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Are You Smoking Yourself Out of Job Opportunities?

Published May 24, 2010 Continine Testing , drug testing , Human Resources , Tests and Services , Uncategorized Leave a Comment
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Many employers have instituted smoke-free workplace policies, which means employees are not allowed to smoke within their facilities, and many times are limited to designated smoking areas.  There is now an increasing trend with employers refusing to hire people who smoke.  They have added continine testing (checking for a metabolite of nicotine) to their pre-employment screening process.

 You may be asking yourself, “What is up with that?”   Just take a look at some of these smoking statistics shared on the American Lung Association’s and American Cancer Society’s websites:

  • Cigarette smoke contains 4800 chemicals, 69 of which are known to cause cancer.  ExperTox tests for drugs, alcohol, poisons and toxic substances – this means we test for some of the stuff in cigarettes you want to prevent from putting in your body:
    • Acetone
    • Ammonia
    • Arsenic
    • Benzene
    • Cadmium
    • Formaldehyde
    • Lead
    • Methanol
    • Nicotine
    • Toluene
    • In 2004, smoking cost the United States over $193 billion, including $97 billion in lost productivity and $96 billion in direct healthcare expenditures. 
    • Smoking is responsible for 90% of all lung cancer deaths and 80% – 90% of COPD-related deaths.  There are about 443,000 lives claimed each year due to smoking-related diseases in the U.S.
    • Secondhand smoke involuntarily inhaled by non-smokers is classified by the U.S. EPA as a known human carcinogen

 Sure, the idea of companies not hiring people just because they smoke has caused some conflict but think about

  • Rising healthcare costs and what it is ultimately causing everyone to pay just because of about 25% of the population of smokers.
  • Declining productivity in this time where everyone is multi-tasking as the economy picks back up (“smoke breaks” can be time killers!)
  • What type of image is a smoker portraying to its customers, investors and other employees
  • And especially for health-related organizations such as hospitals and doctors’ offices, do employees of these types of companies that smoke give the impression of speaking out of both sides of their mouth?

 Bottom-line, we all know smoking is a bad habit that increases preventable disease and reduces mortality, and that cigarettes are filled with toxins.  Choosing to smoke is an informed decision by anyone – information is everywhere on its effects.

 What do you think of employers now performing pre-employment tests to determine if a candidate smokes?

Why We Do Hexavalent Chromium Testing

Published May 18, 2010 Human Resources , Occupational Exposure Testing , Occupational health , Safety , Tests and Services , Uncategorized Leave a Comment
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Guest Blog by Bennett Ghormley, Chief Safety Officer, AltairStrickland Group

A viewpoint from a leading company that includes hexavalent chromium testing as part of its company’s safety program.

From the moment in 2006 that the Department of Labor/OSHA issued a final standard addressing occupational exposure to hexavalent chromium, our company realized that we must take prompt action because our employees work around chromium dust caused by welding, grinding and gouging on stainless steel and other alloy metals.

 The standard revealed the facts that our welders and others in the welding area could be exposed to the hazards of chromium from the metallurgy.  In addition to use of engineering controls, workplace controls, PPE, and respirator selection and use, the company safety specialists knew that education would be the key to control and elimination of hazards that could expose employees.

 By 2007, AltairStrickland had developed and implemented the hexavalent chromium policy, employee training, field action plan and employee medical evaluations.  Without them all, the program would not have been as successful.  Because the company is proactive, hundreds of employees have remained risk-free from the hazards of chromium dust.

 Environmental and laboratory specialists from ExperTox were instrumental in aiding our company in developing the program and prior to the OSHA effective date, assisted AltairStrickland in field testing of welding setups.  The creation of dispersion studies on an actual jobsite helped the company know how to plan for future welding both in confined spaces and in outside fabrication areas.  The studies conducted early-on are still helping the company today.

 

Lessons learned—No new program is without hiccups.  Even with the best of intentions, our program had some learning curves, such as:

  • Demonstrating to all employees the seriousness of the program
  • Assuring training for all employees and subcontractors
  • Ventilation planning and engineering studies
  • Conducting employee health baselines and medical surveillance

 

 Thanks to ExperTox, AltairStrickland’s safety for alloy and hexavalent chromium welding is assured.

AltairStrickland Logo   www.altairstrickland.com

How To Collect a Hair Specimen for a Hair Drug Test

Published April 16, 2010 drug testing , Hair testing , Human Resources , Occupational health , Safety , student drug testing , Tests and Services Leave a Comment
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People are surprised when they have their first hair drug test.  They are unsure of the procedure and are surprised by the amount of hair that must be collected.  To complete both a drug screen and a confirmation on a presumptive positive screen result, we need a hair sample that is approximately the width of a Sharpie marker.  Lengthwise, 1/2″ of hair equals 30 days.  A common hair test is for 90 days, so the hair must be at least 1 1/2″ in length.  ExperTox can test for longer periods of time – it all depends on the length of the Donor’s hair.

We decided to show you how it is done so there will be no surprises if you must have this type of test completed.  Check out our own Lou Ann Enis, Registered Nurse and Occupational Health Supervisor, as she walks us through the steps.

Let us know if you have any questions or comments!

Breath Alcohol Analysis

Published March 29, 2010 drug testing , Human Resources , Occupational health , Occupational medicine , Safety , Tests and Services , toxicology 1 Comment
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Everyday we hear and read about drivers involved in accidents who are charged with DUI or DWI.  The media will discuss a suspect’s breath alcohol level and the legal limit for alcohol.  A driver might be found to have an alcohol level of 0.15 and the legal limit is 0.08.  You probably hear or read the media discuss a “Breathalyzer” being used to test the suspected driver’s alcohol level but are not sure how breath can determine a blood alcohol level or how much someone has had to drink.

Interesting Historical Note:

The terms “Breathalyser” and” Breathalyzer” have become synonymous with all breath alcohol testing equipment.  Both names are trademarked and originated from an instrument invented by Dr. R.F. Borkenstein who worked for the Indiana State Police. It was invented in 1954 and the technology behind it is still used today. This fact is for those of you who aspire to appear on” Jeopardy” or” Who Wants to be a Millionaire”.

Back to business…How do you get a blood alcohol level from breath you ask?

Alcohol that a person drinks will always appear in their breath.  This is because alcohol is absorbed from the mouth, throat, stomach and intestines into the blood stream.  Alcohol is not digested like food or chemically changed in the blood when it is absorbed.  When blood passes through the lungs some of the ingested alcohol travels across the membranes of the lungs air sacs or alveoli and moves into the air.  This process is one of alcohol’s main properties of evaporating from a volatile solution.

So…the alcohol concentration from lung air is directly related to the alcohol concentration in the blood.  It can be detected by a breath alcohol testing device. 

What are the best ways to test blood alcohol concentration levels (BAC)?

Blood was the original medium used to test BAC’s.   A blood test offers the ability to accurately test the same sample several times, if the sample is properly maintained.  On the down side, blood tests are invasive and analysis time is longer.  The collection process requires trained medical personnel and the analysis requires precise procedures performed by trained lab technicians.  The results are not immediately available.  The test is also expensive.

Breath Alcohol Testing is very accurate, noninvasive, inexpensive and can be performed anywhere.  There is extensive training required and procedures to be followed but you do not have to have medical personnel to perform the test.  It can also be performed anywhere.  That is why it used by law enforcement, medical and safety personnel, and educators to name a few.

Urine testing may also be performed to test BAC.  It is the least desirable of all the methods.  It must be collected in a lab or medical facility and analysis be done by trained lab technicians in much the same manner as the blood test.  It is also expensive and not as accurate as blood or breath.

At ExperTox, we can collect and perform all 3 types of alcohol tests.  In our Occupational Health department we offer DOT and Non-Dot alcohol and drug testing.  We also perform court ordered and tests for the private sector.  We normally do breath alcohol tests unless another type is specified by the client.

There are four types of breath alcohol tests:

  • Screening – A device is used to test a subject to see if BAC is above limits set by employers or state laws.
  • Evidential – A test is done to collect evidence of BAC to be used in court or industry such as post accident cases, reasonable suspicion of use on the job or in traffic violations, and follow-up testing  for previous positive tests.
  • Interlock – Tests are designated for permanent connection to an electrical system of a vehicle; its purpose is to prevent or deter its operation by persons with alcohol in their system.
  • Self Test- Used by people to check their own BAC before working or driving. These have a high degree of accuracy and reproducibility but are not admissible in court.

There are three major types of breath alcohol testing devices, and there based on different principles:

  • Alcosensor – Detects a chemical reaction of alcohol in a fuel cell
  • Breathalyzer – Uses a chemical reaction involving alcohol that produces a color change
  • Intoxilyzer – Detects alcohol by infrared spectroscopy

We use Alcosensor at ExperTox for breath alcohol testing.  They are extremely accurate, dependable, easy to use and portable.  Intoxilyzer instruments are mainly used for research and by law enforcement. They are desk top devices and are stationary.  Breathalyzers are also not used for field work and are more difficult to use and maintain.  Operators of any breath alcohol testing device must be trained in use and calibration of the device.  Scrupulous records must be maintained.

What are your best bets?

If you insist on drinking and driving, just know you can’t hold your breath long enough to avoid the consequences.  Cover-ups such as gum or mints will not do the trick.  Your best option is a designated driver or taxi.

Friday afternoons may seem like a time to celebrate, but a beer or two at lunch could get you into real trouble, either by having an accident that might injure yourself or others or by getting caught as a safety violation.  Just expect when you blow, your employer will know…. the truth.

Lou Ann Enis, Registered Nurse and Occupational Health Supervisor

K2, Spice and The Secret Ingredient, JWH018

Published March 23, 2010 Cannabinoids , drug testing , Human Resources , Tests and Services , toxicology 4 Comments
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There is a new way substance abusers are trying to get around those pre-employment and random drug tests.  They are inhaling incense (such as “Spice”), ingesting herbs and plant products, and smoking fake marijuana called K2.  Sound innocent?  Wait until you learn about JWH018, a synthetic cannabinoid.

 K2, Spice and other “fake marijuana” products made their entrance as a legal substitute for marijuana around 2004.  It is generally sold at head shops and on the internet, easily accessible by anyone, even teens.  What many don’t know is that these alternate products are coated with a man-made toxic substance, JWH018.  JWH018 is an analgesic chemical that produces effects similar to THC, the chemical in marijuana that makes a person “high”.  However, JWH018 is 3 to 5 times more potent than THC.

 Though these products are currently legal in the U.S., the Drug Enforcement Administration has labeled them as “a drug and chemical of concern.”.   With symptoms such as:

  •  Increased heart rate and/or blood pressure
  • Loss of consciousness
  • Paranoia and hallucinations
  • Agitation
  • Vomiting
  • Occasional psychotic episodes

 parents, employers, schools and communities should be worried.  Just because something is legal does not mean it is safe.

 JWH018 does not show up in standard drug tests, and users know this.  Ingesting this herbal blend is becoming a sport for those who previously made a game of attempting to adulterate specimens or gauge their timing before their drug test to avoid showing up positive.

 ExperTox now offers a test for JWH018.  Urine is the only specimen that can be tested at this time, and the results will reflect “Detected” or “Not Detected” versus reference ranges.

 It’s not the ‘60s anymore, yet “incense” has made a comeback – beware.

National Poison Prevention Week March 14-20, 2010

Published March 15, 2010 drug testing , Human Resources , Pet Poisoning , Poisoning , Safety , Tests and Services , toxicology 1 Comment
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The Southeast Texas Poison Center (SETPC) invites you to participate in this year’s National Poison Prevention Week (NPPW) starting March 14-20, 2010.  During this week, poison centers across the United States partner with various organizations such as  local pharmacies, physician offices, businesses and schools to help raise awareness about the dangers of poisons, ways to  prevent poisonings and how to access the toll free 24 hour emergency  help line at 1-800-222-1222.  We try very hard to reach all communities, but cannot reach everyone.  To make sure your community hears about the poison center, please assist in distributing our phone number 1-800-222-1222 and our website address: www.utmb.edu/setpc. 

Jon Thompson, Director of the SETPC, comments, “Poisoning is a public health problem-unintentional poisoning is the second leading cause of unintentional injury death in Texas and nationwide. Poison centers are our nation’s primary defense against injury and deaths from poisoning.”

The SETPC is a 24-hour poison information and emergency treatment resource for the public and healthcare professionals in 28 designated counties of southeast Texas. Located on the campus of the University of Texas Medical Branch in Galveston, it is certified by the American Association of Poison Control Centers as a regional poison center, and is one of six poison centers comprising the Texas Poison Center Network established in 1994 by the Texas Legislature to provide poison prevention and treatment information to Texas residents and healthcare providers. By dialing 800-222-1222, callers have access to a network of health care professionals: nurses, pharmacists, paramedics and physicians who have extensive education, training and expertise in the field of clinical toxicology or poisoning. This free access number works similarly to 911 in that all calls are directed to the designated regional poison center, and it has the capability to translate calls in a variety of languages, including Spanish. The SETPC also conducts public education activities for teachers, students, and other groups in an effort to create safer environments for Texas residents. Funding for the poison center is provided by the Texas Department of State Health Services, the U.S. Department of Health and Human Services Health Resources, and through public and private donations.

NPPW is only one week per year, but poison prevention is a 52 week, year-round activity. Be poison smart and call the poison center at 800-222-1222 anytime of day for answers to any question about poison. Thank you for your support of the poison center.

Jon D. Thompson, Director, UTMB Southeast Texas Poison Center

We would like to thank the UTMB Southeast Texas Poison Center for all that they do year-round  to support poison prevention and especially Jon Thompson and Wendy Allen, Community Education Specialist, for the information on National Poison Prevention Week.

“Can you speak up please? I can’t hear you!”

Published March 3, 2010 Audiology , Human Resources , Occupational health , Occupational medicine , Tests and Services Leave a Comment
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I think everyone will agree that we live in a noisy world.  Not only are most of us exposed to noise at work, but our leisure activities are also excessively loud!  Gardening, woodworking, motorcycles, Ipods, concerts, surround sound on our gigantic TV’s, hunting, boating – the list is endless!

Now days, the noise exposure at our work environments is monitored by NIOSH and OSHA.  Companies are required to do noise studies and control noise exposure when possible.  Hearing protection is made available and employees are required to use it.  Signs are posted in areas where noise is excessive warning employees to take extra precautions.

No one comes home with us and posts a sign on our vacuum cleaners and grass blowers to warn us that using them without hearing protection can cause hearing loss.  It is called NIHL – Noise Induced Hearing Loss. 

What ever your hobbies or leisure activities… extended exposure to excessive amounts of noise can result in permanent hearing loss.  In fact, excessive noise exposure is the leading cause of hearing loss today.

The ear is a miraculous and efficient organ!  Sound waves are collected by the outer ear and funneled through the ear canal to the eardrum.  Sound waves cause the eardrum to vibrate.  The three bones of the middle ear transmit and amplify the vibrations to the oval window of the inner ear.  Fluid in the inner ear stimulates the nerve endings called hair cells.  Electrical impulses are sent from the hair cells along the auditory nerve to the brain.  The tiny hair cells in the inner ear are easily damaged by loud noise and once you loose them, they never grow back!

The symptoms of hearing loss are:

  • Hearing but not understanding
  • Turning up the volume on the TV
  • Must lip read to understand speech, as well as constantly asking people to repeat themselves or saying “Huh”.
  • Cannot hear environmental sounds such as game calls, crickets, birds chirping, sirens and car horns
  • Strained personal relationships, denial
  • Social withdrawal
  • Fatigue and stress

NIHL can be caused by a one-time exposure to an intense sound such as a gun shot, firecracker or an explosion, or by continuous exposure to loud sounds over an extended period of time such as woodworking or riding a motorcycle.

Sound is measured in units called decibels.  On the decibel scale an increase of 10 means that a sound is 10 times more powerful.  For example, a sound that measures 80 decibels is 10 times more intense that on that measures 70 decibels.   A refrigerator humming usually measures around 30-40 decibels.  Normal conversation is approximately 60 decibels.  Traffic noise can measure 85 decibels or more.     Long or repeated exposure to noises from 120 – 150 decibels can cause hearing loss.  The louder the sound, the shorter the time period you can be around it before hearing loss occurs.  A good rule of thumb is to avoid noises that are “too loud” and “too close” or that last “too long”.  If you cannot avoid them use hearing protection!

NIHL is 100% preventable.  All individuals should understand the hazards of noise and how to practice good hearing health in everyday life.  To protect your hearing:

  • Know which noises can cause damage (those greater than 85 decibels).
  • Wear hearing protection when involved in a loud activity. (There are many types available at hardware and sporting good stores).
  • Be alert to hazardous noise in the environment.
  • Protect the ears of children that are too young to protect their own.
  • Make family and friends aware of the hazards of noise.
  • If you suspect hearing loss, have an exam by an otolaryngologist (a physician who specializes in diseases of the ear, nose and throat) and a hearing test by an audiologist.

You can get more information at www.noisyplanet.nidcd.nih.gov.  If you do a Google search you can try key words such as hard-of-hearing and noise-induce hearing loss.

Being aware of noise exposure at work and at home will help everyone control the risk of noise-induced hearing loss.  Take care of your hearing!  Try to imagine a world where you don’t hearing the crickets on a summer night or the birds chirping on a sunny day.  Imagine not be able to hear the fire engine barreling down on you or getting a ticket for evading the police.  I bet they are not sympathetic to “I didn’t hear you”!

Lou Ann Enis, Registered Nurse and Occupational Health Supervisor

Keeping Up With the Trends: Substance Abuse Has Changed. Shouldn’t Your Workplace Drug Testing Program?

Published February 1, 2010 drug testing , Drug-Free Work Week , Hair testing , Human Resources , Occupational health , Occupational medicine , Safety , Tests and Services , toxicology 2 Comments
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Although I am reluctant to admit it at my young age of 44, I read an article in an AARP magazine. It caught my eye on the coffee table because it boasted a list of the top 50 drugs prescribed in 2008. Hydrocodone (a pain reliever) topped the list, and amongst the top ten which consisted of antibiotics, cholesterol medications and hypertension drugs was Alprazolam (for depression) at number nine. I found the list to be painfully depressing, no pun intended.

 A recent SAMHSA Report asked past year nonmedical users of prescription drugs how they obtained the drugs. Can you believe that over half of the nonmedical users of prescription-type pain relievers, tranquilizers, stimulants, and sedatives said they got the drugs they used most recently “from a friend or relative for free.” In a follow-up question, the majority of these respondents indicated that their friend or relative had obtained the drugs from one doctor.

 It makes me wonder why the most commonly used drug tests do not detect either of these drugs. Wouldn’t it be worth it to find out if these seemingly “easy access” meds have made it into your workforce?

Is drug testing a good idea? Sure I think we can get a consensus on that. Employer drug testing programs not only save employers money by earning them discounts on their worker’s compensation premiums, they also protect the owners from the possibility of having a liability on the job. But once an employer decides to implement a program, how do they know they are creating a robust testing program with options that increase the chance of catching users?

Here’s what I think. A robust program needs to include not only pre employment testing, but random testing also. A recent Quest Diagnostics study backs this up. It also needs to include random specimen type testing so that the detection time for the test may not be known by the donor in advance. Oral fluid, urine and hair testing should be part of the program.

Also, employers need to begin testing for more than just the standard five (Marijuana, Cocaine, Phencyclidine, Amphetamines and Opiates). An underemphasized fact is that the standard five mentioned above, although it does include Opiates, it will not detect Hydrocodone. In most cases, this must be ordered separately.

So, with all of those choices out there, how can an employer screen out the potential liabilities?

  • Utilize a robust pre-employment test including an oral fluid, urine and hair specimens. Combined, this will give a 90 day window into the applicant’s past.
  • Test for more than the standard five drugs mentioned above. ExperTox offers the most robust product line of hair testing that will include the above mentioned synthetic opiate (Hydrocodone) and Benzodiazepine (Alprazolam) class drugs.
  • Random testing of at least 50% of the workforce yearly

Incorporating this into the workplace testing program may sound complicated and expensive. But with the help of providers like Any Lab Test Now and ExperTox, your drug testing needs can be evaluated and performed at an affordable cost. The money you spend on your drug testing program will protect your assets and improve productivity.

And now, I think it is time for me to go to the book store and improve my coffee table literature to something more suiting a youngster like me!

By Laura Bradbury, Toxicology Manager at Any Lab Test Now 

Thanks Laura and Any Lab Test Now for being our guest blogger this week.  Excellent points!

Bay Area Human Resources Management Association (BAHRMA) – First Class Group

Published January 22, 2010 drug testing , Human Resources , Occupational health , Safety , Tests and Services , Uncategorized Leave a Comment
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ExperTox participated as an exhibitor in the Bay Area Human Resources Management Association’s (BAHRMA) annual conference at Moody Gardens in Galveston yesterday.  Wanda Rivers with Benefits & Compensation Specialists headed up the event and boy, was I impressed.

Some members of BAHRMA may say “why, attendance was way down from last year due to budget cuts?”.  Over and above meeting great people, it was the thought, creativity and effort Wanda and her team put into ensuring their sponsors and exhibitors were paid attention to.

Let’s just be upfront – nobody wants to feel like they are going to be bombarded with sales pitches when entering an exhibit area, so in some respects exhibitors get “left in the cold”. On the flip side, exhibitors pay a good amount of money to attend, from paying for the booth and incidentals, to travel and accommodations.   The exhibitors attend to gain exposure to new potential clients and if truth be known, most don’t come to “sell” right then and there; they come to introduce, educate, and share how they can help the attendees.  So how do you get a group that is afraid the “used car salesperson” is going to jump on their every booth visit feel comfortable with a group that does need to see some return on their investment?  ASK WANDA.

I have attended many exhibitor functions and out of my many years, she did a first-class, top-of-the-line job on creating a win-win.  What did she do differently to generate exhibitor traffic?

  • She creatively generated traffic through a raffle.  However, the attendee could only get a raffle ticket from the exhibitor if they asked learning questions and became genuinely involved in a conversation.
  • She ensured exhibitors had time with attendees ever 1 1/2 hours during session breaks
  • She divided the attendees up into groups.  Each group had to interview their assigned exhibitor, learn more about them, then one person from that group introduced the exhibitor to the others from the information they learned
  • She made sure there was one exhibitor and one speaker at every table during lunch

What a win-win – I can’t speak for anyone else, but I had fun and met some very interesting people, including prospects, in the process.

I wish I could end this blog with a video of the Alvin Drum Line that woke everyone up at the beginning of the conference.  They rocked as much as BAHRMA rocks!

How Does Drug Testing Associate with “Good to Great” Companies?

Published December 29, 2009 drug testing , Drug-Free Work Week , Hair testing , Human Resources , Occupational health , Occupational medicine , Safety , Tests and Services , toxicology Leave a Comment
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I have a tendency of having one thought that leads to another that leads to another.  This diatribe began by thinking about Quest Diagnostics’ recent statistical report that reflects hair drug testing is much more reliable than drug testing with urine specimens.  Keep into consideration that most hair testing laboratories only perform a standard five panel drug test on hair specimens, which do not screen for some of the other more commonly abused drugs such as benzodiazepenes, oxycodone and barbiturates.

Drug testing programs are put into place by employers for health, safety, productivity improvement and other reasons that affect the health and well-being of their employees and customers, as well as liability and bottom-line financials.  So, this thought then led to another, Jim Collins’ book Good to Great .  The main principle I got out of this book was how critical it is to hire the right people in a company’s efforts to grow and be its best.  Ask Bud Hadfield, founder of the International Center for Entrepreneurial Development (ICED).  He knows it is critical to hire the right people versus just capable people; in fact, this was the first question he asked me when we first met, signifying its importance.

Another thought – then, does the definition of the right people include candidates and employees who do not have substance use/abuse problems, even if used on a casual basis?  What we know about testing urine specimens for drug testing purposes is that  [a] attempts at adulteration are most prevalent when compared to other types of samples such as hair, nails or oral fluid; [b] it has a fairly narrow detection window when compared to hair (where the standard is 90 days); therefore, persons “stop” taking drugs to avoid positive test results when they know they are going to be tested for pre-employment or random purposes; and [c] employers many times “plan” the drug testing schedule over a period of time that allows street-wise drug users to implement [b] above.

It’s not just all about the specimen, though.  Why are employers still using the standard five (5) panel drug test for non-DOT purposes?  An employer once told me they have a low positive rate in there company; therefore, their program was working and there was no need to make any “changes”.  Well, maybe there was a low positive rate because the employer was missing commonly used drugs such as benzodiazepenes (eg. Xanax), hydrocodone (eg. Vicodin) or oxycodone (eg. Oxycontin)?  Maybe they allowed too much time to pass between notice given to a candidate and the actual drug test?  Maybe a better reflection of the person’s use of drugs would have been reflected in a 90-day hair test versus a short detection urine test that can be planned around?

My last thought was that so many companies want to be “great”.  They even invest in assessments such as DISC, Meyers-Briggs, Wunderlich, Chally and other types of tools to ensure they are choosing the right person for a specific position.  Yet, they don’t take the heavy implications of drug use into full consideration.  Why not also invest in testing for all of the most commonly used/abused illegal drugs, or getting a real snapshot of a person’s drug use history by looking at a 3 month period versus one week? 

I’ll leave you with a few additional statistics to ponder over, from a survey sponsored by the National Institute on Drug Abuse (NIDA):

People that use drugs are:

2.2 times more likely to request early dismissal/time off

2.5 times more likely to have absences of 8 days +

3 times more likely to be late for work

3.6 times more likely to be involved in a workplace accident

5 times more likely to file a worker’s compensation claim

 So, if you really want to have a “great” company with happy employees and clients, zero or low accident and incident rates, lower employee turnover…  the list goes on… then shouldn’t a strong, proactive drug testing program be a part of the process?

 

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