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Employers are also free to require pre-employment drug testing and/or to enforce random drug testing multiple times a year. Employers can test for any substances using any accepted method ...
The antibody will then react with the drug-protein conjugate and a visible colored line will show up in the test line region of the specific drug strip. [citation needed] Cannabis use is included in the "10-panel urine screen", as well as the "SAMHSA-5", the five drugs tested for in standard NIDA approved drug tests.
Hair testing is commonly used in the USA as pre-employment drug test. The detection time for this test is roughly 3 months, which is the time, that takes head hair to grow ca. 1.5 inches, that are collected as a specimen. Longer detection times are possible with longer hair samples.
This includes random drug tests, even if someone was not high at work. After Amendment 3 goes into effect, employers still have the right to make their own company marijuana policies.
These policies are commonly included as part of an employment contract. [5] While the majority of states have legalized marijuana in some form, covered employers are still required to treat marijuana use as a disciplinable offense under the Drug-Free Workplace Act, as it is still considered a controlled substance under federal law.
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]
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Its most widely accepted use is in the fields of forensic toxicology, in pre-employment drug testing and, increasingly, in environmental toxicology. [1] [2] Several alternative medicine fields also use various hair analyses for environmental toxicology, but these uses are controversial, evolving, and not standardized.