The saliva test is the least used of the four. It can only test for the recent use of marijuana, alcohol, methamphetamine, and cocaine in the subject’s mouth. If a user keeps a bottle of mouth wash in his or her car or close by, they can easily pass the test because the mouth wash will work against any chemicals in the saliva. If a good sample can be retrieved, the saliva test can be a reliable test. The University of Utah’s Center for Human Toxicology found that “illegal drugs can be detected in saliva” and “the drug concentration found in saliva corresponds to the drug dosage. (Fatah, Cohn, 2003)
The testing of the hair is able to detect most of the substance activity in depth over a long amount of time. The drugs will deposit a residue in the shaft of the hair that will remain there until the hair is cut, whether the drugs were taken through injection, ingestion, or inhalation. If the user has long hair, the length is bad news for them because it will contain more history. When the hair test was first used, the lab would gather large specimens for testing, causing many complaints in this method of testing. The testing and method of collection have gotten better which is reducing the cost of the test, making it more appealing to the employer.
The most popular test and least costly is the urine test. The presence of alcohol and chemicals can be detected for several days or weeks after use. To make sure the specimen is a fresh sample, the labs ask that the person empty his or her pockets and lock the contents along with any bags in a lockable unit. The sample could be tested by a chemical mix or dip a colored test strip into the sample for quick answers depending on what they are looking for.
Probably the most invasive test is the sweat test. The person must wear a patch for a period, usually seven to 10 days. The gauze pad is tested for several types of drugs. If a drug presence is found, a confirmatory test is performed and if the presence still exists and is above the cutoff, the lab will produce a positive test result.
The various drug tests seem to be more reliable for certain drugs. The urine test is more. For testing for the presence of opioids, the urine test is more reliable. When testing for compounds that are morphine based, the hair test is more reliable. All these tests are reliable enough to indicate if the employee was under the influence of drugs or alcohol at the time the test was done. It does not necessarily prove the employee abuses the drug.
The federal government initiated mandatory drug tests back in the 1980s as part of the War on Drugs starting with the military. The testing was later expanded to the Coast Guard, those who worked for the federal government in safety sensitive position, the companies that received federal grants or contracts in the amount of $25,000 or more. The public transportation industry, aviation, trucking, railroad, and marine, joined the mandatory testing field in the 1990s.
Several types of drug testing programs are available. They are 1) Random and comprehensive testing of employees in sensitive positions, 2) voluntary testing of any employee or appointee who wishes to participate in the drug testing program, 3) Reasonable suspicion testing, based on specific and particular facts and reasonable inferences from those facts, 4) Special condition testing, as part of an examination following an accident, 5) Follow up testing, administered by an agency or company during or after counseling or rehabilitation through an employee assistance program, 6) Testing applicants for any position or appointment. (Carrol, 2000)
Those who abuse drugs and alcohol come from all walks of life. This is one reason many employers are now requiring that a pre-employment drug test be performed. The employer is expected to protect their company and their employees against those who abuse drugs and alcohol. With that in mind, the employer is able to have anyone tested that has showed probable cause.
In conclusion, workplace drug screening is a big benefit to both the employee and the employer. The employee will feel safer knowing they are working in a drug free environment. The pre-employment testing will help weed out the users that could possibly cost the company money.
References
Carroll, C (2000). Drugs in modern society. Boston, MA: McGraw-Hill.
Fatah, Alim, & Cohn, J (2003). Developments in Drug Testing: Saliva as an Alternate to Urine and Blood. Technology Update, 65, Retrieved May 15, 2008, from .
Osterloh, J, & Becker, C (1990). Chemical dependency and drug testing in the workplace. Journal of Psychoactive Drugs, 22, Retrieved May 14, 2008, from .
