Do employment drug screens test steroids

Kristen Roupenian, in “ Cat Person ,” the New Yorker short story that has been, and continues to be, going viral , selected as her storyteller a classic, third-person omniscient narrator: the Godlike entity, seeing all and telling some. And then Roupenian—the subsidiary, and yet much more complicated decision—focused her narrator’s attentions entirely on the perspective of her protagonist, a 20-year-old college student named Margot. It is from Margot’s perspective—her perspective as filtered through this particular story’s author-God—that Roupenian’s story unfolds: Margot meets a man named Robert, several years her senior, and then successively flirts with him, texts with him, goes on a date with him, sleeps with him, and, finally, breaks up with him.

If you are taking prescription medication, it’s a good idea to check on what the employer is going to screen for. It’s usually better to disclose your medications ahead of time than to fail the drug test outright. Some employers may make exceptions for employees who are on temporary medication, or are being monitored by a physician for a chronic condition. If your medications could create a dangerous situation for you or your co-workers, you should know that in advance as well. It can be an awkward situation, but remember that it is always better to err on the side of honesty than to be caught in a lie.

If a current employee tests positive for drug use, employers must follow the procedures and policies that they have put into place. Drug tests results should always be maintained on a confidential basis. Some companies utilize an Employee Assistance Program, or EAP, for professional assessment and treatment recommendations. Some companies will fire an employee on the spot if a drug test turns up positive. DOT employers must always refer an employee who tests positive to a Substance Abuse Professional, or SAP. However, DOT is silent with regard to who must pay for treatment after a failed drug or alcohol test.

If you or your workers operate certain commercial vehicles in the . (such as buses, trucks, or a transporter of hazardous materials), you may be a . DOT-regulated employer, where testing is mandatory. Certain railway workers, pipeline workers, aviation workers, and marine industry workers may also fall into this category. Non-Regulated/Workplace » If you and your workers are not impacted by . DOT regulations, you are a non-regulated employer. We call these companies “Workplace” clients. Government and the Community » If you are a municipality, provincial or federal government agency, or a charity or non-profit group, find information here on our testing programs. Child Protection Agencies » If you are a child protection agency that requires drug and/or alcohol testing, you’ll find information on our objective and defensible testing services here. Individuals » If you suspect someone close to you of using/abusing drugs and/or alcohol, if you are legally required to be tested, or if you want to demonstrate your alcohol and/or drug-test status, you’ll find information on our services here.
1. Lynds, Corinne. “Combatting alcohol and drug use in the workplace.” Canadian Manufacturing,   14 October 2009. Web. 23 July 2013.
     
Copyright © DriverCheck Inc. All rights reserved.
"DriverCheck" is a registered trademark of DriverCheck Inc.

Frequently Asked Questions Q: What is the turnaround time for a test result? A: Most normal negative test results are reported within 24 hours from the time the specimen reached the laboratory. Positive or abnormal tests take a few days longer due to the confirmation and verification process.   Q: How much do the test supplies cost? A: All conventional test supplies are free of charge. This includes the chain of custody form, sample kits, air bills, and lab packs for shipping.   Q: What are the options for receiving results? A: NTA, Inc. currently provides five means of receiving test results: by mail, phone call, fax, web, or email   Q: How do I find a collection site? A: NTA, Inc. has a list of over 19,000 collection sites all over America for our clients' convenience. If there is not currently a facility in your area, we will help find a location for you.   Q: How do I know that a positive result can be trusted? A: Laboratory testing procedures require the specimen to undergo an initial screening that uses a standard cut off level. If a specimen is found to have a higher concentration of the drug than the initial cut off level, it undergoes further testing to detect exact levels of the substance. Q: My employee says that she was at a party where other people were smoking pot but she wasn't. Will passive smoke make you test positive? A: The lab cut off numbers are set at a level of concentration high enough to ensure that passive smoke will not cause a positive result. Yes, she may have some level of the drug in her system, but for someone to test positive from passive smoke, they would have to be locked in a room the size of a phone booth with 5-6 people smoking marijuana for 4 hours continuously. Passive inhalation will not make you test positive.

Do employment drug screens test steroids

do employment drug screens test steroids

If you or your workers operate certain commercial vehicles in the . (such as buses, trucks, or a transporter of hazardous materials), you may be a . DOT-regulated employer, where testing is mandatory. Certain railway workers, pipeline workers, aviation workers, and marine industry workers may also fall into this category. Non-Regulated/Workplace » If you and your workers are not impacted by . DOT regulations, you are a non-regulated employer. We call these companies “Workplace” clients. Government and the Community » If you are a municipality, provincial or federal government agency, or a charity or non-profit group, find information here on our testing programs. Child Protection Agencies » If you are a child protection agency that requires drug and/or alcohol testing, you’ll find information on our objective and defensible testing services here. Individuals » If you suspect someone close to you of using/abusing drugs and/or alcohol, if you are legally required to be tested, or if you want to demonstrate your alcohol and/or drug-test status, you’ll find information on our services here.
1. Lynds, Corinne. “Combatting alcohol and drug use in the workplace.” Canadian Manufacturing,   14 October 2009. Web. 23 July 2013.
     
Copyright © DriverCheck Inc. All rights reserved.
"DriverCheck" is a registered trademark of DriverCheck Inc.

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