Employee Drug Testing

2007-04-16T11:50:00.000-07:00

7thCir: City justified in requiring random, suspicionless drug testing of truck driver
Drug testing of newly hired employees has become a pervasive part of today’s employment scene. Moreover, many employees in safety sensitive positions are subject to random drug testing, and are also likely to be subject to drug testing in the event of an accident, whether or not they are apparently at fault. Now a decision of the Seventh Circuit has determined that a public employee could be subjected to random drug testing without violating his due process rights or Fourth Amendment protections against unreasonable searches, even though he did not hold a "safety sensitive position" as defined by the parties’ bargaining agreement (Krieg v Seybold, 7thCir, March 21, 2007, 154 LC ¶60,379).

2006-12-22T11:52:00.000-08:00

Truckers often carry rap sheets - Of 953 truckers faulted in fatal crashes from 2000 through 2005, at least 1 in 4 had been convicted of a criminal offense or received deferred adjudication before the crash. More than 14 percent had committed drug or alcohol offenses prior to their accidents, and more than one in 10 were felons. Read more

2006-03-31T09:57:00.000-08:00

Senate takes up drug testing of coal miners - FRANKFORT, KY - Legislation that would require coal miners to be screened for drug abuse has been approved by a Senate committee and now heads to the floor for a vote. Read more.

Meth Taking Toll on Businesses, State

2006-02-27T16:02:00.000-08:00

By Mike Sunnucks , The Business Journal of Phoenix

Crystal meth is a serious problem for Arizona employers who find themselves on the frontlines of the latest drug war.

The illegal methamphetamine trade is linked to increased property crimes, shoplifting rings and identity theft. Businesses also are seeing lost productivity, increased insurance costs and diminished worker performance.

Law enforcement and state officials -- including Arizona Gov. Janet Napolitano and Maricopa County Attorney Andrew Thomas -- say crystal meth is a leading cause of criminal behavior in Arizona, some of which directly impacts Valley businesses.

Meth addicts often bankroll their habits via credit card fraud, forgeries, commercial burglaries and robberies, and shoplifting cold medicines and other products used to cook the addictive chemical stimulant.

"People will do anything they need to do to get their fix," said Glendale Police Department spokesman Michael Pena.

Victims include retailers and other businesses. Addicts often target their own employers, stealing computers or embezzling money. Addicts and those who produce the illegal drugs also are tied to the state's rising identify theft problem, prostitution and violent behavior.

Local law enforcement officials say meth and other drug abusers are responsible for a good portion of the commercial burglaries, retail shoplifting and thefts from cars in parking garages or shopping center parking lots.

Shoplifting and other thefts from retailers and pharmacies by meth rings have become so sophisticated and so pronounced that major chains are locking cold medicines containing pseudoephedrine behind pharmacy and cashier counters.

Some chains, including Wal-Mart, limit how much cold medicine consumers can buy at one time, and a growing number of states and cities have adopted rules governing pseudoephedrine sales.
The Arizona Retailers Association also is working with law enforcement officials and stores to share information on meth-related shoplifting rings.

The Tucson Police Department reports that 50 percent of all property crime in the Pima County metro area is meth-related. It's a similar problem in Glendale, according to Pena.

"Usually, every time we bust a person for possession of methamphetamine, such as a drug dealer, we usually find stolen items and evidence of ID theft on them," he said.

Unlike some other drugs, such as crack cocaine, the meth problem does not just impact inner-city areas, but is taking a toll on rural communities and suburbia.

The drug -- easy to produce with a mix of cold medicine ingredients and household chemicals -- cuts across racial and gender lines with substantial use by working-class whites and women.
Susan Jones, president of the anti-abuse group Drugs Don't Work in Arizona, said meth use has increased among U.S. workers by 86 percent over the past five years. It also jumped 13 percent in the first half of 2005 among workers in jobs and industries required by the federal government to test employees in high-risk and safety-related positions.

She said the drug has a bigger impact than other substances because of its fast addiction rate and extreme physical reactions.

"It's the drug that captures the employee the quickest," she said. "It's very easy to start using a lot."

Side effects of meth use include erratic, paranoid and sometimes violent behavior, as well as users being awake for hours and days on end, then suddenly crashing and sleeping for equally long stretches.

Jones said meth users sometimes will turn to other drugs -- such as prescription sleeping pills or marijuana -- to take the edge off the stimulated periods.

All that encourages criminal behavior, makes for inefficient workers and can put addicts' children, family members and co-workers at risk, she said.

A recent study found that meth users cost their employers $47,500 each in additional costs and lost time annually.

Arizona, and the Southwest overall, have a pronounced problem with meth use among their work force, according to drug test statistics from Quest Diagnostics, a corporate drug testing outfit.

Arizona, Texas and California have some of the highest rates of amphetamine use among drug-tested workers, according to Quest numbers from the first half of 2005.

Don Johnsen, a partner and employment expert with the Phoenix law firm Gallagher & Kennedy, said lost productivity is the biggest burden on business from drug abuse, which hits numerous industry sectors from construction to food service.

"The biggest impact (to businesses) is not in theft. The biggest impact is in lost productive time," said Johnsen.

He points to a U.S. Postal Service study that drug tested prospective employees and found that those who tested positive for drugs cost the mail service $100,000 each in additional costs and lost productivity over five years. Johnsen said postal service hiring managers were not informed of the results until after employees were hired.

Another 2004 study by the University of Arkansas and the Wal-Mart Foundation found that meth was costing businesses in the mega-retailer's home region of northwest Arkansas approximately $21 million annually in higher health care and workers' compensation costs. That translates into $47,500 annually in additional costs for a meth-addicted worker.

The National Federation of Independent Business and Jones have found that drug users are more than three times as likely to cause workplace accidents and file five times as many workers' comp claims.

Neil Alexander, an employment law expert and partner with the law firm of Littler Mendelson, said drug abuse and addiction creates substantial problems for employers, and he is getting more calls on the matter.

"If there is theft at work, the No. 1 suspicion on an employer's mind is whether it is related to drug use," said Alexander.

Alexander said he is seeing more employers being forced to take out restraining orders to keep addicted and irrational former employees away from work sites and offices.

High on the Job

2006-02-22T09:38:00.000-08:00

According to Quest Diagnostics, dozens of illegal drugs can be found in the workplace.

More than 50% of all positive tests conducted in the first six months of 2005 revealed the use of marijuana.

15.2% of all positive tests revealed the use of cocaine.

10.6% of all positive tests revealed the use of amphetamines including methamphetamine (“meth”)

Bredesen taking 'Meth Destroys' campaign into workplace

2006-02-16T09:48:00.000-08:00

Thursday, February 16, 2006
By Staff report, Kingport-Times News

The Tennessee Department of Labor and Workforce Development is partnering with Gov. Phil Bredesen and his "Meth Destroys" educational campaign.

Employers across the state will learn about the dangers of methamphetamine through the Drug Free Workplace program and local presentations made at Workforce Employer Outreach Committee meetings.

A PowerPoint presentation, a five-minute video message and brochures will be given to employers to increase awareness about the highly addictive, destructive drug.

Bredesen launched the $1.5 million campaign statewide in 2005. Last spring, he passed legislation to control the sale of pseudoephedrine, a key ingredient used to make meth, and strengthened criminal penalties for manufacturers. He also invested another $750,000 for lab-response and legal training for local law enforcement and first responders.

As a result of those actions, methamphetamine lab busts were cut by half in Tennessee.

Beginning this month, the Tennessee Department of Labor and Workforce Development's employer service specialists will show the materials to employers across the state at Workforce Employer Outreach Committee meetings. Jim Farmer, director of the Drug Free Workplace program, will give the presentations.

To request the Drug Free Workplace Information Kit or presentation contact Farmer at (615)532-1321 or e-mail him at james.wallace.farmer@state.tn.us.

Methamphetamine Drug Use is Soaring

2005-12-27T12:35:00.000-08:00

Meth Madness. Methamphetamine drug use is soaring throughout the country, to the detriment of users and employers. Here’s what to do about it.
By Susan Ladika, HR Magazine, December Issue
What’s unique about methamphetamine is the broad appeal to white-collar professionals—especially first-time drug users over the age of 30, according to law enforcement officials. What would make a highly educated, highly paid professional try such a dangerous drug? Meth initially makes users more productive, and its use is, at first, easy to disguise. That also makes it more alarming to employers. Read article

Test Anxiety

2005-12-27T11:26:00.000-08:00

Drug screenings may be declining in workplace, but test companies say business is booming. According to the American Management Association, 62 percent of companies last year said they tested for illegal substances.Read more

How To Implement a Successful Drug Testing Program

2005-11-17T09:24:00.000-08:00

by Peter Cholakis

The effects of on-the-job accidents resulting from drug abuse go beyond injuries and possible loss of life. Consider the high insurance payouts and costs, increased benefit utilization and workers comp claims caused by drug abusers. These can drive insurance premiums to unmanageable levels. Injured employees are away from work, often for extended periods of time. And high accident rates can damage the company’s reputation. All of these factors can severely affect any organization’s ability to stay competitive. With this in mind, instituting an employee drug testing program seems to be a natural solution.

Implementing a drug testing program may seem like a daunting task for an organization, but, in fact, the process is relatively straightforward and generally well accepted if approached with the right resources and support. Since drug testing is a strategic corporate issue that affects the safety of employees, the financial bottom line and the overall competitiveness of an organization, the key is getting a commitment from all levels of the enterprise.
Read the entire article featured in the November issue of Risk Management Magazine.

Counties Say Meth Is Top Drug Threat

2005-07-05T20:25:00.000-07:00

Methamphetamine is a bigger problem than cocaine, marijuana or heroin for most communities, according to a survey of law enforcement agencies in 500 counties in 45 states by the National Association of Counties.

The survey, to be released today by the national group that represents county commissioners, supervisors and other top county officials, finds that methamphetamine is:
The No. 1 illegal drug problem in the view of law enforcement agencies in 58% of the counties surveyed. Fewer than 20% see pot as the top problem.

Read more.

FDA Issues a Public Message About Drug Testing

2005-06-20T17:35:00.000-07:00

On June 13, 2005, the FDA issued a public message addressing the need for drug tests used by businesses and consumers to be FDA-cleared.

The FDA advisory clarified prior misinformation in this area stating, “Some companies in the market have stated that FDA clearance is not required for such tests. In fact, FDA has regulations that address pre-market review of these screening tests.” (The FDA had previously promulgated regulations 21 CFR 809.40 and 21 CFR 864.3260 requiring tests performed in the home, insurance, sports or workplace setting utilize screening tests that have been “… approved, cleared or otherwise recognized by the Food and Drug Administration as accurate and reliable for the testing of such specimens …")

In its message, the FDA cautioned that, “Tests that are not cleared by FDA may not meet current laboratory standards. When FDA has not reviewed a test product, consumers and businesses cannot have the same assurance that the results of that test are correct as with an FDA-cleared test.”

The FDA advised businesses and other consumers to check for tests that have been reviewed by the FDA by searching the FDA database at http://www.accessdata.fda.gov/scripts/cdrh/cfdocs/cfPMN/pmn.cfm

The full text of the FDA release can be found on the FDA website at http://www.fda.gov/cdrh/oivd/letters/061305-doat.html

Case Study: Drug Testing

2005-05-27T12:03:00.000-07:00

A doctor had reason to believe that an employee was using marijuana prior to coming to work. She frequently had an aroma of it on her clothing after returning from lunch. He felt she was "'distracted and inattentive," and that her dental assisting skills had deteriorated over several months. The doctor required her to take a drug test. She refused and threatened to file a lawsuit for violating her constitutional privacy rights. Not wanting to get sued and not knowing what his employer rights were, the doctor relented.

Considerations

Testing for illegal drugs can help employers screen out substance abusers. Research has shown that substance abusers have higher rates of absenteeism, workplace accidents, and health insurance claims, which can lower productivity and increase employers' costs.

Employers who screen applicants for illegal substances must comply with procedural standards set by state and federal laws. Employers who improperly conduct or disclose medical information can be liable for defamation of character, invasion of privacy, and other torts.

While there are federal laws regarding drugs in the workplace and drug testing - such as the Drug-Free Workplace Act (DFWA) - many states have passed their own drugtesting laws, and these laws vary from state to state. While random drug testing is permitted in some states, ongoing annual or periodic physical examinations or drag testing is generally limited to situations that are job-related and/ or required by business necessity.

Most employers can require an applicant, as a condition of being hired, to successfully pass a "post-offer/pre-employment" examination which includes a drag screening. Employers typically make an offer of employment contingent upon satisfactory completion of a physical examination and drag testing. A key point here is that an offer of employment must be made before the applicant is required to take the test.

Federal and state disability discrimination laws are the major sources for determining legal requirements governing physical examinations and medical tests. The Americans with Disabilities Act and similar state laws restrict the timing of medical tests and physical examinations, the uses of this information, and the manner in which the results are handled or disclosed.

Solutions

Drag-testing requirements and regulations are quite stringent and vary from state to state. Therefore, it may not be practical to have applicants or current employees tested, yet you still want to do all you can to protect yourself, your business, your patients, and other staff members.

Develop a written policy on drug testing and fully explain the drug policy to staff. The policy should read in part: "If there is reasonable cause to suspect that you are under the influence of any illegal or nonprescribed drugs, you may be required to immediately submit to a medical examination and/or submit to urine, blood, saliva, breath, and/or hair testing for drugs or alcohol. An employee's acceptance of medical examinations and testing is a condition of employment. Therefore, refusal to submit to a drug or alcohol test will be considered equivalent to a confirmed "positive" test and will result in immediate disciplinary action, which may include discharge."

"Reasonable cause" may be related to the employee's appearance, behavior, speech, excessive absenteeism, frequent accidents, declining performance, or situations involving safety, security, and accidents.

Such a policy warns any drug users in your employ that they may be subject to testing. It also gives you the option of having an employee tested if illegal drug use is suspected.

Employers conducting drug tests also should develop a policy for dealing with false-positive results. False-positive tests can result from legally-prescribed medications which cause chemical reactions similar to illegal substances. Lab workers also can make errors which create false-positive results. In some cases, employers might be legally bound to offer a retest - using the same or a more rigorous drug screening - to persons who test positive.

If the drug or alcohol use is affecting work performance, the safest approach is to focus on the work deficiencies, not your suspicions of drug or alcohol use. Document an employee's job performance and the behavior, then take appropriate remedial action. This would normally include the use of a form, such as our Employee Counseling Memo (Form #418). If the problem is not corrected, it is time to take disciplinary action which could include discharge. Before taking this action, it is always advisable to consult with a labor law specialist.

Bent Ericksen and Tim Twigg
Bent Ericksen is the founder and Tim Twigg is the president of Bent Ericksen and Associates. For over 25 years, the company has been a leading authority in human resources and personnel issues, helping dentists successfully deal with the everchanging and complex labor laws. Both authors are members of the Academy of Dental Management Consultants. To receive a complimentary copy of the company's quarterly newsletter or to learn more, contact them at (800) 679-2760 or at www.bentericksen.com.

Copyright PennWell Publishing Company May 2005
Story from Red Nova News

Employers Win Most Drug Testing Cases

2005-04-26T09:47:00.000-07:00

David Shadovitz, Human Resource Executive

A new book released by the Institute for a Drug Free Workplace in Washington reveals that employers are winning most drug testing related court battles. Employers prevailed in roughly two-thirds of the nearly 1,200 legal decisions on drug testing, according to the book, 2004-2005 Guide to State and Federal Drug Testing Laws.

In the last year,” says Gina M. Petro, counsel to the institute and a co-author of the guide, “87 court decisions upheld drug testing, and 46 did not.” Since the group began tracking suits in the mid-1980’s, employers prevailed in 825 cases, while challenges have been successful in only 374 cases. The numbers are somewhat higher for federal court cases, in which employers have prevailed 76 percent of the time.

Is Your Corporate Culture on Drugs?

2005-04-22T11:45:00.000-07:00

The use of drug and alcohol testing for current and prospective employees, along with background screening, delivers a far superior result to either procedure used alone. It has long been established that drug testing prior to making an offer of employment is an acceptable first step toward a drug free workplace. When employee drug tests are administered as part of an ongoing program, whether post-accident, for reasonable suspicion, or at random, an employer benefits from increased deterrence as well as detection.
Read entire article...

Drug Testing Terms and Definitions

2005-03-24T15:25:00.000-08:00

Chain of Custody:
Chain of custody is the term that refers to the process of ensuring and providing documentation of proper specimen identification and handling from the time of collection to the receipt of laboratory results. If the results come under legal challenge, the specimen must have been handled according to chain of custody procedures exactly and accurately. The chain of custody protocol assures the specimen belongs to the individual whose information is printed on the specimen bottle label, no adulteration or tampering has taken place, exactly who had possession of the specimen and when, how the specimen was transported and stored before it was analyzed, no unauthorized access to the specimen was possible, and the specimen was handled in a secure manner

Collection Site (Patient Service Center):
A facility where individuals present themselves for the purpose of providing body fluid(s) to be analyzed for specified controlled substances.

Collection Process:
All specimen collections should be done utilizing a secured restroom. After the donor has removed any bulky objects and washed their hands they should choose a sealed specimen collection kit. All seals are removed in the donor's presence and the donor should then be asked to provide a urine specimen. Following the collection of donor's specimen the chain of custody form should be filled out and completed while the donor is present. After all the specimen bottles, chain of custody form, and specimen bags are sealed then the donor may be allowed to leave.

D.O.T. (Department of Transportation):
The Department of Transportation is an operating administration of the United States administering regulations requiring alcohol and/or drug testing in accordance with 49CFR Part 40 of the federal regulations.

D.O.T. Drug Screen:
A D.O.T. drug screen is a screen that tests a specimen for five drugs (Opiates, PCP, Amphetamines, Marijuana and Cocaine) A D.O.T. approved chain of custody form is used during the collection process and a split sample is collected and both specimens are forwarded to the laboratory for testing. Once the laboratory completes the testing process the result is forwarded to the Medical Review Officer (MRO) for review. Following the MRO's review, results are reported to the designated reporting agency.

Drug Testing Policy:
A well drafted policy outlines what type of testing will be conducted, the terms and definitions surrounding drug screening, and recourse for positive test results. A policy is also utilized to convey a strong message of zero tolerance towards drugs and alcohol in the workplace.
GC/MS (Gas Chromatography/Mass Spectrometry):
GC/MS testing is considered to be the most definitive method for confirming the presence of a detected substance in urine. GC/MS is utilized to confirm test results that indicate any level of a controlled substance. When a laboratory suspects adulterants, dilution, or other sample abnormality, GC/MS will identify the exact chemicals compounds present in suspicious samples.

Medical Review Officer (MRO):
According to DOT regulations, all DOT drug screens must be reviewed by an MRO. Many states also require an MRO review. An MRO is a license M.D. with a history of substance abuse diagnostic work. This service is also available for Non-DOT testing, if desired. During the MRO's review it may be necessary for them to contact and speak directly with the donor to verify any types of medication the donor has taken. The client will not be notified if this occurs and will only be notified when a test result is available. Who is qualified to act as an MRO?

Non-DOT Drug Screen:
A Non-DOT screen is a screen that can test for a wide range of drugs such as; Opiates, PCP, Amphetamines/Methamphetamines, Marijuana, Cocaine; which is considered a 5-panel drug screen. This can be expanded upon by testing for the above five drugs and adding Barbiturates, Benzodiazepines, Methadone, Methaqualone, Propxyphene; which is considered a 10-panel drug screen. A urine alcohol (ethyl) can be added to either panel if desired.

Patient Service Technician:
A designated person trained in specimen collection procedures who insures that 1) donors are identified correctly, 2) chain of custody protocol is strictly followed, 3) donors’ dignity is preserved, 4) no sample is adulterated or diluted during collection, and 5) donors and clients receive the best possible evidentiary collection and testing service possible.

Post Accident Testing:
Testing of an employee who is involved in an on-the-job accident (vehicular or otherwise) which may have involved human error and may have caused a fatality, serious injury, or significant property damage.

Pre-employment Testing:
A candidate for employment must pass the drug and/or alcohol test as a condition of employment. Testing can be performed as part of the application process 1) before an offer of employment is made, 2) as a part of the hiring process after an offer of employment is made but before the employee commences work, or 3) shortly after the individual begins work but continued employment is contingent upon successful completion of the drug and/or alcohol test.

Random Testing:
The testing of employees who are chosen on a "neutral-selection" basis without advance notice. True random testing is conducted by pooling a selected amount of numbers determined by the client from the total number of qualified participants' numbers in the random pool. InfoLink manages clients’ random testing at no additional fee, but recommends that clients familiarize themselves with their state law; some states prohibit random testing while others restrict it to “safety sensitive" positions.

Reasonable Suspicion/Cause Testing:
The "cause" required is an objective, factual, individualized basis for testing, such as when an employee's observed behavior or physical appearance suggests drug and/or alcohol use or possession of drugs and/or alcohol.

Return to Duty Testing:
Employees returning from a leave of absence for sickness or injury exceeding a given number of days can be required to submit and successfully pass a drug and/or alcohol test as a condition of reinstatement.

SAMHSA:
Substance Abuse Mental Health Services Administration (formerly NIDA, National Institute of Drug Abuse) is the department of the federal government that regulates and certifies laboratories currently processing DOT specimens. Laboratories with the SAMHSA certification are also available to test Non-DOT samples. These laboratories confirm all positive drug screen samples by GC/MS testing.

Drug Testing Programs

2005-02-14T16:11:00.000-08:00

InfoLink’s drug testing programs offer result reporting via online, fax, or automated phone response. Our programs also offer great turnaround times, typically 24 hours for confirmed negative results and 48 hours for reporting of confirmed positives results from time of collection. InfoLink also offer Medical Review Officer (MRO) services, random drug testing administration, and sample policy and procedures to begin your drug testing program.

Program One: Off-Site Urine Drug Testing

Program One is a urine drug screen that can test for 5, 9, or 10 panels (drugs). Regardless of the number of drugs you want tested, the price remains the same. Included in the test is collection using our patient service centers, legal confirmation at our certified labs, and chain of custody forms. An adulterants check, which tests for substances people ingest to mask the presence of drugs in their system, is also included at no additional charge. Program One (5-panel) can be used for Department of Transportation testing with the addition of our MRO Service on all of your results.

Program Two: Drug and Alcohol Testing

Program Two is a Urine Drug Screen with the same panel selection as Program One plus the addition of Alcohol testing on the sample. The additional Alcohol panel is ideal for post accident, reasonable suspicion and post offer hiring situations.

Program Three: Hair Follicle Drug Testing

Program Three is Hair Testing by Psychemedics, which offers the first internationally patented technology to analyze hair follicles for drugs of abuse. This program tests for 5 drugs (panels) in the hair sample, including Ecstasy. Hair samples, which provide a drug history over a 90-day period, may be collected on-site or by various collection sites. This program also includes legal confirmation of the samples, chain of custody forms and courier service. The hair test cannot be evaded; drug residues remain permanently entrapped in the hair and cannot be washed or bleached out thus providing a non-intrusive and cost effective form of drug testing. Negative results have a 24-hour turnaround time, positive results are reported within 48-72 hours, and results are reported online through InfoLink’s secure web site.

Program Four: On-Site Oral Fluid Drug Testing

Program Four is the 6-panel Oral Fluid Drug Test, which includes the test for Ecstasy. This test can be administered on site in your office in less than 5 minutes and on-line collection video instructions are provided. The donor collects his or her own sample with a swab and vial which fits in the palm of your hand and all you do is fill out the chain of custody form and send the sample out in a sealed pouch with a fed-ex air bill, both which we provide. Again this program includes legal confirmation of the samples, chain of custody forms, and courier service. This program also works as a great add-on to current programs for reasonable suspicion purposes. The oral fluid test nearly eliminates the risk of adulteration making it virtually impossible for donors providing oral fluid samples to mask drugs in their system.

Program Five: On-Site Urine Drug Testing

Program Five offers drug testing using a self-contained integrated cup that may be administered on site. InfoLink offers a 5 panel test using various products which range in price. This cup is cleared by the U.S. Federal Food and Drug Administration (FDA) and meets all current established and legally defensible SAMSHA cutoff detection levels. Performance data shows accuracy comparable to lab GC/MS standards. This cutting edge technology delivers fast results which are easily read with no urine handling or dip cards. Cups are simple to use and provide results in 3-5 minutes. Cup shelf life is 24 months in protective pouch.

Program Six: On-Site Oral Fluid Alcohol Test

Program Six is the perfect testing product for reasonable suspicion and post-accident situations when alcohol is suspected. Detect alcohol in saliva in two minutes or less. Each test is completely self-contained, totally portable and disposable. Without any special equipment or waiting for lab results, ON•SITE Alcohol Test provides accurate, cost-effective and reliable results.

Medical Review Officer (MRO) Service

InfoLink also offers an MRO service for clinical interpretation of results by a licensed M.D. who is also educated about drugs of abuse. The MRO service can be added to any of the programs and you can have MRO reviews conducted on only positive results or all of your results whether positive or negative. Our MRO will contact the donor to discuss pertinent information regarding his or her drug test result in order to rule out a possible positive which may have been caused by a prescription medication. Once the MRO can confirm that a legitimate prescription is held by the donor a result can be overturned and reported by the MRO to InfoLink and then the employer. If no evidence is presented to the MRO to prove the result may have been caused by another substance other than an illegal drug, the MRO will report the result as a positive. MRO’s offers a 72 hours window for the donor to respond with evidence before they report the result as is.

Employee Drug Testing

2005-01-10T13:00:00.000-08:00

InfoLink offers urine, oral fluid and hair employee drug testing programs to meet all of your drug testing needs. Whether for pre-employment, random testing, reasonable suspicion, post accident, return to duty, follow-up, or DOT, InfoLink has the right employee drug testing program for you.

A well thought out employee drug testing policy is an important component of employee screening and can save you several thousand dollars each year. InfoLink understands that a successful employee drug testing program must be convenient and easy-to-use. That is why we have over 8,000 collection sites, which gives us the ability to zip code match your company location(s) with the closest collection sites available. InfoLink uses only SAMSHA / NIDA certified and DOT-compliant laboratories. When results are completed – typically 24 hours for negative results and 48 hours for positive results or when reviewed by a Medical Review Officer – our system sends you an email advising that the report is available via our secure web site. After logging into your account, you may view, print, and securely archive the drug testing report for access at any time. For clients using our fax service, results may be faxed or communicated over an 800 line.

InfoLink's Hair Follicle Drug Testing provides a drug history over a 90-day period and may be collected on-site or by various collection sites. InfoLink also administers random drug testing services for clients at no additional cost other than that of the test. We also offer easy to use on-site drug and alcohol testing products for results in less than 5 minutes.

Did you know that several states offer Worker’s Compensation discounts to companies that maintain certified drug free workplace programs? If you do not have an employee drug testing policy, InfoLink can help you draft your policy and implement a program designed to meet your needs.