In his message to Congress in the Administration’s first National Drug Control Strategy, the President affirmed that “…a well-crafted strategy is only as successful as its implementation.

Click to access 2012_ndcs.pdf

Workplace drug testing…is it a common occurance?

USA Mobile Drug Testing sees it all the time, but read an article from the Institute for Behavior and Health:  In recent months, workplace drug testing has filled the news media in the United States as a
controversial issue. In reality, drug testing is common in the workplace as part of drug-free
workplace programs. A September 2011 poll of human resource professionals about company
practices on pre-employment drug tests that was conducted by the Society for Human Resource
Management (SHRM) and the Drug and Alcohol Testing industry Association (DATIA)1
showed that 57% of these companies required pre-employment drug tests for all job candidates,
10% conducted pre-employment tests only on employees seeking safety-sensitive positions, 4%
conducted these tests only when required by law, and 29% conducted no pre-employment
testing.2 A total of 36% of all companies conducted post-employment drug testing of current
employees. Of the organizations that conducted post-employment testing, over half (51%)
conducted post-accident testing, and nearly half (47%) conducted random drug testing. Other
forms of testing included reasonable suspicion (35%), follow-up (20%), for-cause (19%), site
testing based on a significant drug-abuse problem (8%), baseline testing to determine level of
drug use (6%), and other (4%).
Many federal workers have been subject to workplace drug testing programs for decades, along
with private federal contractors, and anyone working in safety-sensitive jobs. Drug testing has
become increasingly common practice in the workplace, with many corporations and expanding
numbers of small businesses including drug testing as routine. Drug testing state employees has
been less common than drug testing of private sector employees. Recently Florida lawmakers
passed a measure permitting random drug testing of state employees in order to deter drug use.
This initiative, now signed into law, has been criticized by some who claim that random testing
of current employees is unnecessary and that it is an invasion of privacy.3 Florida state agency
managers have been advised to place the implementation of drug testing on hold pending legal
action on a related drug testing issue in the state.4 The American Civil Liberties Union (ACLU)
historically has been opposed to workplace drug testing, including both pre-employment and
random testing of workers. (The ACLU also opposes testing for benefits including
unemployment and welfare benefits.5)
While employment is sometimes terminated by a single verified positive random drug test, in
employment and other settings a positive drug test commonly is regarded as a signal to require
an evaluation and treatment when needed. For those seeking public assistance including
unemployment and welfare, a positive drug test often does not eliminate benefits. Instead the
recipient is required to become and stay drug-free as a condition of continuing to receive the
benefits.
Substance use-related workplace problems include reduced productivity, absenteeism, poor job
performance, and tardiness.7 Studies have shown that substance using individuals incur twice the
cost in health care expenses to employers and are significantly more likely to be involved in a
workplace accident than are other employees.8 It is in the interest of employers to use both pre-employment and random testing of current employees to reduce drug use in the workplace.
Workplace drug testing is also in the interest of employees because the identification of drug use
can lead to confronting and solving a substance use problem.
The SHRM and DATIA poll of companies regarding drug testing demonstrated the efficacy of
implementing these workplace programs. Among companies that conducted drug testing:a
– 9% reported high absenteeism rates before implementing a drug testing program
compared to 4% after program implementation;
– 14% reported high workers’ compensation incidence rates prior to program
implementation compared to 6% after implementation;
– 19% reported experiencing an increase of productivity after program implementation;
and,
– 16% reported seeing a decrease in employee turnover rates after implementation.9
In 2010, 8.4% of full time employed adults and 11.2% of part time employed adults age 18 and
older reported using illicit drugs in the past month. The percentage of persons who tested
positive on workplace drug tests in 2010 was significantly lower than in earlier years. Quest
Diagnostics, a leading national workplace drug test provider, reported a positivity rate of 3.5%
for the combined U.S. working population in 2010.10 This is a dramatic drop from a positivity
rate of 13.6% in 1988 when such programs first were commonly implemented in the US.
It is no surprise that the positivity rates for the general U.S. workforce in 2010 of for-cause
workplace urine tests were much higher (26.9%) than other categories of urine drug tests,
including follow-up (6.5%), periodic (1.3%), post-accident (5.3%), pre-employment (3.6%),
random (5.3%) and returned to duty (5.2%). The positivity rates of for-cause tests of federally
mandated, safety sensitive workforce followed a similar pattern, though the positivity rates were
lower in each category. Each of these types of drug tests provides helpful information regarding
an individual’s recent drug use. Workplace drug testing is a significant, valuable component of
the nation’s drug prevention – “demand reduction” – strategy.
a All of these figures exclude human resource professionals who when polled answered “not sure” when asked about
these changes.
3
Employers must provide safe environments. Drug use is a serious threat to worker safety. Drug
use also impacts on the quality of life of non-drug using employees who take up the slack of their
less productive associates. Drug tests make workplaces safer and more productive. Widespread
drug testing in the US results in a more globally competitive American workforce.
The Institute for Behavior and Health, Inc. supports workplace drug testing and encourages
employers to follow best practices and appropriate follow-up (including using EAPs, treatment
when needed, and long-term aftercare monitoring) to maximize the benefits of drug testing
programs.
For more information on the Institute for Behavior and Health, Inc. visit http://www.ibhinc.org.
Robert L. DuPont, M.D.
President, Institute for Behavior and Health, Inc.
First Director, National Institute on Drug Abuse (NIDA) 1973 to 1978

Click to access IBHCommentaryWorkplaceDrugTesting32312.pdf

Can Secondhand Smoke Cause a Positive Drug Test for Marijuana?

We get asked this question a lot at USA Mobile Drug Testing, so I did some researching for facts.If you are even slightly concerned about receiving a positive drug test, call our offices at 516-802-3546 or email central.longisland@usamdt.com and we can arrange for you to pre-test. We have mobile collectors to come to you or can arrange use of an affiliated walk in collection site.  Now the answer is: In rare occurrences, secondhand marijuana smoke can cause you to fail your drug test  however..read on

It is possible that secondhand marijuana smoke will raise someone to the 50 ng/mL level. However, extreme secondhand exposure is required. For instance, being in a closed car full of pot smokers for several hours might cause someone to test positive in a drug test the very next day. Non-smokers are safe in a ventilated area such as an average living room or garage where party-goers are smoking pot.

Another site said:

“It [second hand marijuana smoke] would not register on our instant tests.  We had a test where someone was placed in a isolated room with THC smoke was being pumped in for 24 hours straight and the person did not  register.  On a lab test it did pick up about 3 or 4 nanograms but as you know instant tests are set at 50ng/ml.”  Even at the confirmatory GC/MS lab urine drug test level of 15 ng/ml, you would still not test positive for marijuana due to second hand smoke.  

The cutoff level for the saliva drug test is 100 ng/ml (so again, second hand smoke would not produce a positive).  When it comes to hair, the manner in which the lab analyzes your sample makes external contamination impossible.  Hair drug testing labs only detect the metabolite of marijuana, THC-COOH.  This is only produced when marijuana directly enters the body (and not through someone’s second hand smoke, which is indirect) and is broken down by the body.  The hair test will not pick up contaminants from the outside.

And from yet another: It may concern anyone going on a job interview or visiting a probation department that he/she may or may not pass a drug test, especially after exposure to second-hand smoke.First, most nonsmokers have nothing to worry about. Second, marijuana smoke inhaled second hand, whether or not it produces a buzz, can leave traces of tetrahydrocannabinol (THC) in urine for about 1-2 days after smoke is inhaled, depending on body mass and activity. Third, most immunoassay drug tests, including standard EMIT, ELISA and RIA tests, are set at high thresholds intentionally to avoid false-positive results due to incidental ingestions of second-hand smoke. So the amount breathed in is not usually enough to produce a positive test. Next, the lungs do not filter THC out of smoke; they absorb it in small amounts. Smoke inhaled secondarily must infiltrate the lungs in heavy concentrations in order to produce clinically positive tests. Smoke exhaled by one person and inhaled by another or smoke that floats in a space may not contain the original high concentrations of THC; hence a small-to-zero likelihood that drug tests could read positive.Another point: tests for marijuana screen for THC metabolites; they do not test directly for THC. THC is fat-soluble and is released into the blood stream, exiting the body when broken down by liver enzymes via oxidation and metabolization over time. So, unless a urine sample is taken right at the time a large amount of THC is inhaled, a drug test should remain negative.

****So the consensus is NO, but if you are worried, stay away from people smoking dope, they can only entice you to engage also.

site.

What About Other Drugs? How Long Do They Stay In My System?

According to a survey by Quest Diagnostics, 50% of all drug test positives are for marijuana. What about the other 50%? The table below shows how long drugs other than marijuana typically stay in your system:

	Urine	Blood	Hair	Saliva
Marijuana- Single Use	1-7 + days	12-24 hours	Doubtful	Not validated. Estimated 0-24 hours
Marijuana – Regular Use	7-100 days	2-7 days	Months
Amphetamines	1-3 days	24 hours
Cocaine	1-3 days	1-3 days
Heroin, Opiates	1-4 days	1-3 days
PCP	3-7 days	1-3 days

Georgia is proposing to drug test parents seeking welfare

Gov. Nathan Deal backed Georgia’s proposal to drug-test parents who seek welfare, pushing the state towards a legal confrontation with opponents over the new law’s fairness.

Deal signed House Bill 861 on Monday without ceremony. The bill will likely be challenged in court. The Atlanta-based Southern Center for Human Rights affirmed it was preparing a lawsuit as the state moved ahead with the mandate. The American Civil Liberties Union has also had issues with the bill, which was among several approved by Deal during the day.

The new drug-testing law requires parents who apply for the federal Temporary Assistance for Needy Families program to pay for and pass a drug test that would cost at least $17. TANF provides temporary financial help to low-income families with children. Passing the drug test once would be a condition of eligibility to receive benefits.

Opponents argue that drug testing of welfare recipients violates the Fourth Amendment’s protection against unreasonable searches. Supporters believe it will save the state money and promote personal responsibility.

“This program is intended as a safety net, and this requirement guarantees that the benefits are used for their intended purposes — to care for children and assist with job preparation,” Deal said.

The bill gained final passage March 29 in the state’s General Assembly, supported by a solid Republican majority on the last day of this year’s legislative session. Their approval came despite an ongoing legal challenge in Florida against a similar measure.

“We are disappointed the governor signed the bill, given an almost identical law in Florida has been declared unconstitutional,” said Gerry Weber, an SCHR attorney. The center intends to file its suit once the state begins testing TANF applicants, a process expected to take at least several weeks as officials figure out how to start and regulate the new program.

Florida was the first to pass a TANF drug-testing bill in 2011. A federal judge suspended it under a legal challenge that is currently before the 11th U.S. Circuit Court of Appeals in Atlanta. U.S. District Judge Mary S. Scriven in her opinion said Florida operated a pilot program before implementing statewide testing. The pilot program showed fewer TANF applicants tested positive for drug use than those estimated to use illegal drugs in the general population.

Still, Deal said in a release that Florida’s law saved that state $1.8 million by reducing the number of applicants.

Sponsors of Georgia’s new law have said they are confident it will stand up in court. Georgia Attorney General Sam Olens through a spokeswoman declined comment.

Georgia officials have estimated 800 of 19,000 applicants would likely test positive and be denied TANF. They also said it was hard to pinpoint the bill’s financial impact.

The governor has until May 8 to sign or veto bills passed this year by lawmakers.

http://www.ajc.com/news/georgia-government/deal-oks-welfare-drug-1418822.html?goback=.gde_3898178_member_109698129

Is drug testing in the workplace a necessity? Drug Free Workplace Policy Special Pricing

Take a look at the numbers. Statistics show that 47% of workplace accidents that result in serious injury and 40% of workplace accidents that result in death involve drug and/or alcohol use. Therefore, it is universally accepted that a drug-free workplace (DFWP) is essential for safety-minded employers. USA Mobile Drug Testing is offering a $100 off special for April on new policies. Call 516-802-3546 or email central.longisland@usamdt.com for more information on getting a personalized policy. Read on to see the elements covered in a Drug Free Work Place policy.

Drug testing in the workplace is necessary for a myriad of reasons, the strongest of which being the importance of safety in the workplace. A safer workplace is always a more productive workplace. Drug testing in the workplace empowers all employees with the peace of mind knowing that individuals who might pose a threat to the overall safety of the workplace are being monitored and held accountable for their actions. Individuals are then able to focus on their own responsibilities and not have to worry about monitoring or picking up the responsibilities of their fellow employees. This allows people to work to their full potential.

There are other benefits to drug testing in the workplace in addition to safety. Drug testing in the workplace will help identify and remove employees who are not contributing their full potential. Again, take a look at the numbers. In addition to posing a liability to safety, people who use drugs or alcohol in the workplace are more frequently tardy or late to work and also miss more days of work than employees who do not abuse drugs or alcohol.

Of course, drug testing in the workplace is not something that can be implemented overnight. A drug test administered in the workplace will only make an impact if the workplace also has a well-defined, written substance abuse policy. Such a policy will explain the responsibilities of the employees and employer, identify available avenues and resources for help, outline prohibited conduct and define what constitutes a violation and, consequences. The actual drug testing itself can take many different forms (including random, pre-employment, etc.)

So how can you implement a drug free workplace (DFWP) in your business or organization? A DFWP program is much more than drug-testing in the workplace.

Elements of a Drug-Free Program

An effective drug-free program consists of five components that, together, provide a full, comprehensive management and training program designed specifically to meet the needs of your company. Companies can and do start at different places with their drug-free programs, depending on their special needs. USA Mobile Drug Testing can help your company get started with a drug-free program that’s right for you, or help you put in place the right processes for maintaining your program, depending upon your specific situation.

1. A Written Substance Abuse Policy
   This serves as an executive summary of the substance abuse program. It sets the tone of the program, outlines the responsibilities of employer and employee, references available help, and explains the program including prohibited conduct, types and circumstances of testing, and the consequences for violations. For a drug-free safety program to be effective, all the parameters and procedures will have been thoughtfully developed and then articulated in a user-friendly policy statement for employees, along with detailed operational guidelines and accompanying appendices (forms) for use by management.
2. Employee Awareness & Education
   Employees are made aware of and receive education about the policy, responsibilities, consequences, alcohol and drug information, their rights and the resources available to them through the company and community if they (or one of their family members) need help.
3. Supervisor Training
   Supervisors need to be trained in their role within the company’s substance abuse program. They should receive training about the impact of alcohol and drugs on the workplace; how to recognize, document and confront a possible substance abuse problem; the company policy and procedures; how to refer a troubled employee to available resources and/or testing; and how to support an employee returning from treatment.
4. An Employee Assistance Plan of Action
   An employer needs to identify a plan of action and the applicable resources for employees who seek help on their own, are referred by management for a possible problem with alcohol/drugs, or have a positive alcohol/drug test. USA Mobile can provide you with a list of programs the employee can utilize on his own, including Long Island Collation of Alcohol & Drug Dependence (LICADD)
5. Drug and Alcohol Testing
   An employer has a myriad of decisions to make about their drug-free testing program. These include questions such as when they will test (there are different options including pre-employment, random, post-accident, return to duty, reasonable suspicion ), who will be tested, what drugs will be tested for, what are the appropriate actions for any non-negative results.  USA Mobile will walk you through the process and cover all the options.