Drug Screening

Pre-employment drug testing is conducted on a new hire/ prospect employee to monitor policy compliance and minimize health and safety risk for existing employees. An “employee” means any person who will work for salary, wages, or other remuneration for an employer.

"Reasonable-suspicion drug testing" means drug testing based on a belief that an employee is using or has used drugs in violation of the employer's policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon:

1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug.
2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance.
3. A report of drug use, provided by a reliable and credible source.
4. Evidence that an individual has tampered with a drug test during his or her employment with the current employer.
5. Information that an employee has caused, contributed to, or been involved in an accident while at work.
6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on the employer's premises or while operating the employer's vehicle, machinery, or equipment.

If the employee has a prohibited conduct event, a follow-up testing schedule will be determined by the SAP after the individual produces a negative Return-to-Duty test result. The employer is responsible for determining specific dates and times, in accordance with the determined testing schedule. CIC is able to work with the employer to coordinate the selection of dates and times for the follow up testing.

As an employer, if you decide that you want to permit an employee who has tested positive on a controlled substance or alcohol test to return to work, you must ensure that the employee takes a return-to-duty test, which results of negative. This test usually occurs after a Substance Abuse Professional (SAP) or an EAP has determined the employee has successfully complied with prescribed education and/or treatment.

Random testing is conducted on a monthly or quarterly basis according to company policy. The selection of employees for a random test must be made with a scientifically valid method, such as a random number table or a computer-based random number generator matched to the employee’s social security number or employee ID number. Each employee selected for alcohol and/or controlled substances testing under the selection process used, shall have an equal chance of being tested each time selections are made. If the employer has employees who fall under the Department of Transportation’s defined Safety Sensitive Positions, then random testing must be conducted according to D.O.T. Regulations.

Hair testing is the most accurate and effective method of finding users of drugs of abuse. Ai’s hair test includes the standard 5-panel:

• Amphetamines
• Phencyclidine
• Opiates
• Cannabinoids
• Cocaine Metabolite

The standard for the industry is to test 1.5 inches, which provides a 90-day history of the donor’s drug use. This tests uses a small sample of hair cut at the scalp, which is cosmetically undetectable. Hair analysis evaluates the amount of drug metabolites embedded inside the hair shaft, making adulteration impossible.

Collection of hair samples can be done at one of the hundreds of locations across the country. If you would prefer to provide your own collection, we can train and certify your personnel in the proper hair sample collection process.