Illustration showing GoodHires drug test option

Pre-Employment Drug Screening Test Programs

Improve workplace productivity and safety with a pre-employment drug screening program.

trust & Safety

Why Pre-Employment & Employment Drug Screenings Are Necessary

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

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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.

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.

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.

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.

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GoodHire’s Employment Drug Testing Suite

GoodHire’s 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.

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 Drug Screening Works: In 9 Easy Steps

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.

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.

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.

SITE SELECTION

Once consent is provided, the candidate will receive instructions for completing the drug screen at the test location of their choice.

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.

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.

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.

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.

ACTION

If the results of a background check prompts a decision to deny employment, the FCRA requires employers to follow specific adverse action steps.

Ensure a safer, more productive workplace
with pre-employment and employee drug
screening.

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