Anytime you apply for a new position or job in the US the ultimate activity will be to have you put on drug testing for pre employment. Pre-employment employee drug screens can be frightening if you had not been straight over the past few days with either smoking or binging on some drugs. Employees are ready to pay the costs of employee drug test kits because it saves them from a whole bunch of costly hiring mistakes. Hiring the right kind of people is pretty much a big deal in almost all businesses and it is very true in some of the volatile businesses that are short lived, but can help the owner make enough money with a good work force.
According to reports from the Department of Health and Human Services’ Substance Abuse and Mental Health Services Administration, those employees who do drugs bring almost all their problems with them to the work place in the form of reduced productivity, increased abstinence from work and decreasing the turnover of the company, increased the health care costs that should be sponsored by the employer, and slowly leading to higher occurrence of workplace robbery and brutality. Those that do drugs are likely to be involved in a workplace accident and they are multiple times more vulnerable to file workers’ compensation claims.
The awareness of such alarming information has caused organizations to implement policies that require drug tests on employees and job applicants. The need to deny employment to any candidates whose test results come back positive is pretty much practical and grace and mercy is never good in such cases, because the business might be under stakes if abusers are given mercy to be continuing to work; however, before instituting such policies, the employers must be aware of how the Americans with Disabilities Act (ADA) view employee drug test.
The ADA prohibits private employers that have 15 or more employees from discerning against qualified individuals with inabilities, it firmly limits an employer’s right to put forward job applicants to medical examinations. In the pre-employment context, this prohibition against pre-employment medical examinations is made to ensure that an applicant’s probable hidden disability, which may be revealed by medical examinations, might not be considered prior to the employer evaluating the applicant’s non-medical qualifications.
The ADA’s exclusion against pre-employment medical examinations is relaxed after an offer of employment or a “conditional job offer” is made. The employer can submit the conditional employee to a medical examination for drug testing, but only if the testing be being done for all employees entering that job category; however, if after the conditional offer it they test positive on drug tests the employer has the right to deny the job offer.
Call toll free 1-888-237-3445 or write to email@example.com for details regarding employee drug test methods, both regulated and non-regulated.