Job applicants may be required to be screened for drug and alcohol use prior to being hired. Employees may be tested for drugs or alcohol in the workplace, where permitted by state law.
The types of drug tests which show the presence of drugs or alcohol include urine drug tests, blood drug tests, hair drug tests, breath alcohol tests, saliva drug screen, and sweat drug screen. Here's information on the type of drug tests employers utilize and what types of drugs are tested for.
Drug and Alcohol Testing
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Hiring can be contingent upon passing pre-employment drug and alcohol tests and screenings. Drug testing laws vary by state. In some cases, the law requires drug testing. For example, industries regulated by the U.S. Department are covered by federal or state drug testing requirements. In some states, there are limits to when and how drug screening can be conducted.
Breath Alcohol Tests
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Blood Drug and Alcohol Tests
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Hair Drug Tests
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Mouth Swab Drug and Alcohol Tests
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Urine Drug and Alcohol Tests
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A urine drug test is the most commonly used test when job applicants or employees are screened for illegal drugs or alcohol use. Urinalysis shows the presence of drug residues that remain in the body after the effects of the drug have worn off.
Passing a Drug Test
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Prospective employees may be required to be screened for drug and alcohol use prior to being hired. Employees may be tested for drugs or alcohol in the workplace. What can you do if you are concerned about passing a drug test?
When Employers Drug Test
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When do employers drug test? Employers may drug test as part of the pre-employment hiring process and also may test employees for drugs and alcohol use under certain circumstances.
Company Drug and Alcohol Test Policies
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Many companies test job applicants for illegal drug use as part of the employment hiring process. In addition, employees may be screened for drug and/or alcohol use, where permitted by state law. Review a sample company drug test policy that specifies how and when company screens for drug and alcohol use.
