Drug Screening Frequently Asked Questions

 

1. Should we always use an MRO to discuss positive drug test results?

Sent: Wednesday, March 17, 2010 6:06 PM
Subject: MRO

 
  1. Yes. The MRO is the only person who should discuss possible medical explanations for positive test results with applicants and employees because: (1) the MRO will keep the information provided by the applicant or employee confidential; and (2) the MRO has the medical expertise to make an appropriate conclusion about the applicant’s or employee’s potentially legitimate use of medications that may affect a drug test result. The employer’s non-participation in the MRO review process actually protects the employer from making erroneous decisions that could lead to discrimination claims, or from acquiring unnecessary knowledge of medical facts that could be the basis of later, unrelated discrimination claims.
  2. Do not engage in discussions with applicants or employees over reasons for positive (or potentially positive) drug test results. As stated above, all discussions concerning applicants’ or employees’ use of legal medications – and their effect on drug test results – should be directed to the MRO, not to the employer. Employers should review their drug and alcohol testing policies to ensure that applicants and employees are advised to discuss their use of legal medications only with the MRO, not with the employer. 

See Florida Drug Free Workplace Statute: Click Here

National Employment Screening provides Criminal, credit, driving records and other employment background check services and we also offer Drug Screening. We work very closely with laboratories located throughout the United States.

Our Drug Screening Specialists will rigorously monitor your account and will answer any of your questions. Please note, if you are using other drug screening companies, we will likely lower your drug screening costs.

Moreover, you can enter the applicants data only one time for all your employment screening needs. Simply check the block for drug screening and your applicants information is automatically transmitted for you to the drug screening facility.

Enter the applicant into the National Employment Screening order system as soon as you know the individual will be taking their drug test

Easy and Fast Drug Screening

  1. Provide the Chain of Custody form to your applicant prior to Drug Test. (All required forms are furnished by National Employment Screening)
  2. The applicant goes to the laboratory. The nearest locations are provided from the laboratory web site.
  3. After collecting the specimen, the courier service typically arrives around 3:00 pm. to pick up the specimens. The courier is usually able to get the specimen to the testing center within 24 hours.
  4. Positive results can be sent to the Medical Review Officer to verify any medical reasons why the drug screen came back positive.
  5. Testing can take 24-48 hours depending on the test conducted before the results are reported to National Employment Screening and forwarded to you promptly.

Just Ask for a copy of the applicants completed Chain of Custody.

A. This form is proof that the applicant went for the drug screen collection

B. Provides the facility information: name, address and phone number

C. Date and time of collection


What are the most recent statistics concerning employment drug testing?

  • 65% of those entering the workplace have used illegal drugs?
  • 23% of all American workers use dangerous drugs on the job?
  • 42 billion dollars a year is lost to drug and alcohol abuse?
  • 33% of employees admit to stealing a product or money from jobs in the last three years?
  • 25% of applicants were actually caught lying during an interview?
  • 30% of applications contain false information?
  • 30% of business failures are due to poor hiring practices.
  • Drug users cost 300 % more medical costs and benefits.
  • 70% of illegal drug users have a full time job.
  • 38% - 58% of on-the-job injuries can be attributed to alcohol/drug abuse.

Employee Assistance Programs

Drug Free Workplace

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None of the information in this web site should be construed as legal advice. All forms policies, terms, information and procedures should be reviewed by your legal counsel before being used in any way.