The Drug Testing Agency in the United States has a long and somewhat infamous history when it comes to using random drug testing on employees. In the beginning, the Agency was primarily used to test for hazardous drugs. However, as the years went on, it was used as an effective way of finding out about employee drug use, as well as performance in the workplace. While employers who wanted to make sure that their employees were not hiring or associating with criminal elements within the workplace welcomed the opportunity to do so, privacy advocates argued that the Agency’s random Drug Testing Agency in Texas was also an invasion of privacy.
Employers and management have the legal right to request drug testing on employees based on the fact that they are about to undergo a sensitive procedure, such as performing renovations or undergoing drug treatment. Additionally, they have a right to request an employee to submit to a drug screening at a specific time in order to perform a specific job function. Additionally, employers have the right to request a random drug testing even when the employee is about to get married or engaged in sexual relations. For example, if an employee is about to start seeing another person through a dating site or social networking site, then employers could request that the employee take the drug screen test prior to the start of the workday.
Currently, there is no requirement that an applicant be subjected to drug testing. However, many private employers and companies have been known to ask for consent or a fingerprint drug testing prior to employment. Before allowing an applicant to go through the drug testing process at one’s place of work, employers must first find out whether or not the prospective employee has passed the drug screening procedure. After the screening, the company must find out the result of the drug test. If the employee has passed, then the company has the right to conduct further drug testing, either by visiting the local crime lab or sending the employee home.
There are several ways by which an employer can request that an employee undergo a drug test.
The federal government has set up the Office of Drug Control Policy, to administer and regulate drug testing programs. The Substance Abuse and Mental Health Services Administration are the primary agency within the federal government that provides oversight and assistance to state alcohol and drug programs. Another option available to employers is to have an employee take a urine drug test instead of the more traditional hair, saliva, and breathalyzer drug tests. The urine drug test is more accurate than these other procedures.
To start, an employee will need to schedule a visit with the local drug testing agency. During this appointment, the employee will be asked to take a voluntary urine test. If the urine test shows the presence of drugs or alcohol, the employee will need to report this information to the office of the drug testing agency. However, even if the urine test does not indicate the presence of drugs or alcohol, the employee may still choose to take a blood or oral fluid drug test instead of reporting to the office.
Once an individual has undergone a drug screening at the workplace, they will need to go through the proper paperwork. This paperwork will include a formal notification to the employer that the employee has tested positive for drug use. Depending on the location of the workplace, some employees will still need to report this information to their jobs on a regular basis. After the completion of all of the necessary paperwork, employees will be notified if their test results were positive or negative. If you would like to know more about drug testing then you can check the websites such as https://usadrugtesting.org
