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Which Drug Test is Right For Your Company?
Using ARCpoint’s drug and alcohol testing services can help keep your workplace safe. In some industries-like the DOT-drug testing is mandatory, but in others, it is at your discretion. If your company is still deciding on whether it should require drug testing for employment, our team at ARCpoint Labs highly encourages you to do so.
This gold standard method can detect most drug use within the past 3 days, though generally not within the last 4-6 hours.
Saliva testing can detect drugs immediately after use, and up to 2 days later. Plus, oral fluids cannot be adulterated or substituted.
A breath alcohol test determines impairment at the time of the test and is relative to when and how much alcohol was consumed prior to the test.
A great option for detecting long-term drug use, hair tests can measure back 90 days or longer and aren’t cheated easily.
Screen vs. Confirmation
Screenings are high-level, preliminary tests to confirm the presence of drug classes, but are non-specific and cannot be used to identify what exactly is triggering the positive tests. Confirmations, on the other hand, can identify which specific drugs or compounds are present in a sample. It’s the difference between knowing whether the individual in question is testing positive for opiate because they’re taking a prescription opioid after a medical procedure, or because they’re using heroin recreationally.
Window of Detection
Because the window of detection varies based on a number of factors-the amounts and frequency of drug use, the individual’s genetics and general health, etc.-selecting the right tests is critical. Each test has been optimized around the definitive cut-off level which allows for detection with no risk of false positives.
Drug Testing Laws
Managing workplace drug testing programs can be a task that often leaves more questions than answers in an ever-changing legal landscape, which is why we offer a wide range of employer solutions relating to drugs and alcohol. In addition to providing employee drug testing services, we can meet with you to review your current drug and alcohol policy and identify areas for improvement, as well as ensure that your policies are in compliance with current legislation.
New drug testing regulations are released every year. We’ll check whether you’re in compliance and help make sure you stay that way.
Rule 49 CFR Part 40 requires all safety-sensitive employers to conduct proper drug and alcohol testing, including pre-employment, randomized, reasonable suspicion, post-accident, follow up, and return for duty.
Request a summary of the law(s) related to the medical and/or personal use of marijuana and cannabidiol (CBD) in your state.
When’s the last time you reviewed your drug and alcohol testing policy? We’ll work with you to create a custom policy that reflects the specific and unique needs of your workplace.
The DEA maintains strict categorization of certain drugs, substances, and chemicals according to their acceptable medical use and the drug’s abuse dependency potential. These five distinct levels, or schedules, are set at the federal level and takes precedence over state laws if and when there are discrepancies.
|Schedule I||Most potential for abuse and dependence. No medicinal qualities. Examples include Heroin, LSD, Marijuana, Ecstasy (MDMA), Peyote, etc.|
|Schedule II||High potential for abuse and dependencies. Some medicinal qualities. Examples include: Vicodin, Cocaine, Methamphetamine, OxyContin, Adderall, etc.|
|Schedule III||Moderate potential for abuse/dependence. Doctor’s prescription required. Examples include: Tylenol with codeine, Ketamine, Steroids, Testosterone etc.|
|Schedule IV||Lowest potential for abuse/dependence. Acceptable medicinal qualities. Prescription required; lower refill regulations. Examples include Xanax, Darvon, Valium, Ativan, Ambien, Tramadol, etc.|
|Schedule V||Lowest potential for abuse/dependence. Acceptable medicinal qualities. Prescription required; lower refill regulations. Examples include: Robitussin AC, Lomotil, Motofen, Lyrica, etc.|
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