Experts long predicted that the impact of marijuana legalization would cause an increase in its abuse and dependency. In 2014, experts studied the implications of legalizing marijuana use after the 2012 legalization of its recreational use in the states of Colorado and Washington. The study published online found that the frequency of use of marijuana increased from 12% to 17%, and its abuse/dependency also increased from 15% to 27%.
As somewhat of a confirmation of the study, Quest Diagnostics reported in 2022 that employee drug testing have hit a two-decade high despite fewer tests being conducted in 2021. The report showed a 3.9% positivity rate in all employee drug tests for marijuana.
Interestingly, the positivity rate in drug tests was higher despite fewer companies screening their employees for THC. This comes in light of labor shortages and various challenges presented by the COVID-19 pandemic.
Why It Matters
Data from the report also revealed an increase in the drug testing positivity rate for drugs other than marijuana. The Quest report showed that 4.6% of U.S. workers tested positive for cocaine and other drugs out of nearly nine million urine tests, the highest level recorded since 2001.
The increase in positive results when testing for drugs in the workplace can be seen as a sign of casual drug use among the working populace. Many employers see this as a concerning matter impacting employee health, safety, and productivity.
Amid all the calls for the loosening of testing for drugs in the workplace, some companies have taken a contrasting approach. Link Staffing Services Inc is one of these. The chief risk and operating officer of the Houston-based staffing and recruiting firm, Michelle Bearden, has chosen to strengthen the company’s drug testing policies.
“[Marijuana] is still on the federal list of prohibited substances, and that is what our policies are driven by at this point,” Bearden said. “If I see that there is an overwhelming reason or cause for us to change ahead of that, we will.”
Bearden further points out that their staffing firm employs people in jobs that are viewed as high-risk and that safety is a significant concern. For these safety-sensitive jobs, employees under the influence of various substances must be considered potential hazards within these settings.
For this reason, many companies maintain a drug-free workplace policy to ensure that all employees are in the right state of mind at work. The right state of mind helps reduce accidents, lower employee liability, decrease customer-related accidents and risks, and prevent any damage to the company’s reputation – and regularly testing for drugs is instrumental in this regard.
Most Commonly Abused Substances In The Workplace
Maintaining a safe and drug-free environment begins with identifying the most commonly abused substances in the workplace. This is instrumental in developing policies to help employees recover. Below are some of the most widely abused substances by workers:
- Alcohol. Although not considered a drug by many, alcohol is still one of the most accessible and easy to abuse substances in the workplace. This covers all ethanol-containing liquids from wines and spirits to liquid medications like Nyquil, Comtrex, and even Listerine. Alcohol abuse in the workplace is incredibly commonplace, with 15.3% of the U.S. workforce admitting that they drink before or during work hours, or working under the influence of alcohol, according to a national survey of U.S. workers, causing 65% of workplace accidents according to the U.S. Department of Labor.
- Marijuana. As one of the most widely-used illicit drugs in the workplace, marijuana is enjoying greater public acceptance due to its legalization across multiple states. According to a survey from the National Institutes of Health, marijuana use and addiction rates have more than doubled within 12 years from 2001 to 2013. Countless studies have identified poor motivation to work as a direct consequence of marijuana abuse in the workplace. Additionally, it has been shown to cause 55% more industrial accidents and 85% more injuries.
- Cocaine. Second only to marijuana as the most popular illicit drug in the workplace, this drug is a stimulant that works by inhibiting the brain’s ability to recycle dopamine, causing its buildup in the brain. At least one study has investigated the risks associated with cocaine abuse and its possible implications in the workplace. Through this study, researchers found that cocaine had a role to play in roughly 30% of all intentional injury cases and 5% of injured drivers during work hours.
Dilemmas in Workplace Drug Testing
There are arguments to be made for and against the implementation of a drug program that ensures employees are safe and away from the influence of drugs and harmful substances.
It is indisputable that workplace drug testing can encourage greater responsibility among workers who pose a risk to themselves and their coworkers by working under the influence. It identifies people who require help with substance abuse problems, eliminates the need for self-reporting, and acts as a deterrent for those who might want to experiment or plan to use it regularly.
On the other hand, those arguing against such policies cite the possible infringement of the individual’s privacy rights. When such policies are imposed, many argue that such tests are dangerous when taken out of context. They do not consider the individual’s struggles and fail to offer appropriate treatment while penalizing them for a positive result, which threatens their livelihood.
Such arguments give rise to certain ethical principles that must be taken into account to ensure that proper testing is conducted and avoid violating the individual’s rights. These include:
- Informed Consent. Prior to or during a job application, employees should be informed that abstinence is an expectation and that a drug test will be conducted as part of the application process, with regular workplace testing being part of the plan.
- Confidentiality. The employee’s right to privacy must be protected at all times concerning the conduct of the actual test, the results of the test, and its consequences.
- Reasonable Expectations. The employee’s work experiences and expectations must be assessed to ensure that they’re at an appropriate level. These include expected work hours, exposure to unreasonable clients, possible traumatic or stressful events, and changeable shifts.
- Opportunity to Defend a Positive Result. When a positive result is obtained, the employee must be allowed to provide an explanation and undergo a repeat test.
- Getting Help. Addiction counseling and/or rehabilitation must be provided in the event of a positive result.
- Adequate Support. Consequences of the positive result notwithstanding, support should still be provided to offer relief, such as an easier transition to a more suitable work environment.
- Justification. The drug test must be justified and relevant to the job. It should only be done when there is reasonable suspicion and enough evidence to merit the suspicion.
How to Maintain a Drug-Free Workplace
Maintaining a drug-free workplace offers numerous benefits to all members of the organization. It creates a safe working environment for all employees, promotes the right mindset, and improves productivity. But in order to do that, you will need to develop a written policy, encourage employee education, and build a culture of trust to ensure that all members of the organization are involved. Then, support your activities with a drug testing policy that encourages responsibility and accountability.
Test Smartly Labs offers comprehensive drug and alcohol testing services to complement your drug-free workplace policies. We conduct a wide range of tests, from blood and urine testing to hair and nail follicle tests, to ensure complete detection and accurate and reliable results. Learn more about our drug and alcohol testing methods here. Should you have any questions, you can contact Test Smartly Labs anytime, and we will be happy to respond to all of your queries.