Pre-Employment Drug Tests: What They Are All About

As you near the final stages of securing a new job, it’s natural to feel a sense of excitement. However, it’s important to remember that many employers require pre-employment drug screenings before finalizing your employment. In today’s job market, these tests are a standard procedure, particularly for positions that involve operating heavy machinery, driving, or caring for patients—jobs where safety is paramount and cannot be compromised by substance use.

Pre-employment drug testing serves as a preventative measure for employers, helping to create a safer workplace and reduce liability. So, it’s wise to be prepared for this step in the hiring process.

Key Takeaways:

• Pre-employment drug tests are performed to ensure candidates do not use substances that could impair their safety or job performance.

• Drug testing regulations differ by state, and companies have discretion in establishing their policies.

• Common substances tested for include methamphetamines, THC, alcohol, cocaine, opiates, and phencyclidine.

• While urine tests are the most widely used method, alternatives like blood tests, breathalyzers, mouth swabs, and hair tests are also employed.

• Even in states where marijuana is legal, its detection in a drug test may still pose challenges in the hiring process.

Understanding Pre-Employment Drug and Alcohol Screening

Employers conduct drug tests primarily for safety reasons. This process is not a personal judgment but rather a standard protocol. Many organizations test all potential hires as part of their hiring process, regardless of any suspicion of drug use. Passing a pre-employment drug and alcohol test can be a condition of your employment. Here are key points to consider:

• Safety. For employers, conducting pre-employment drug tests is a crucial step in minimizing risks associated with substance misuse. If employment is contingent on the results, this can deter individuals who may struggle with substance abuse from applying. This is especially critical for roles in safety-sensitive environments.

• Legality. Drug testing laws vary across states. Some states impose regulations on when and how testing can be conducted, while others require regular testing in specific fields. For instance, industries governed by the U.S. Department of Transportation must comply with federal and state drug testing standards. Check your state’s regulations for specific details.

• Fairness. Employers must apply drug testing policies consistently. Random testing of only selected applicants can lead to legal complications.

Drug testing is common across various sectors, so if you’re unsure about a particular company’s policies, it’s best to research their requirements before applying.

Workplace Substance Abuse Regulations

Federal and state laws outline what employers can enforce regarding substance use in the workplace. These regulations allow employers to create policies that prohibit drug and alcohol use, implement testing protocols, and terminate employees who engage in illegal drug use. However, employees facing substance abuse issues may be protected under discrimination and disability laws.

The Nature of Drug Tests: What to Expect

If you’re required to undergo a drug test, it’s likely to be a urine test. Urinalysis is favored for its quick turnaround time, allowing employers to receive results swiftly. Additionally, urine tests can detect the presence of drugs long after their effects have dissipated.

For instance, marijuana may be detectable in your system for up to a month after use. The duration for which drugs remain detectable can vary based on numerous factors, including the type of drug, dosage, and individual metabolism.

Common substances tested include:

• Methamphetamines (meth, speed, ecstasy)

• THC (cannabinoids, marijuana)

• Alcohol

• Cocaine

• Opiates (heroin, opium, morphine)

• Phencyclidine (PCP, angel dust)

Samples are sent to certified laboratories for analysis. If a positive result is obtained, a medical review officer will evaluate the findings to determine if there are legitimate medical explanations, such as prescribed medications that could affect results. While a result may be considered negative due to a medical explanation, it’s essential to recognize that certain medications might still impact job performance.

Alternative Drug Testing Methods

Beyond urine tests, several other drug testing methods may be utilized:

• Blood tests. Blood tests can detect similar substances as urine tests but are generally less popular due to their invasive nature. They measure the concentration of drugs or alcohol at the time of the test.

• Breathalyzer tests. Typically used to assess blood alcohol content (BAC), breathalyzers measure current levels of intoxication and are often employed for drivers suspected of impairment. They provide immediate results but only reflect current consumption.

• Mouth swab tests. These tests are quick and non-invasive, detecting drugs within a limited timeframe (five to 48 hours). They require you to refrain from eating or drinking for a short period before testing to ensure validity.

• Hair tests. Hair tests can reveal drug use for up to 90 days prior, but they do not indicate current impairment. This method requires cutting hair samples, which are then analyzed in a lab.

The Complications of Legal Marijuana

As medical and recreational marijuana use becomes more widespread, questions arise regarding its impact on drug testing. While state laws vary widely, the federal government has yet to legalize marijuana, leaving many employers in a complex position. Some states offer protections for medical marijuana users, while others do not.

For example, Nevada has enacted laws prohibiting employment denial based solely on marijuana test results. Other states, such as New York, classify medical marijuana use as a disability under certain conditions, offering protection against discrimination.

Always review your state’s laws regarding marijuana use and employment, keeping in mind that federal restrictions still apply.

In summary, it’s prudent to ensure that your system is clear of drugs ahead of any pre-employment testing. However, if you’re a medical marijuana user, be aware of the protections available in your state.

Pre-Employment Drug Tests: Frequently Asked Questions

1. What is the most common pre-employment drug test?

   The most common pre-employment drug test is a urinalysis. This test is straightforward, yields quick results, and can detect traces of drugs even after their effects have faded.

   A urinalysis can test for alcohol, marijuana, cocaine, amphetamines, methamphetamines, PCP, opiates, and more, although these are the most commonly tested substances.

   While urinalysis is prevalent, employers may also utilize hair tests, blood tests, mouth swabs, and breathalyzer tests.

2. What drugs do they test for during pre-employment?

   Pre-employment drug tests generally screen for alcohol, marijuana, cocaine, amphetamines, methamphetamines, PCP, and opiates.

   This list includes both illegal and some legal substances, though the drugs tested can vary by company. With the growing decriminalization of marijuana, some employers may choose not to test for it.

   It’s important to note that certain prescribed medications can also yield positive results without the use of illegal drugs. A medical review officer will typically assess your drug test results in conjunction with any medications you are taking.

3. What can I expect from a pre-employment drug test?

   Expect that passing a pre-employment drug test will be a condition of your hiring. If a company requires you to take a drug test, they likely have made your employment contingent upon passing that test.

   For urine drug tests, you’ll typically receive an appointment at a clinic or facility. After providing your sample, you can expect results within a few days to a week, depending on the facility’s turnaround time.

   In some cases, employers may conduct drug testing on-site during the interview process, which can be more convenient.

4. When do pre-employment drug tests occur?

   Pre-employment drug tests are conducted before you receive a job offer. Each state has its own regulations regarding drug testing, with some requiring a job offer contingent on passing a drug test.

   In other states, employers may screen all applicants and only extend offers to those who pass. Research your state’s specific laws to understand what to expect.

5. Will my employer inform me if I passed the drug test?

   Yes, in most cases, employers will inform you of your drug test results. Typically, you will find out when they extend a job offer. You will usually sign a release allowing the employer access to your medical information when you undergo testing.

   Results may be communicated through mail, email, or phone call, whether from the employer or the testing facility.

6. How long do pre-employment drug screen results take?

   Most pre-employment drug test results come back within a few days. The timeframe can depend on the type of test conducted—some rapid tests provide results within 24 hours, while others may take longer due to processing delays.

   Generally, expect results within three to five business days, but it’s advisable to ask the testing facility for a more specific timeframe when you take the test.

Author

Jack Flynn

Jack Flynn is a writer for Zippia. In his professional career he’s written over 100 research papers, articles and blog posts. Some of his most popular published works include his writing about economic terms and research into job classifications. Jack received his BS from Hampshire College.