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This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein.
Drug use in the workplace is a growing threat to the safety and productivity of businesses. Among the threat is legal drug use, including in many states marijuana use. In 40 states marijuana is now legal for medicinal use and in 25 states it is legal for recreational use. This accessibility is impacting the workplace, and it is imperative that employers know the extent of the problem and how to combat it. Why Continue Testing for Marijuana? To be clear, discontinuing testing for marijuana is a bad business decision. It will lead to hiring more drug users and having more workers under the influence of drugs on the job every day. This will lead to an increase in workplace accidents, workers’ compensation claims filed, and lawsuits from co-workers who are injured, customers who suffer losses, and the general public who are harmed by your marijuana-impaired employees. The legalization of pot has not made marijuana a harmless drug to use. The truth is marijuana-impaired workers are less safe, less productive, and more expensive to employ. A marijuana-impaired employee making deliveries in a company van, operating a forklift, or preparing a client’s taxes is more likely to do something that brings harm to others than a non-drug using, unimpaired worker. This is especially true for companies in safety-sensitive industries. What Should Drug Test Providers Do? Many employers rely on their drug testing providers to help them make smart decisions regarding their drug-free workplace policies, including how to conduct drug testing, which drugs to test for, and when to test. Unfortunately, the legalization movement is changing how some drug testing providers conduct business. There are three basic approaches emerging: 1. The “head-in-the-sand” approach. Some providers still don’t think marijuana poses a threat to their business. These are very knowledgeable providers who are otherwise unprepared when a client decides to discontinue testing for marijuana and see it as an anomaly instead of the growing trend that it is. 2. The “marijuana users have rights” approach. This includes providers who appeal to employers’ fears of prying into their workers’ private lives and getting sued by legal users of marijuana who claim that drug testing violates their rights. These providers promote a minimalist, in “name-only” drug testing approach. 3. The “consultative” approach. This is a necessary and hopefully growing segment of the drug testing industry that, in response to various cultural trends, including the legalization of marijuana, tends to ask questions first so they can identify clients’ needs. This enables them to offer solutions from a variety of options rather than a one-size-fits-all approach. Becoming a Consultative Seller What questions do consultative sellers ask? Among others they ask these types of questions:
Of course, this line of questions is designed to help the provider understand what the client wants and how to help that client achieve those objectives. If a company would prefer to continue testing for marijuana (most companies fall into this category) but they’re not sure how to go about it under present circumstances, offer these 8 easy-to-follow steps. How can I continue to drug test for marijuana? 1. Become familiar with all applicable marijuana laws. The best defense against oppressive marijuana laws is to comply with them. 2. Update your drug testing policy so you are in complete compliance with each applicable state law. No two state laws are identical so the policy will have to be customized on a state-by-state basis. 3. Use a drug testing method endorsed by the federal government. There are only two methods that offer the highest level of legal defensibility—lab-based urine and oral fluid testing (and someday hair testing). 4. Use a drug testing method that covers the entire 3-to-10-hour window of impairment for marijuana.(i) Marijuana-induced impairment can be just as dangerous during the tenth hour as it is during the first hour. (Note: Lab-based oral fluid testing, which is capable of detecting drugs within minutes of ingestion, is the only recent-use drug testing detection method endorsed by the federal government.) 5. Use a drug test method that can detect all the other common drugs of abuse. Just testing for marijuana is not a wise business decision in light of the fact that the abuse of other illicit drugs such as opioids and amphetamines has increased significantly since the start of the pandemic. 6. Confirm all non-negative results at a laboratory using the same specimen whenever possible. This requires the use of a testing method capable of splitting the initial sample so it can be screened and confirmed. This is possible with lab-based and rapid-result urine and oral fluid testing. 7. Rely on the expertise of a licensed Medical Review Officer (MRO) to verify positive test results. Utilizing Substance Abuse and Mental Health Services Administration (SAMHSA) guidelines, MROs can be trained to review results for urine and oral fluid. 8. Don’t discriminate against registered medical marijuana users. You can do all of the above without treating legal marijuana users any differently than all other employees. The only thing you are requiring of marijuana users is that they show up for work fit for duty, that they follow established and common-sense safety procedures, and that they not use marijuana while on the job. Conclusion Just because marijuana is legal in most states does not mean that employers should surrender their rights to deal with marijuana in the workplace. Employers still have the right in all 50 states to prohibit employees from bringing marijuana into the workplace, using marijuana while on the job, or being at work while under the influence of or impaired by marijuana. Likewise, drug testing providers should not ignore the reality of legalization and its obvious and growing impact on the industry. Providers should be proactive in offering accurate and practical information to their clients about marijuana to help them make wise business decisions. Like it or not, legal marijuana is here to stay. The good news is that drug testing is also here to stay for the good of businesses, their employees, and their customers. DrugPak Software helps hundreds of businesses of all sizes effectively manage and monitor their drug testing programs. Contact us today to learn how we can help your business. © 2010-2025 DrugPak – No portion of this article may be reproduced, retransmitted, posted on a website, or used in any manner without the written consent of DrugPak. When permission is granted to reproduce this article in any way, full attribution to the author and copyright holder is required. [i] Report from the University of Sydney published in Neuroscience & Bio behavioral Reviews, analyzed 80 separate studies to determine when people would be impaired after cannabis use. https://cosmosmagazine.com/health/how-long-does-impairment-last-after-cannabis-use/ This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein.
The medical review component of the drug testing process is no less critical than any other; however, it can be erroneously discounted as a minor step in the overall drug testing process. Interactions between a Medical Review Officer (MRO), donor, or MRO staff member can be brief, and almost always occurs behind the proverbial closed door. However, a drug testing process without medical review could lead to unreliable or inaccurate results. Even a modest understanding of the medical review process can be beneficial to both employers and donors. Knowledge of this process provides key details as to why a result is reported a certain way, if a retest is necessary, or if an applicant or employee has a valid medication prescription. In this article, we will take a closer look at the role of the MRO, the MRO assistant, and how the medical review process works. The Medical Review Officer Federal regulations state that in order to qualify to act as an MRO you must be a licensed physician, including both Doctors of Medicine (MD) or Osteopathy (DO). Additionally, qualified MROs must be knowledgeable about controlled substance abuse disorders, along with maintaining a solid understanding of issues relating to adulterated and substituted specimens and invalid results. Although all drug testing does not adhere to federal requirements, the criteria established at the federal level is widely accepted as the industry standard for all medical review services. The primary responsibility of the MRO is to serve as the gatekeeper of results prior to their release to an employer. Many individuals use prescription medications, many of which will show up on a standard employment drug test. The MRO is tasked with discussing with the donor any medication they may be using that could account for a laboratory’s findings, verify that the prescription is legitimate, and ultimately send a final verified result to the employer. What this means is that a laboratory result may be different than a final MRO-verified result, but the change was made after the MRO obtained satisfactory information regarding the donor’s medication. The medical review process is not limited to one type of testing. MROs are also responsible for understanding different testing methodologies. Urine, saliva, and hair testing are common methods used for workplace drug testing, so an MRO must have a comprehensive understanding of how to interpret laboratory results for these different sample types. The MRO Assistant Similar to how doctors work with other medical staff in clinical settings, such as nurses or medical assistants, MROs may also lean on a support staff to aid in the review process. After all, many MROs are still practicing physicians maintaining other jobs in between reviewing results. These support staff members are commonly referred to as MRO assistants. An MRO may have only one assistant or multiple, depending on the volume of results coming through their office. MRO assistants support an important but sometimes thankless role in the review process. Clerical work, such as data entry or filing, is often left for MRO assistants to complete. They may also coordinate phone calls between the MRO and donor, MRO and pharmacy, or report results to employers on behalf of the MRO. The MRO determines the level of responsibility for their assistants while adhering to the limitations set forth by applicable rules and regulations. The Review Process Each MRO may navigate the review process in different ways, but the objective for each case is the same. Once a sample has been tested by the laboratory, that result is then sent to the MRO for review. A negative result can simply be passed on to the employer, often by the MRO assistant. If a laboratory result is positive, the MRO will need to reach out to the donor to conduct an interview. These interviews are usually conducted over the phone as it is common for MROs to operate in different states from where the testing occurred. During the interview, the MRO will introduce themselves to the donor and verify that they are speaking to the correct person. They will discuss the laboratory findings, and the donor is afforded an opportunity to disclose any medications they may be taking to account for the result. If necessary, the MRO will verify prescription information and make a final determination as to what the result should be. This high-level view of the overall interview and verification process can be as short as a few hours or take as long as multiple days. The MRO may lean on their assistants to provide support as directed. Lastly, an MRO may receive a result from a laboratory indicating that the sample was adulterated or substituted. Additional validity testing information is provided from the lab as well, such as pH levels, specific gravity, etc. In these situations, the MRO will still interview the donor to discuss the laboratory findings. Depending on the validity test findings, the MRO may order a retest which would possibly be collected under direct observation or cancel the test all together and discuss next steps with the employer. In addition to the aforementioned qualifying criteria that MROs must meet, they must also thoroughly understand the regulations and requirements applicable to the type of test they are reviewing in order to determine the final outcome of a test. Conclusion While most of their role is handled behind the scenes, MROs and their assistants play a vital role in maintaining the integrity of the drug testing process. They conduct donor interviews, review prescription medication claims, verify information with pharmacies or prescribing physicians, and combine the donor-specific information and their medical expertise to determine a final test result. Any drug testing program is better when it includes the services of an MRO. Learn more about implementing medical review in your drug testing program today. Contact us to find out how we can support your organization with trusted MRO services here. © 2010-2025 DrugPak – No portion of this article may be reproduced, retransmitted, posted on a website, or used in any manner without the written consent of DrugPak. When permission is granted to reproduce this article in any way, full attribution to the author and copyright holder is required. This information is provided for educational purposes only. Reader retains full responsibility for the use of the information contained herein.
Drug testing is an essential tool for employers to determine the presence of drugs, including prescription drugs, illicit drugs, and alcohol in an individual’s system. It’s a process that involves testing biological samples such as urine, blood, hair, or saliva to detect the presence of drugs. Drug testing employees has been a common practice for many years and the evolution of workplace drug testing is ever changing. Perhaps the objectives are changing as well. Why Drug Testing? When workplace drug testing programs started gaining popularity more than 30 years ago, employers quickly experienced many benefits. The overwhelming evidence and value of a drug testing program included the following: 1. Reduced Employee Theft The types of theft include any loss such as missing money or products, accounting errors, and broken items. 2. Increased Productivity Individuals abusing drugs often don’t fully focus on their work, leading to low work output, and find making sound decisions difficult, leading to poor performance. Drug-free workers tend to be much more productive than their drug-using co-workers. 3. Reduced Accidents Drug and/or alcohol use can cloud judgment and slow a person’s reflexes. This is not only dangerous to the individual but also to other employees. Accidents can happen if the employee is not able to fulfill their duties properly. Furthermore, impaired movements often lead to accidents that cause property damage, injuries, or even loss of life. 4. Higher Turnover Rates Drug users typically change jobs several times per year causing employers to incur the cost of replacing these workers. Further, drug-free employees are often left to pick up the slack of lost productivity causing discontent and causing some employees to search for employment elsewhere. Improved productivity, lower turnover rates, and lower accident rates have all been attributed to employee drug testing, substantiating the value and return on investment (ROI) for employers who incorporate drug testing in the workplace. Based on those benefits among others, employers view drug testing as an expense worth incurring. What’s Happening Now in the World of Workplace Drug Testing? Undoubtedly, illicit drug use is a serious concern generally in the workplace, and drug testing helps employers protect their company’s bottom line. But testing isn’t just about the bottom line. Many employers see the big picture when it comes to drug testing. Savings and profits are great short-term benefits, but they also contribute to long-term benefits such as their employees’ safety, health, and overall well-being. Today, many employers are emphasizing purpose along with profits and the objectives of a testing program are expanding to include the following:
Conclusion As businesses confront the new reality that substance use among employees is their problem, adjusting workplace drug testing programs is essential for employer success. By implementing comprehensive drug testing programs, employers can reduce the risks associated with drug use, protect their workforce, and create a culture of accountability and well-being. DrugPak Software helps hundreds of businesses of all sizes effectively manage and monitor their drug testing programs. Contact us to learn how we can help your drug testing program succeed here. © 2010-2025 DrugPak – No portion of this article may be reproduced, retransmitted, posted on a website, or used in any manner without the written consent of DrugPak. When permission is granted to reproduce this article in any way, full attribution to the author and copyright holder is required. |
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