Seven Different Types Of Workplace Drug Tests

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Workplace drug testing is one of those scenarios workers have nightmares about, not unlike those dreams of being back in high school and giving an unprepared presentation to the class. Those who don’t take any form of drug can rest a little easier unless they ingest something that triggers a false positive. Those who do take illegal drugs outside of work have to consider how they’ll handle potential tests. Then, there are those on legal prescriptions who may have to explain the results and discuss sensitive information. Either way, it helps to know more about these tests and what to expect.

Below are some of the different types of workplace drug tests administered by companies nationwide. Some businesses with a strong reputation to uphold may be inclined to work with many of these options to try and catch out drug users in any way possible. Others may only use testing after a serious incident. It all depends on the industry, the nature of the work, and the contract terms.

1) Pre-employment Drug Testing

First, there’s a good chance you’ll be asked for a pre-employment drug test if you’re applying for a job while health and safety are the top priorities. The idea is that the tests will highlight recreational drug use that could become a problem if workers remain under the influence at work. Mentioning pre-employment tests is also a way to stop drug users from applying and potentially wasting recruiters’ time. Government agencies may also screen candidates this way to ensure they bring in the most reliable workers with clean records.

2) Annual Testing During Physicals

Once employed, workers may also find they have to complete annual physicals to remain employed or risk violating the terms of their contract. These medical exams help determine any physical problems that could limit an ability to work or highlight issues brought on by work conditions. When drug screening is part of that medical, workers will be asked to undergo a hair or blood screening to see what traces there are in their system. This could show illicit drugs but could also show prescriptions and legal forms of substances.

3) Random Drug Testing

This is the one that workers fear the most if they are recreational drug takers. It should be easy enough to abstain from taking anything illegal in the run-up to a planned medical screening. That’s not the case when companies spring random urine drug tests on random employees. The tactic can work well for employers because it could help catch people out and reduce the risk of tampering with samples. However, many feel the sneakier approach is a violation of personal rights.

4) Post Accident Testing

This form of drug testing makes the most sense from a health and safety perspective. Using recreational drugs on the weekend shouldn’t be a cause for dismissal or suspension if it doesn’t affect the employee’s work or contract. Using drugs on the job is another story. Doing so is unprofessional and potentially dangerous, depending on the situation. Those operating machinery or other hazardous equipment while impaired could harm themselves, colleagues, clients, or other site visitors. If that happens, companies are within their rights to demand a drug test to help determine the cause of the accident.

5) For-Cause Drug Testing

For-cause testing is a great tool for employers trying to reduce the risk of workplace accidents. Ideally, companies want to be able to spot unsafe workers and get them out of the business before they cause problems. These for-cause tests allow employers to call for a sample from anyone who appears to be under the influence. Workers who clock in but are incoherent, struggling to walk, or showing delayed reaction times could be sick, or they could be on under the influence. Either way, they shouldn’t be around heavy machinery or dangerous equipment.

6) Reasonable Suspicion Drug Testing

This form of drug testing is similar to for-cause testing but not the same. It’s all about dealing with repeated behaviors and determining a cause. Workers who make mistakes once through human error and immediately realize they are at fault aren’t a problem. They will learn from the situations and strive not to repeat themselves. They may undergo additional training if they feel it’s worthwhile. However, others may seem to be dropping in their standards and becoming a liability without being self-aware. Managers who notice this can call for drug testing to see if there’s an underlying problem. This proactive approach can pay off if drug use is detected, as it could end up preventing future accidents.

7) Post-treatment Drug Testing

This final one is one of the more controversial approaches but also understandable from the employers’ perspective. Employees found to be working under the influence of drugs or showing patterns of addictive behavior may not lose their jobs. They may, instead, be offered a chance to return if they complete a rehab program.

This second chance could be a valuable lifeline and incentive for loyal workers who have fallen on hard times. However, completing the program may not be enough for employers. A mandatory drug test before resuming work should prove that an employee truly hasn’t touched any substance after leaving the facility. Of course, they’ll struggle if they fail and blow that second chance.

Plan Ahead To Handle Workplace Testing With Ease

In some of these cases, planning and building a strategy to deal with drug testing more effectively is possible. You can either abstain from taking anything in the run-up to planned tests or consider ways to hide potential traces. Pre-employment and annual physicals are beatable this way, but you must still be cautious about your approach. Random testing and workplace accident testing aren’t. If you have drugs in your system with these tests, it could be game over. The best thing you can do is familiarize yourself with the rules and the detection timeframes for different types of tests. Stay informed and compliant, and handle the tests as best you can.