Just imagine this Steve in HR handling three calls first thing Monday morning whilst balancing coffee. “drug testing,” he then says in a throwaway voice over a shoulder. For the sake of it, a lot of companies engage themselves in Employee Drug Screening and maybe a solution for fixing a problem.
For that matter how well do you know the recent hire bragging about being high on life? If you drug screen correctly you’ll get caffeine as the driver behind that energy not some thing more potent. Different job types have different rules. A crane operator will need a clear head, while a code monkey could almost always use some good ideas to mull over.
You have to dance on the edge of privacy and occupational safety. Seperating the ones that seek to catch problems early from the snoops that want to know. It’s walking on a tightrope when you weigh up employee trust with company policy.
So what are your options, urine, blood, hair, saliva; doesn’t that sound like a bizarre shopping list? Each has their own advantages and disadvantages. Urinalysis is the most common because it is most cost-effective and reliable. Hair testing is there to spot the veteran user. Saliva has quick turnaround. Steer clear of poppy seed muffins the day you’ve got a test!
Ever heard the groan about DMV bureaucracy? Setting up drug screening can be the same deal. The path is strewn with hoops from local to federal. If you slip up you can expect that call you don’t want. Better to stick on the right side of the law.