Drug Testing Myths

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• Myth: What employees choose to do on their own free time doesn’t affect my bottom line.

  Reality:The Department of Labor reports that the cost to employers from employee substance abuse ranges between $75 and $100 billion annually. Sixty-five percent of all accidents on the job are directly related to drugs and alcohol. Drug abusers use three times more sick time and 16 times more health care benefits than non-users. According to the Department of Health and Human Services, substance abusers file six times more workers’ compensation claims than their co-workers. All of these issues affect your bottom line.

• Myth: Only blue collar and low- level workers use illegal drugs. We don’t need to test our professional and management- level employees.

  Reality: Although prevalent, "street drugs" have lost some of their luster as more and more professionals abuse prescription drugs. Vicodin, Darvon, Demerol and Valium have become the drugs of choice among college-educated, working professionals. HHS reports that 75% of drug abusers are employed. The DEA reports that 25-30% of drug abuses in the workplace involves prescription drugs. Other law enforcement officials report that over 30% of drug arrests involve professionals.

• Myth: We don’t need to test for illegal use of drugs.

  Reality: The American Management Association reports that 95% of Fortune 500 companies perform drug screening. As more companies conduct screening, drug abusers flock to those firms that do not. The Institute for a Drug-Free Workplace warns that employers who do not test risk becoming the employer of choice for drug abusers.

• Myth: We are an at-will employer. If we hear of someone who is using illegal drugs, we can quickly terminate them.

  Reality: Employment laws such as the ADA offer protection for former drug users who are in treatment or who are no longer using. Without an accurate test, you are rolling the dice as to whether the person is currently using or not. You should assume that drug abusers know their rights and know "how to play the game." The Internet is full of useful tips for drug abusing employees. Without a drug testing policy, you have no way to know for sure whether someone is currently using.

• Myth: Pre-employment drug testing will frighten candidates away from our company.

  Reality: In a recent survey conducted by the American Management Association, 80% of companies indicated they test for drug usage by job candidates and/or current employees. Most job-candidates now view urinalysis and other drug testing as a part of the hiring process. By conducting testing, you are sending a message to top-level recruits that you hire only those people of the highest character. The only people who will be frightened away are those candidates currently abusing drugs.

• Myth: Drug testing is inconvenient and complicated.

  Reality: Employment drug testing adds only a few minutes to your pre-employment hiring process. The candidate executes a form (supplied by HIRE-SAFE) and is then directed to a convenient collection site based upon their ZIP Code. HIRE-SAFE has relationships with over 9,000 collection sites nationwide. It is rare that a candidate will need to travel more than 10 or 15 minutes. The test itself is private and takes only a few minutes.

• Myth: Drug testing is cumbersome and will slow down the hiring process.

  Reality: Negative results are usually reported within 24 to 48 hours. Positive results are verified by a Medical Review Officer and are usually reported within 48 to 72 hours. Results are delivered to the employer via Email or secure fax.

• Myth: Drug testing is an illegal practice that is an invasion of privacy.

  Reality: Pre-Employment Drug Testing, when conducted within accordance with the Fair Trade Administration (FTA) and the Equal Employment Opportunities Act (EEOC) regulations are both legal practices. Some state have implemented guidelines and restrictions regarding pre-employment drug testing.

• Myth: My Union labor contract does not allow drug testing.

  Reality: The national and local labor contracts cannot prevent an employer from exercising their legal right and responsibility to maintain a safe workplace through the use of non-discriminatory testing. The individual employer has the complete freedom of selection in hiring and can reject any job applicant referred by the Union for just cause.