8 Things to Know About Pre-Hire Drug Screening

Many businesses choose to use drug screening as part their hiring practices. In general, an employer can require an applicant to pass a drug test before hiring him. Screening can help prevent business owners from hiring individuals with substance abuse issues. This promotes safety and wellness in the workplace. Most employers believe the cost of the testing pays for itself. Here are eight things you should know before instituting, pre-hire drug screening in organization.

1. An employer cannot selectively drug screen individuals. You can face discrimination charges if you choose only certain applicants to test. Screen one candidate, and you must screen all.
2. Every state permits pre-hire drug testing. Regulations regarding screenings do vary from state to state, so check your local regulations before you institute your own policy.
3. Some states required drug testing be performed only at pre-approved facilities.
4. Some states mandate an applicant cannot be tested until there is an employment offer (contingent on passing the screening).
5. Employers should inform job candidates that drug testing is part of the hiring process and obtain written permission from the applicants before testing.
6. Employers can test for a variety of drugs or can limit screening to particular substances. For example, you can test for opiates, amphetamines and cocaine but choose not to screen for marijuana and alcohol. It is up to you.
7. Privacy concerning test results is essential. Disclose the outcome of the screening with the candidate in a confidential meeting. Inform others only a true need-to-know basis.
8. In most cases, if an applicant does not consent to a drug screen, you can treat this refusal the same way you do a “positive” result.

Contact us when you want to know more about pre-employment screenings.