A Breakdown Of Drug Testing Costs For Employers
Deciding whether to conduct drug testing for candidates and employees? It often comes down to a cost-benefit analysis. Let’s dig deeper into the costs of drug testing.
Screening Servicesemployment Drug tests
Employment & Pre-Employment Drug Tests
Improve workplace productivity and safety with a pre-employment drug screening program.
trust & Safety
Why Pre-Employment Drug Tests & Periodic Employment Drug Screenings Are Necessary
Pre-employment and employment drug screening for the presence of prescription and illicit drugs helps employers maintain a safer, more productive workplace and:
- Decreases employee absenteeism and turnover
- Reduces risk of accidents and injuries
- Prevents drug use on the job
- Identifies drug use early by employees
- Lowers workers’ compensation rates
results
What Is Employment Drug Screening?
The purpose of drug testing is to determine if controlled substances are present in a person’s body.
Drug screening provides evidence of recent use of specific prescription and illicit drugs, but does not measure the specific amount of drug present.
1
COLLECTION
Once a sample is collected from the candidate, an initial screen is run to determine the presence (positive) or absence (negative) of a detectable drug.
2
CONFIRMATION
Confirmation screening is a second screen, and is generally performed only if the initial screen was positive. Results are reviewed by a Medical Review Officer.
3
REVIEW RESULTS
Results (positive or negative) for each drug selected are provided to the employer and candidate within 1-3 days of the test.
GoodHire offers multiple options for pre-employment and employment drug screening for companies of all sizes.
search options
GoodHire’s Employment Drug Testing Suite
GoodHire’s employer drug screening offerings are designed to meet your company policy and drug-free workplace obligations, while helping you maintain compliance with applicable regulations. Lab-based urine tests are available with multiple panel options. Lab results are verified by Medical Review Officers (MROs) for highest accuracy. GoodHire also offers DOT Drug Tests, which meet the strict guidelines required by the Federal Government.
Drug Screen
Amphetamines
Phencyclidine
Cocaine
Opiates
Marijuana
Barbiturates
Benzodiazepines
Methadone
Methaqualone
Propoxyphene
4 Panel
5 Panel
8 Panel + MQL
10 Panel *
* Quick Test is available, however it excludes Methaqualone (MQL). This is not a complete list of all drug tests. For additional drug testing capabilities, please contact Sales.
resources
Learn More About Pre-Employment Drug Tests
compliance
What You Need To Know To Perform
Employment Drug Testing
Employers using a Consumer Reporting Agency (CRA), like GoodHire, to run background checks to assess candidates and employees must comply with the federal Fair Credit Reporting Act (FCRA) and various laws, agencies, and regulations that govern employment screening. When running a drug screening program, it’s also important to:
Create & Follow A Company Drug Testing Policy
Drug testing must be administered fairly and consistently. Candidates seeking employment can be tested as a condition of employment, but all incoming employees must be tested and no one may be singled out.
Check Your State’s Laws
Some states have imposed limitations on pre-employment drug testing. For example, California allows a drug test only after the applicant has received an offer of employment conditioned on passing the test. In other states, employers that drug test may be required to provide written notice or indicate in their job postings that testing is required. Check your state’s laws.
Be Proactive About Compliance
Always consult with your legal counsel if you have questions about drug tests as part of your employment screening program.
Easy to use
How Employment Drug Screening Works: In 9 Easy Steps
1.
WRITTEN POLICY
Before you can purchase drug screening services, your organization needs to have a written drug screening policy in place. Identify any federal and state laws with which you must comply.
2.
NOTICE
Before running a background check from a Consumer Reporting Agency (CRA), you must inform the candidate or employee. The notification must stand alone and cannot be hidden within an employment application.
3.
CONSENT
Once you order the drug test, your candidate or employee will receive an email requesting consent before the test is administered. Like the FCRA consent form, the drug screen
consent form informs the candidate about the test and requests authorization.
4.
SITE SELECTION
Once consent is provided, the candidate will receive instructions for completing the drug screen at the test location of their choice.
5.
CHAIN OF CUSTODY FORM (CCF)
Once a site is selected, the candidate will receive a CCF, which provides a paper trail of the seizure, custody, control, transfer, analysis, and disposition of the specimen. Candidates must bring this CCF and a government-issued photo ID with them to the test.
6.
TESTING
Candidates and employees provide a urine sample at the testing facility. To lessen the risk of false-positives, we encourage the candidate to bring any prescriptions of drugs they are currently taking.
7.
MEDICAL REVIEW
Results are reviewed by a Medical Review Officer (MRO), who is specially trained to interpret test results for the highest accuracy. In the event of a positive test result, an MRO is responsible for taking all reasonable and necessary steps to verify the medical records provided by the candidate; if applicable, notifying the pharmacy to verify the legitimacy of the prescription; and, if necessary, contacting the candidate’s treating physician.
8.
RESULTS
Both the employer and candidate can review the results within 1-3 days of the test. The candidate will only be notified if there is an alert (i.e., a positive result) on the test.
9.
ACTION
If the results of a background check prompts a decision to deny employment, the FCRA requires employers to follow specific adverse action steps.
