Ways Employers Can Legally Drug Test Applicants and Employees
Did you know employers can drug test your urine and your hair? Jobseekers need to know how they can pass both a urine and hair follicle drug test in today’s competitive job market.
Most people looking for work these days know that they will likely be faced with having to pass a drug test as part of the employment process. But with that said, many people have notions about drug testing that are not true, namely that the only way employers drug test applicants and existing employees is by way of urine drug testing. In fact, one of the most popular ways employers are drug testing in 2013 is by hair sample.
Many who are aware that employers drug test using a sample of hair are under the misguided perception that the hair used by drug testing laboratories will be taken from the scalp, generally from the crown of the head. But this is simply not the case. “Most labs doing hair follicle drug testing these days are taking from a variety of sample areas, including arm and leg hair, and yeah, even armpit hair and pubic hair if they have to resort to that kind of thing when someone comes in with a suspicious shaved head,” says one lab technician in San Antonio, Texas.
To be able to pass a drug test in 2013, test takers must be prepared to pass a hair follicle drug test and a urinalysis, not just one or the other—more and more employers are requesting both types of drug testing, often referred to as “complete body drug testing.”
In order to pass a hair drug test, the sample taken must not have any drug chemical compounds detectable for up to 90 days prior to the testing date. This seems unfair to many jobseekers, who might suggest that what they were doing three months ago is not a reflection of what they are doing today. For people facing such a conundrum, special drug test shampoos and conditioners are available, making it possible to detox the hair of toxins that have long ago left the body, giving job applicants a fairer chance at employment so they are not judged on their past, but rather their present and future capabilities and contributions to the workforce.
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- Janie M. Diaz
- Public Relations
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