct observation of a properly trained staff member. Without clearly identified policies and staff training, schools may find themselves subject to liability or claims of discrimination.

 

Depending on the individual school’s program and policies, the type of specimens being tested can range from urine, hair follicle or saliva. The types of substance and the length of time the substances can be detected vary from specimen to specimen.

 

Having a qualified expert in the drug and alcohol testing processes is critical in making informed decisions. Carolina Testing is happy to work with schools and school districts in providing information, options and services as needed to make these important decisions.

DOT Regualtions for owner operators


The Department of Transportation (DOT) regulations for owner-operator drivers are designed to ensure the safety of both drivers and the public on the roads. These regulations set minimum standards for the physical and mental fitness of commercial vehicle drivers, as well as the vehicles they operate.

Under DOT regulations, owner-operator drivers must undergo a physical examination by a licensed medical examiner and receive a valid Medical Examiner’s Certificate (MEC). The MEC must be kept up-to-date and be available for review by DOT officials at any time. The physical examination must include a review of the driver’s medical history, a review of their medications, and an assessment of their vision, hearing, and other physical capabilities. The DOT physical examination is designed to ensure that the driver is physically and mentally fit to operate a commercial vehicle safely.

In addition to the physical examination, DOT regulations also require owner-operator drivers to comply with strict drug and alcohol testing requirements. Drivers must be tested for controlled substances, such as marijuana and cocaine, as well as for alcohol. Positive drug test results can result in disqualification from operating a commercial vehicle, and drivers who refuse to take a drug or alcohol test can also be disqualified.

DOT regulations also set standards for the vehicles operated by owner-operator drivers. Vehicles must be regularly inspected and maintained to ensure that they are in safe operating condition. Owner-operator drivers are responsible for maintaining accurate and up-to-date records of their vehicle inspections and maintenance. These records must be available for review by DOT officials at any time.

Furthermore, owner-operator drivers must comply with strict hours-of-service regulations designed to prevent driver fatigue. These regulations limit the number of hours that drivers can spend behind the wheel and require drivers to take mandatory rest breaks. Drivers who violate hours-of-service regulations can be disqualified from operating a commercial vehicle and face penalties.

In conclusion, DOT regulations for owner-operator drivers are designed to ensure the safety of both drivers and the public on the roads. These regulations set minimum standards for the physical and mental fitness of commercial vehicle drivers, as well as the vehicles they operate. Owner-operator drivers must comply with strict drug and alcohol testing requirements, vehicle maintenance standards, and hours-of-service regulations. Failure to comply with these regulations can result in disqualification from operating a commercial vehicle and penalties.

DOT Regulations for 

There are occasions when a paternity test needs to be conducted and the assumed father is not available for testing due to a variety of reasons such as death, imprisonment, refusal to provide a specimen or other circumstances. Death of the assumed father is really the only instance where a DNA sample may not be available as a court order could remedy most other types of instances. In such cases when the assumed father is not available to collect a DNA specimen or a specimen is not available, there are a few other types of DNA tests that can be conducted to determine paternity of a child.

 

Paternity Testing - GrandparentageGrandparentage Tests

The best option when the father is not available for testing is to have DNA specimens collected from the mother and father of the assumed father – that is both of the child’s biological, paternal grandparents. If only one paternal grandparent is available, then the mother of the child should provide a specimen as well to provide more accurate results. Testing of the grandparents to determine paternity is a relationship based test commonly referred to as a grandparentage test.

 

Avuncular Tests

When the paternal grandparents are not available for testing, the next option would be to collect a DNA specimen from a paternal uncle or aunt of the child along with the mother of the child. Specifically, this a biological brother or sister of the assumed father. Siblings share about 50% of their DNA with each other which means an uncle or aunt would share about 25% of their DNA with the child.   Using an accredited laboratory for avuncular testing is of utmost importance to ensure accurate, reliable results.

 

Siblingship TestsPaternity Testing - Siblingship

One final option to determine paternity is to conduct a siblingship test with a known biological child of the assumed father. This test will determine if two individuals share one or both parents. It will need to be noted if the assumed siblings share the same biological mother or not prior to testing being performed. If they share the same mother, the test would be considered a full-siblingship test, whereas if they do not share the same mother, the test is referred to as a half-sibingship test.

 

Carolina Testing performs all of the above tests in the Myrtle Beach, South Carolina area and serves the entire Grand Strand region including Horry, Georgetown, Marion, Florence and Dillon counties. With a network of collection site partners nationwide, we can facilitate DNA specimen collections locally, and nationally.  Form more information, please call or text 843-972-3287 or CLICK HERE

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

 

We were high school sweethearts destined to be together forever. He set off for the Army and I set off for college. We parted ways for four long years, always trying to keep our relationship close throughout. Despite our best efforts, there was the occasional misstep that took our relationship into dangerous territory during these years apart as we both took the opportunity to explore other “interests.” Rest assured, that when we were able to reconnect, we did so with renewed passion and excitement. We married in 2012, got pregnant on the honeymoon and had our first son in June 2013. Our daughter was born in September 2014 and our second son, who was not exactly planned, was born in January 2016.

 

Jim and I had a good marriage and a wonderful family life with three wonderful, happy, healthy children. There was, however, a nagging question from Jim overshadowing the birth of our second son. You see, during the summer of 2015 I reconnected with some college friends for a weekend getaway in the mountains and we had a great mini-reunion. Old roommates, friends (including a past fling) were all there and we all had a great time. I shared everything about the weekend with Jim – including who was there. Shortly after that weekend, I found out I was pregnant and shared the exciting and unexpected news with Jim.

 

A year after our second son was born, the questions started floating. Our first two children had beautiful blonde hair, but our third child’s hair remained darker brown – even after a year. Jim would jokingly say that he was not the father of our third son – pointing out how he looked nothing like him. He was right. Our son looked much more like my side of the family. One night, my husband confided in me that he really was wondering if our third child was really his. He confessed that he had wondered if I had another “fling” during that summer reunion in 2015. He didn’t want to think that because he loved and trusted me so much and I had never given him reason not to trust me. Sure, we both experimented during our four years apart, but we came right back together perfectly and we were completely open about everything. The thought just kept creeping back into his head and he couldn’t shake it. At first I was hurt and kind of angry that he would even think for a moment that I would ever cheat on him, but then I realized that he had been struggling with this for quite some time and it was starting to effect our marriage.

 

That’s when I took action. I knew the truth and had nothing to worry about, but I had to put his concerns to rest – for his sake and for the sake of our marriage. I called and scheduled a DNA paternity test to be conducted the next day. I asked the person at the clinic how long the results took and they said that we would have the results in 3-5 business days. They explained the testing process to me and answered all of my questions.

 

On the third day following the testing, we received the official results from the laboratory.   Jim took one look at the results, laughed, shook his head, kissed me and apologized for letting those crazy ideas get into his head. Then he proudly announced that he knew it all along – after all, they both had brown eyes…

 

Sure, I could have gotten mad, defensive and argued my case, but there would have always been lingering unanswered questions. Taking that DNA paternity test was the best investment in my marriage that I could have ever made.

“Do It Yourselfers” are a growing force to be reckoned with these days. With hit shows from Home and Garden Television (HGTV), an entire network dedicated to DIY, aptly name the DIY Network, and millions of YouTube videos at our fingertips, it is hard not to catch the DIY bug.  DIYers are tackling home projects, crafts, small repairs and now more difficult things like car repairs, major home repairs, appliance repairs, cell phone repairs and so much more. Why not DIY drug testing, right?. Sometimes, we save a little money by doing things ourselves – and sometimes it ends up costing us more money to fix a DIY attempt gone bad. I have a cell phone that should have only cost me $100 to get fixed by a professional. After my DIY attempt went horribly wrong, that repair quickly turned into a $350 repair. There are just some things better left to the professionals – like cell phone repairs and engine tune ups.

 

What does this have to do with drug testing?

Surprisingly, some companies have taken the DIY mentality to new heights by conducting their own drug testing in the hopes of saving a buck or two. This has become very popular in the medical and quasi-medical fields including home health agencies, nursing homes, hospitals, clinics, etc. Even some non-medical companies are looking at performing their own drug testing in house. With instant urine test kits and even the increase in oral saliva testing, executives feel that they can save money by just doing the testing themselves rather than having a certified drug testing company do the work for them. This is where things can go horribly wrong.

Executives feel that they can save money by just doing the testing themselves rather than having a certified drug testing company do the work for them. This is where things can go horribly wrong.

Companies that conduct their own “in-house” drug testing open themselves up to huge liability risks and are easy targets for discrimination claims. When a company takes on the role of “drug tester” using a store or online purchased instant urine drug test, they are effectively taking on the role of police, judge and jury and are left with nothing concrete to defend the results of the instant drug screen.

 

Let’s consider the following, typical scenario and dig deeper to see where the main pitfalls to DIY drug testing can cost far more than the few dollars the company saves:

 

The New Applicant:

Your company has elected to use an instant 10 panel urine drug test kit purchased online to conduct a pre-employment drug screen of a potential new hire. The applicant submits their application and hands it to your HR person and the HR person hands the applicant a cup and asks the applicant to go to the restroom, fill the cup with urine and bring it back out to them. The applicant goes into the restroom and returns with a covered cup filled with what is believed to be urine.   The HR person peels back the label, checks the strips like they showed her in the instructional YouTube video and makes a final determination of the drug test. Quick, easy and done, right?   Not so fast…

 

  • Is the “urine” provided by the applicant really urine?
  • Is the “urine” provided by the applicant THEIR urine or is someone else’s?
  • How do you know they didn’t fill the cup with warm water from the sink in the bathroom?
  • Is the urine the correct temperature?
  • Are you sure the applicant didn’t flush the balloon that was filled with his buddy’s urine down the toilet?
  • When the “result” is read and amphetamines shows up as positive on the instant test cup, what do you do next?
  • Do you send the specimen to a laboratory to be tested and confirmed?
  • Do you not hire the applicant because the amphetamines showed up?
  • You are confident the instant test cup is 100% accurate, right?
  • Was the amphetamine showing up a result of a legal medical prescription?
  • Can you legally ask the applicant about their medical history or prescription use without violating HIPPA and ADA laws?
  • The applicant is the best friend or relative of the person conducting the drug testing – is it possible a positive drug screen result might just be ignored?
  • Of course, you have a company policy that is in writing that addresses these and other concerns about drug testing, right?
  • Do you really know what substances you are testing for?
  • Is it legal to test employees or applicants in your state?
  • Isn’t marijuana legal in some states – we can ignore that positive test, right?

 

I know, you are saying we use instant oral saliva tests at our company so we know the specimen came from the applicant directly so there is no issue of cheating. That is great – you have the remaining 11 bullet points above covered too, right?

 

Does your company do random drug testing? Post accident drug testing? Reasonable suspicion drug testing?   Do you also test for current alcohol impairment? If you do testing for these reasons “in house”, you open yourself up to even more potential problems and issues such as claims of favoritism, discrimination, bias and/or unfair or illegal practices.

 

DIY is great for some things – drug testing is not one of them.

Creating Drug & Alcohol Testing Agreements
In Divorce & Child Custody Situations

When drug or alcohol abuse is alleged in a divorce situation involving children, demands for testing are usually made as part of any divorce and custody agreement. Crafting a solid agreement regarding drug and alcohol testing for divorcing parents is critical to the safety and well being of the child(ren) and provides peace of mind and a level playing field for the parents.

 

In order to be effective, the agreement should cover the following seven criteria:

  1. Frequency of testing
  2. Notification for testing
  3. Specimen type to be tested
  4. Drugs to be tested
  5. Reporting results
  6. Consequences of a positive result
  7. Payment responsibilities

Frequency of testing:

Your agreement should include guidance as to how often testing will be conducted. Frequency of testing can be established in a variety of ways including:

  • Scheduled Testing (weekly, bi-weekly, monthly)
  • Random Testing (random notification by third party)
  • Pre-Custody
  • Post-Custody
  • On Demand

 

Notification for testing:

The agreement should clearly state how the party to be tested will be notified. It should also state how long they have to present for the testing requested – typically same day. To avoid parties claiming that they were not notified properly, using a third party such as Carolina Testing or an attorney to make notification is highly recommended. Carolina Testing notifies parties by phone, email and text message alerting them to the testing request and requirements.

 

Specimen type to be tested:

What specimen types can be tested? This should be included in the agreement and should include all available specimen types: urine, hair follicle, saliva, breath (alcohol), blood

Urine and saliva tests can detect recent usage. Urine testing should specify whether the collection is to be observed or unobserved. Hair follicle tests can detect use up to 90 days for drugs and alcohol. Breath alcohol testing can detect current impairment while blood PETH tests can detect 3 weeks of use.

 

Drugs to be tested:

This section of the agreement should not limit the drugs that can be tested as a user may opt for drugs that are not being tested in order to attempt to avoid testing positive. Drug testing panels today can include a wide variety of drugs and substances of abuse depending on your needs.   A simple 5 panel drug test to a comprehensive drug detection test can be ordered as long as there are no limitations listed in the agreement.

 

Reporting results:

Typically, both parties should receive the results at the same time. Attorneys of record may also be selected to receive results as well as the court if required. The agreement should require that authorization to release results to all parties must be provided by the person required to test. Failure to provide such authorization would be equivalent to a positive drug test.

 

This section should also address whether the lab test results will be reviewed by a Medical Review Officer or if the results will be required direct from the laboratory.   A medical review of laboratory results may negate a positive laboratory result if the donor has a prescription for the drug in question. It is our recommendation that this type of testing be completed without medical review and that the results be reported direct from the laboratory.

 

Consequences of a positive result:

This section should clearly articulate what happens in the event that a person tests positive. Visitation may be suspended for 30 days, may require supervision, be revoked or any other consequences that the parties may agree to. Additional consequences may require mandatory counseling, therapy, treatment, etc.

 

Payment responsibilities:

The agreement should clearly state the payment arrangements for testing. Common scenarios for payment include:

  • The person taking the test pays
  • The person requesting the test pays
  • Test costs shared equally
  • The person requesting the test pays, but will be reimbursed if the result is positive.

 

Conclusion:

Carolina Testing is frequently contacted by lawyers and divorcing parents to advise on how best to establish a drug and/or alcohol testing program for all parties involved. This article is to assist attorneys and parents in understanding the key elements that need to be built into drug and alcohol testing agreements in divorce and custody related cases to provide fair and equitable testing for all involved. If we can be of further assistance in this matter, please CONTACT US anytime.

CONSTRUCTION COMPANIES ON THE RISE – SO IS SUBSTANCE ABUSE

Construction and building is booming in the United States for the most part. This is true in one of the fastest growing areas of our country – Myrtle Beach, SC. Population growth is exploding in South Carolina and much of it is happening in the eastern upstate. With this explosion in growth comes a higher demand for construction workers including heavy equipment operators, tradesmen and laborers. Not only is the demand for these workers getting higher – so are the workers.

“Not only is the demand for these workers getting higher – so are the workers.”

According to a recent report by the Substance Abuse and Mental Health Services Administration (SAMSHA), the construction industry now has the second highest percentage (14.3%) of drug users on the job. This percentage trails the accommodations and food services industry which is the leader at 16.9% of drug users. The construction industry also comes in second place on the heels of the mining industry when it comes to heavy alcohol use.

 

According to Tom Jackson, in his story published in Equipment World, “Drugs bring big problems. The Department of Labor says drug and alcohol abuse contribute to up to 65 percent of on-the-job accidents and up to 50 percent of workers’ compensation claims. Substance abusers are absent from work an average of five days a month, are ten times more likely to steal from the company or other employees, use three times the normal level of employee health benefits and incur 300 percent higher medical costs.”

 

While some companies perform pre-employment drug screening of applicants, very few perform ongoing random drug screening to maintain a substance free workplace. Even fewer companies have comprehensive substance free workplace policies in place to implement such a program and provide protection for the company, its employees and customers. Having an effective policy in place allows a company to perform random testing, post accident testing and reasonable suspicion testing. Testing without a policy in place exposes the company to potential liability and claims of discrimination. Training should also be provided to train supervisors on how to detect, observe and report use and abuse on the job.

 

Partnering with a professional consultant and company that can assist in setting up and managing a substance free workplace is becoming far more cost effective and beneficial to these extremely busy and fast moving construction companies. Carolina Testing based in Conway, SC is one local, responsive and professional company able to provide a full array of substance free workplace services. Services include simple drug screening services to fully managed services including consulting services, policy creation, program management, employee screening and random program management.