Pre-Employment Drug Screening: What Employers and Job Seekers Should Know

 


Some organizations may require pre-employment drug testing as part of the hiring process to ensure compliance with workplace policies or meet requirements for certain jobs. Externally, the process may seem simple, but several steps occur between scheduling a test and receiving the final result.

Drug-testing rules vary by employer, industry, and location. Federal requirements apply to some safety-sensitive and regulated positions. Other employers may run testing programs to comply with applicable state and local laws.

An Explanation of Pre-Employment Drug Testing

Pre-employment drug testing is the testing of a specimen for certain substances as part of an employer’s screening program. The type of test depends on the job and the employer's policy.

Urine is the most commonly used specimen type. Some programs also might use oral fluid testing. Urine and oral fluid are allowed specimen types for federal agency testing under federal workplace testing guidelines.

The substances included in a pre-employment drug testing panel can vary. Employers may select a testing panel based on their workplace drug testing policy, industry requirements, the responsibilities of the position, and applicable laws or regulations.

How Does Pre-Employment Drug Testing Work?

The process often begins when an employer decides that a candidate should take testing. The applicant is informed where to go, when to take the test, and what identification or paperwork to bring.

Trained personnel at the collection site verify the applicant's identity and explain the collection procedure. Staff collect the specimen following standard procedures and prepare it for laboratory testing.

For example, federal workplace programs use specific collection procedures to help ensure specimen integrity.

What Happens When the Sample Is Taken?

After collection, the sample is sent to the laboratory and tested. After collection, the specimen is sent to a laboratory for analysis based on the substances included in the employer’s testing panel. If an initial result requires additional analysis, the laboratory may conduct confirmatory testing before a final result is reported.

 If the lab has reason to believe something may need further investigation, it may require a follow-up test before providing a final result.

In some drug testing programs, a Medical Review Officer (MRO) is involved. If a result requires additional review, the MRO may speak with the applicant to discuss relevant medical details, including a prescription that may explain the medical finding.

This gives the applicant a chance to submit additional information before the employer receives the outcome. The time frame may vary between tests. A routine test can take a relatively short time, while a test that requires further laboratory analysis and MRO review can take longer.

What Employers Should Know About Testing

Usually, employers need a clear drug-testing policy before they can include testing in the hiring process. The policy can specify which positions are to be tested, when testing occurs, and how results are handled.

Legal requirements count, too. The Americans with Disabilities Act does not preclude employers from testing applicants or employees for current illegal drug use. However, all employment decisions based on screening information must comply with applicable employment laws. State and local requirements may impose additional rules.

Employers may have additional testing obligations for positions that are regulated by federal law. Transportation and other safety-sensitive industries are subject to certain federal drug-testing requirements.

How to Prepare for a Pre-Employment Drug Test

Normally, applicants will obtain the information they need from the employer or testing provider before the appointment. If you follow those instructions carefully, you can avoid unnecessary delays.

It also helps to provide accurate information during the process. Depending on the testing program, the applicant may be allowed to provide information on legitimate medications or other pertinent circumstances if a test result requires further review.

A clearly defined pre-employment drug screening process can set clear expectations for employers and help ensure testing is handled uniformly for candidates covered by the policy.

 

Location: United States

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