Reasonable Suspicion Testing | Drug & Alcohol Testing

Posted on by Craig Bourque

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.

Random Testing For Drugs & Alcohol

Posted on by Craig Bourque

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.

Preventing Prescription Drug Abuse

Posted on by Craig Bourque

Preventing Prescription Drug Abuse

Any medication that changes the way your brain and nervous system communicate with each other can become addictive. Narcotics, opioids and opiates like morphine, codeine, oxycodone, OxyContin, fentanyl and hydrocodone disrupt how your brain and nervous system respond to pain. They deaden how your body recognizes pain, while simultaneously causing the release of hormones and chemicals which make you feel happy, euphoric and “high”.

The first step to preventing addiction from these and any other over-the-counter or prescribed drugs is to understand that what looks like a harmless little pill can cause massive changes in how your internal systems work. Opiates, narcotics and other types of drugs and medications are so good at masking pain and making you feel great that even short-term use can become highly addictive.

 

 

protect yourself from abuse

These types of medications should be kept under lock and key – especially with children of any age in the home. If you are prescribed some type of opiate or other possibly addictive medication, this information should be kept by the fewest number of people possible. Addictive drugs like OxyContin are so good at delivering an extreme high and painful withdrawal that some criminals and addicts will stop at nothing to get your pills once they know you have them – including breaking into your home.

You should also talk to your doctor about pain-relief alternatives. Monitor your usage, and keep a journal where you honestly record every time you take one of these types of medications and the amount taken. Check in with your doctor regularly, and ask for a reduction in dosage as your pain starts to wane. Finally, never let someone other than the prescription holder take an opiate, narcotic or opioid. Your intentions may be good, but a single dosage could create an unhealthy addiction.

 

Prescription For Disaster – Feeding the Heroin Epidemic

Posted on by Craig Bourque

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.

 

Prescription Drugs – Killing Us Softly

Posted on by Craig Bourque

No longer just a public safety issue, prescription drug misuse and abuse also weighs heavily on the workplace. According to The Clinical Journal of Pain, illegal use of prescription opioids cost the United States employers over $40 billion dollars in lost productivity in 2006 alone. Five drugs in particular, OxyContin®, oxycodone, hydrocodone, propoxyphene, and methadone, accounted for two-thirds of the total economic burden. As regulations tighten around these drugs and availability becomes more scarce, users are turning to other, more potent opioids such as fentanyl or street drugs like heroin.

One of the nation’s leading safety advocates, the National Safety Council (NSC), highlights issues in an effort to eliminate preventable deaths at work, in homes and communities, and on the road through leadership, research, education and advocacy. The NSC has highlighted prescription drug misuse as one of the critical safety issues facing our communities because of the alarming rise in addiction rates, ER visits, overdoses, and fatalities. With over 43,000 drug overdose fatalities per year in the United States, it is safe to say that we have reached epidemic levels.

Prescription Drug Addicts 40 Times More Likely To Become Addicted To Heroin

The NSC reported results from its recent survey, examining employers’ perceptions and experiences with prescription drugs. Because of misuse and abuse, employers face challenges with absenteeism, lower job performance, accidents and injuries, positive drug test results, co-workers using, borrowing, or selling prescription drugs at work, and a negative impact on employee morale. In addition, the NSC survey data shows:

  • 81 percent of companies lack a drug-free workplace policy
  • 76 percent of companies do not provide training to identify drug use/abuse
  • 41 percent of companies do not drug test for synthetic opioids such as fentanyl

Employers want to help employees, but less than 20 percent of employers responded that they were “extremely prepared” to deal with the misuse or abuse of prescription medications. Managers stated that they would like additional clarification regarding policy, benefits, insurance, treatment options, and simply identifying warning signs of potential issues.

How can the remaining 80 percent of employers get informed and gain confidence when facing this challenge? Experts suggest that companies add specialized workplace training for supervisors, implement drug testing programs, and strengthen their policies with more precise language about drug use without a prescription, employee impairment, and return-to-work protocols.

The NSC has amassed a comprehensive collection of resources such as drug fact sheets, strategy guides, videos, graphics, and survivor stories to bring greater awareness to the issue.

Download the kit for employers.

Pre-Natal DNA Paternity Testing – One Woman’s Story

Posted on by Craig Bourque

I’m pregnant?!?!?!

pregnancy-test72Now what? I sit here staring at the plus sign on the at-home pregnancy test. It’s the same result I got with the three other tests I did (just in case). A range of emotions are flooding my mind as I wrap my head around the reality that there is a baby growing inside me. I haven’t felt quite right for the past few weeks and this explains a whole lot. The father! I need to tell him about this too. When this sinks into my consciousness I feel what could possibly be my first wave of morning sickness rising to greet me. It’s not morning sickness though. It is pure emotional fear and confusion. There is a very real possibility the father could be one of two different men.

 

Until I know who the real father is, I can’t say anything. This is going to add a lot of stress to my life and to the baby – which is not healthy for either one of us. Once people learn that I am pregnant, they are going to assume the daddy is Jake. After all, Jake and I have been together for years – with the exception of that brief break up last month. That brief break up is exactly where the problem lies. I went out with the girls one night and met Mike at the club where we were dancing. I hadn’t seen Mike since High School when he moved away our Junior year. The drinks were flowing, the night was a blast and Mike and I did something we both agreed was a mistake the next morning. It happens sometimes – I get that, but this just got real! I need to make sure that I know who the real father is and I need to know now!

 

I know you can find out who the father is through a DNA Paternity Test. I have watched enough daytime talk shows to know this much, but that was after the baby is born. I need to know now! A brief Google search brought up three options available to do a DNA Paternity test before the baby is born.   The first two – CVS and Amniocentesis must be approved and should be performed by your OB/GYN due to the risk of miscarriage or other complications. The third option is referred to as a non-invasive prenatal paternity test.

 

CVSsurprised-baby-large

The first option is through CVS (Chorionic Villus Sampling) which consists of a thin needle being inserted into the vagina and into the cervix to collect tissue samples from the uterine wall. This type of test is typically performed during weeks 10-13.

 

AMNIOCENTESIS

This procedure is typically performed during the second trimester and uses a thin needle entering into your uterus through your abdomen. The needle then extracts a small amount of amniotic fluid.

 

NON-INVASIVE

This procedure is completely non-invasive to the baby and can be performed at any time during the pregnancy after 8 weeks. The process involves a simple blood draw from the mother’s arm and a buccal cheek swab from the possible father(s).

 

Well, I certainly was not ready to do anything that may possibly harm the baby, so the non-invasive paternity test was the solution. I called Carolina Testing and they walked me through the entire process and answered all of my questions.   They arranged for a phlebotomist to come to my home to do the blood draw and Mike went down to their office for his buccal cheek swab. I received the results and a huge sigh of relief in about 10 days. Jake was thrilled to learn that he was going to be a daddy – and we are filled with excitement and anticipation as we wait for the birth of Jake Jr.

Why Pre-employment Physicals are Important for Workplaces

Posted on by Craig Bourque

Why Pre-employment Physicals?

Most employers screen new applicants with background checks and drug screens. After all, this is a necessity in the modern workplace to enforce high workplace standards. But if employers knew that there was another way to ensure cost savings and quality employees, wouldn’t they do it? In short: further employee screening does exist in the form of pre-employment physicals. Employers who choose to conduct these physical examinations save time, money, and frustration while making the workplace a safer, more productive environment for everyone.

How Do Pre-employment Screenings or Physicals Help Employers?

Physicals are aimed to make the life of those who are taking them better. They are meant to point out areas in which someone is doing physically well as well as point out where they could improve. For employers, this means many holistic improvements to the workplace.

  • Liability. Many employers hire their employees because they look good on paper. While this might be fine for certain positions, most labor – including office labor – requires a certain physical ability. For example, determining whether a potential grocery worker can lift a certain weight might prevent them from receiving an unnecessary injury and save the company from unnecessary worker’s comp claims and extended absences.
  • Health Benefits. A physical could also be used to determine the health that the person is in. An employee in poor health can be a big burden for employers in terms of lost productivity due to last minute call outs or sick days. Alternately, it could be a motivator for an employee to make health and lifestyle changes in their personal life. This would ultimately make them a more efficient employee and save employers from overused sick days and insurance claims.
  • Increased Customer Service. Generally, a healthy employee is a happy one. Their health and mental well-being contribute to the way that they conduct their work, which can be extremely beneficial in a customer-facing setting. By hiring healthy employees, employers are ensuring that employee customer service skills are utilized to their utmost.

One thing that employers should keep in mind, however, is that pre-employment physicals can be a daunting experience for potential employees. If employers set expectations about the exam prior to the employee’s physical, they are telling the employee that they care about their well-being and are doing this for their own good. Additionally, when expectations are set it lessens the anxiety during the physical itself, which allows employees to perform better. With the right mindset from both employer and employee, it is possible for physicals to benefit everyone in the workforce.

Post Accident Testing

Posted on by Craig Bourque

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.

Post Accident Positive Drug Tests On The Rise

Posted on by Craig Bourque

Post-Accident Positive Drug Test Results Increase Among American Workers

 

Scientific experts at Quest Diagnostics have analyzed and published annual workplace drug testing data and insights since 1988 in the Quest Diagnostics Drug Testing Index™ (DTI). When drug testing programs were started by employers in the 1980s, evidence of drug use in the workplace began to decline. Employers saw how substance-free workplace programs deterred employee substance abuse and discouraged job applicants who use drugs from applying for positions at their companies. These declines were also seen in post-accident drug testing scenarios.

 

It has been several years since the Drug Testing Index reported on trends for a specific reason for testing. In the latest release, Quest Diagnostics, one of the country’s largest drug testing laboratories, noted that over the past five years, there have been slight increases in post-accident drug test results that have led to dramatic changes. When reviewed together, the data shows a significant increase in positive post-accident drug tests for both the federally-mandated, safety-sensitive and non-regulated workforces.

According to the data, post-accident drug testing:

  • Increased 6.2% in 2015 in the non-regulated workforces compared to 2014 and has increased 30% since 2011
  • Rose 22% between 2011-2015 for regulated safety-sensitive workforce employees

 

Year-over-year, positive drug tests for post-accident situations was trending downward in the 2000s. However, consecutive increases in the last five years should give employers something to think about considering the potential impact of drug use and its threat to workplace safety.

Post-incident testing, also known as post-accident drug testing is performed after an employee has been involved in a workplace accident and is used as an aid to assess if drugs and/or alcohol were a factor in the incident. Post-accident testing is an important tool for companies, especially those focused on workplace health and safety.

 

For more information about drug and/or alcohol testing, visit our website or contact us online.

 

Pharm Parties Making A Comeback

Posted on by Craig Bourque

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.