Drug testing has become common practice for many employers, but navigating the various types of specimens that can be tested to meet your company’s goals, objectives and DrugfreeWorkplace Policy requirements can get confusing. Urine tests have been the gold standard since pre-employment and random drug testing was instituted by many organizations in the 1980s. Unfortunately, there are candidates who know how to get around the urine drug test collection process so that they are able to continue drug use, potentially endangering your clients and their workplaces.

While not all employers need, or want, to test current or prospective employees, those whose employees have access to confidential information or perform jobs operating heavy machinery or driving or flying may be required to use drug testing. Common reasons companies institute aDrugfreeWorkplace Program include:

  • Government regulations or contract requirements
  • Reduce risk and safety liability
  • Reduce incidences of theft
  • Reduceworker’scompensation premiums
  • Reduce absenteeism
  • Improve productivity
  • Ensure the habits of drug users and abusers don’t negatively affect their company’s culture and good employees

According to a recent survey of 1,000 companies performed by the American Management Association, 51.5% of the respondents engaged in some form of drug testing, representing a net increase of 140% since 1987.

The urine drug test is the easiest to administer and is inexpensive, but it can be easy to adulterate and pass. To ensure that this doesn’t happen, it is sometimes necessary to observe the urine collection, a degrading process for everyone involved. Urine drug testing detects drug use within an average window of the past 1-3 days.  This is only an average, as frequency of use, concentration of the drug ingested, and even the donor’s own metabolism influence the detection period.  In situations where direct observation is required, same gender collectors and facilities that accommodate proper urine collection protocols. Current alternative testing technologies provide not only accurate results with a longer detection window, but simpler test administration.

If employers want to conduct drug testing there are other options that may be easier, less invasive and more difficult to tamper with. Hair and fingernail/toenail drug testing offer longer detection windows (common employer practice is a 90 day period for a hair follicle test; nails provide 4 to 6 months of information). These tests are easy to administer with very simple facility accommodations and without the need for gender based test collectors. In addition, these biological specimens are very difficult for candidates or employees to adulterate. Although more expensive than urine testing, an employer has the ability to monitor a candidate’s usage over a longer period of time and with less inconvenience and discomfort than traditional urine drug tests. These tests also offer the benefit of identifying long-term drug use, while urine tests only show use within the most recent few days.

Oral fluid testing is also available and may be the right test if there is a suspicion of drug use or immediately after an incident. Because the detection window is even shorter than a urine test, only 2-24 hours, this test is best used to pinpoint short-term, immediate use or for a random drug test. Oral fluid testing is a lab-based test, not a rapid test, is difficult to tamper with, very easy to administer, and requires virtually no facility adjustment or specific test collector requirements.  It is also a good solution for remote work areas, where it may be challenging for a drug testing provider togetonsitewithina reasonable period of time.

Alternative specimens for drug testing provide flexibility for employers to better meet their corporate and HR goals and objectives, especially for those with higher risk and safety issues at stake.  It is important to incorporate language for alternative specimens intoyourDrugfreeWorkplacePolicy if you choose to expand testing beyond the more common urine drug test.

Although not every employer will need to know how their employees, either current or prospective, spend their time over the weekend, whether engaging in drug use or not, many employers want to know that employees are not coming to work under the influence, missing work or deadlines due to drug use or endangering clients or other employees. Each drug testing specimen has benefits and situations in which it is best suited.

The urine drug test still has a place in an overall drug testing program and is ideal for random drug testinginongoing drug-free workplaces. It is cost-effective and provides instant results when a rapid screen is used. Adulteration and dilution testing of specimens collected is available, and it is still the most common method of drug testing.

Employers considering instituting a drug testing program should investigate and design a comprehensive program that utilizes multiple tests to deter drug use. Multiple detection windows and test specimens can help to ensure that candidates and employees are staying clean, thereby protecting your workplace, your employees and your clients.