Generally speaking, if you fail a pre-employment drug test, the company may legally refuse to hire you. And, if you fail a drug test while employed, your employer may legally terminate your employment or prevent you from being promoted.
What is the most common drug test for employment?
Urinalysis – A urine test is the most common form of pre-employment testing and is typically conducted once a conditional offer of employment has been sent. A urine test can show traces of drug use even after the effects of the drug has worn off and remain in the body for an extended period of time.
What is reasonable suspicion testing?
Reasonable suspicion testing, also known as for cause drug testing, is performed when supervisors have evidence or reasonable cause to suspect an employee of drug use. Evidence is based upon direct observation, either by a supervisor or another employee.
What is the most common pre employment drug screen?
The most common drug test, a standard 5-panel urine drug test, examines a urine specimen for the presence of:
- THC (Marijuana)
- Cocaine.
- Opiates.
- Phencylcidine (PCP)
- Amphetamines.
How do you deal with reasonable suspicion?
How to Document Reasonable Suspicion
- Step 1: Receive Complaints.
- Step 2: Observe the Employee.
- Step 4: Document Observations.
- Step 6: Meet with the Employee.
- Step 7: Prepare Transportation.
- Step 8: Send the Employee for Testing.
- Step 9: Wait for Test Results.
- Step 10: Respond to Employee’s Refusal to Take the Test.
What shows up on a 12 panel drug test?
Twelve-panel: 12-panel drug tests are usually given in conjunction with a ten-panel test. A twelve-panel screening is designed to look for opiates in depth and prescription painkillers, as well as any other controlled substances. This can include opiates, benzodiazepines, methadone, oxycodone and similar drugs.
What to do if an employee is under the influence?
Inform the employee of your suspicion and ask the employee whether they are under the influence of alcohol or a controlled substance. If they say “yes,” ask them when and what they ingested and document the employee’s statements.
