Author: John

Drug Free Workplace Program

on November 30, 2018

Drug Free Workplace Programs

Businesses that utilize a employee drug testing program are commonly referred to as a Drug Free Workplace. However, many times companies do not fully qualify as a Drug Free Workplace because the drug testing program which they use does not have all of the components in place which make up a true Drug Free Workplace.

The benefits of being a true Drug Free Workplace can include but are not limited to
• Enhanced Employee Performance • Lower Workers Compensation Rates
• Reduced Job Related Accidents • Improved Employee Moral
• Reduced Employee Absenteeism • Customer Satisfaction

In addition, many companies regardless of size report that being a Drug Free Workplace has increased the quality of job applicants and improved the overall workplace environment.

Also, many states such as Florida, Georgia, Kentucky, Mississippi, Tennessee, South Carolina, Virginia, Wyoming, Ohio, Alabama, Arkansas and Washington provide by law a discount on workers compensation insurance rates provided a business qualifies in accordance with state law.

Any company can benefit by being a Drug Free Workplace regardless of the number of employees, but it is crucially important that any business maintains the program properly and continuously meets all the requirements.

A properly maintained Drug Free Workplace should include the following:
• A written Drug Free Workplace Policy • Supervisor Training
• Employee Drug Testing • Employee Assistance Program(EAP)
• Employee Education • Drug Free Workplace Signage

Some employers resist implementing a Program because they believe that in the event an employee tests positive, the employee must be terminated, this is not always the case. The consequences for a positive test result must reflect the companies Policy. Options other than termination are available, provided those options comply with the Drug Free Workplace Policy.

Many times companies are confused, have been provided inaccurate information or simply hesitant to implement a Program because of unfounded concerns.

Accredited Drug Testing Inc specializes in providing cost affective and comprehensive Drug Free Workplace Programs which include policy development, drug testing and on-going consultation to ensure that a company is truly a Drug Free Workplace.

For more information regarding Drug Free Workplace Programs, please contact Accredited Drug Testing Inc at (800)221-4291 or info@accrediteddrugtesting.net

DOT Drug and Alcohol Testing

by John

on November 30, 2018

The Department of Transportation (DOT) in accordance with Code of Federal Regulations 49 (CFR) part 40 requires drug and alcohol testing for employees holding positions designated as “Safety Sensitive”. These positions usually apply to the trucking, aviation, railroad, pipeline, Coast Guard and mass transit industries. Government agencies covered by DOT such as FMCSA, FRA, FAA, FTA, PHMSA, and USCO have specific regulations regarding drug and alcohol testing.

The DOT requires that all employees designated as “Safety Sensitive” must comply with all drug and alcohol testing requirements. These requirements include, pre-employment, random selection, post accident, reasonable suspicion, return to duty and follow up drug testing if applicable. A breath alcohol test is also required as a random selection or post accident test. A DOT drug test must utilize a DOT “Federal Chain of Custody form”. This form must be utilized any time a DOT drug test is collected.

The DOT only recognizes a 5 panel urine drug test and a breathalyzer for alcohol testing. All 5 panel drug tests must be analyzed by a SAMHSA certified laboratory and reviewed by a Medical Review Officer (MRO). Instant result drug tests are not permitted for DOT drug tests. Alcohol tests must be administered utilizing a breathalyzer and given by a certified breath alcohol technician. The 5 panel DOT drug test screens for the following drugs:

• Amphetamines • Cocaine • Marijuana • Opiates • PCP

In addition, to a pre-employment drug test all DOT designated employees must participate in and be a member of a DOT approved Random pool/Consortium. DOT requires that 50% of the pool be selected for a drug test and 10% must be selected for a alcohol test annually. Other governmental agencies may have other random pool testing selection requirements. Quarterly notifications should be given and current employee list should be maintained and updated prior to quarterly selections.

DOT requires that any person who supervises a DOT regulated safety sensitive employee must receive a minimum of two hours of supervisor training relating to the detection of illegal drug use and corrective action to be taken. Employees must also be given educational training relating to the drug and alcohol testing program. In addition, employers are required to have a designated employer representative (DER) and a substance abuse professional (SPA) resource available.

BEWARE-While there are many drug testing collection facilities such as medical clinics, doctor offices and urgent care centers. Many of these type of locations do not fully understand or are familiar with DOT Drug and Alcohol testing regulations. Unfortunately a DOT regulated business or employee only finds out that the drug test which was administered was not in compliance with DOT specimen collection or Chain of Custody procedures and the test is not valid after the test has been administered and paid for.

Accredited Drug Testing Inc not only provides convenient, affordable and confidential drug and alcohol testing services, but we are also committed to insuring that our DOT clients are in compliance with all DOT drug and alcohol testing regulations. In addition, we provide verification and support in the event of a DOT safety audit.

For more information regarding DOT requirements or the services provided by Accredited Drug Testing Inc, please call (800)221-4291 or info@accrediteddrugtesting.net.

Accredited Drug Testing

Drug testing state employees and welfare recipients

by John

on November 30, 2018

In the last 2 years Governor Rick Scott of Florida has been pushing to require state employees to be drug tested while the Florida Courts have held the effort to be unconstitutional.

The Scott administration has continued to appeal these adverse rulings, however the US Supreme Court this week refused to hear the Governor’s appeal

Drug Testing Appeal Rick Scott — Florida Supreme Court refuses to hear Rick Scott’s drug testing appeal. (Photo credit: FLGov.com)

on his executive order which would have impacted approximately 85,000 state government workers.

The ruling by the Supreme Court lets stand an appeals court decision that said Scott’s executive order was too broad. Other federal courts have also struck down this order along with a Florida law requiring welfare recipients to be drug tested.

After the Supreme Courts ruling Governor Scott said in a statement that he would, “continue to fight” for the expansion of employee drug testing.

Also in the State of Georgia Governor Nathan Deal has signed legislation which would require applicants for welfare to be drug tested.This new law in Georgia would only apply when authorities believe by “reasonable suspicion” that the applicant is using drugs. With the recent ruling by a federal judge that Florida’s attempt to drug test welfare recipients was unconstitutional, Georgia’s new law is certain to be headed for the courts.

5 Panel Drug Test The Most Common Used

by John

on November 30, 2018

5 Panel Drug Test

When determining which type of drug test to take, the most common used by a Drug Free Work Place or for individuals needing a pre-employment, random or post accident test is the 5 panel drug test. This drug screen detects Cocaine, Amphetamine, Methamphetamine. Opiate and Marijuana (THC). The 5 panel drug test is also the test required by the Department of transportation (DOT) and other Federal Government Agencies. Court ordered drug tests in most case’s also use the 5 panel test with alcohol added as an additional screen when required. While 5 panel drug tests are available which will provide immediate results. DOT, court ordered or tests for employment positions that are designated as Safety Sensitive are required to be sent to a HHS-Certified laboratory and reviewed by a Medical Review Officer . Accredited Drug Testing Inc provides a full range of drug testing services including the 5 panel drug test. For more information or to schedule a drug test today call–1–800-221-4291.

5 Panel Drug Test

The 5 panel urine drug test should be scheduled by employers, courts, or individuals seeking a professional laboratory test to find out if someone used street drugs in the recent past. The following drugs are included in this screening:

Cocaine, Crack
Marijuana, THC, cannabinoids, pot, weed
Phencyclidine, PCP, angel dust
Amphetamines, methamphetamines, meth, crystal meth
Heroin, codeine, morphine

Medical Marijuana on Florida’s 2014 Ballot

by John

on November 30, 2018

The Florida Supreme Court has given the go ahead for a constitutional amendment to appear on the November 2014 election ballot. If approved by 60% of the voter’s, Florida will join 21 other states in permitting medical marijuana use. Currently other states including New York, Georgia, Utah, West Virginia, Kentucky, Maryland, Kansas, Mississippi, Ohio,Tennessee and Missouri are considering medical marijuana usage by legislation or constitutional amendment. Stay tuned to ADT for more information about Medical marijuana laws and how they may affect employers and drug free work place programs.

What does medical marijuana mean for Florida’s drug free workplace?

This has been a topic of contention in many states. But the fact remains, if you are Department of Transportation (DOT) employed, in a safety-sensitive position you will not be able to consume or be under the influence of medical marijuana on the job. Many drug free work place policies that are not in the safety sensitive category will still not allow medical marijuana use while on the job. So can you still test and terminate employees in violation of your drug free work place policy and be in compliance with federal discrimination law? Call Accredited Drug Testing today to get some advice as it varies by state.

We anticipate many Florida Supreme court cases involving medical marijuana and discrimination based on the aforementioned basis. As there is not precedence in law, it may be an issue for many employers in the state of Florida. We just advise our clients to be aware of this, their rights, and to protect themselves from liability with an updated drug free work place policy and company drug testing requirements

Accredited Drug Testing has over 25 years experience in third party administration, drug test company administration, drug free workplace policy, consortium, DOT, Paternity, and breath alcohol testing. When you need a drug test, choose the best.

Benefits of a Florida Drug Free Workplace

by John

on November 30, 2018

Benefits of a Florida Drug Free Workplace

Overview

In 1990 the Florida Legislature enacted a State law titled “Florida Drug-Free Workplace” F.S 112.0455. This law provided specific requirements which an employer must comply with in order to be certified as a Florida Drug Free Workplace. The benefits of the Florida Drug Free Workplace Act are available for employers who are “certified” as a Florida Drug-Free Workplace. The State of Florida through this law encourages employers to drug test employees and promotes a safe Drug-Free Workplace environment.

How To Become A Florida Drug-Free Workplace?

Accredited Drug Testing Inc provides full compliance with Florida’s Drug-Free Workplace Act and all components necessary for an employer to be certified as a Florida Drug Free Workplace. Any business regardless of size, who wishes to be certified must implement and maintain all requirements of the Florida Drug Free Workplace law.

In addition to providing all of the services needed to comply as a Florida Drug Free Workplace, Accredited Drug Testing Inc has drug testing centers in all Florida cities.

To find a Florida drug testing center – Click Here

The State of Florida encourages all businesses regardless of size to be a Florida Drug Free Workplace and compliance with all requirements can provide many benefits for a Florida employer.

What are the benefits in becoming a Florida Drug Free workplace?

Benefits of a Florida Drug Free Workplace include

· Reduction in employee absenteeism	· Reduction of employee theft
· Improved employee morale	· Dedicated employees
· Enhance customer service	· Reduction in health care cost
· Reduction in work related accidents	· Workers compensation discount

Additional Benefits For The Employer

When an employee has a positive test result which violates the employers Drug Free Workplace Policy, the State of Florida provides the employer a defense in a Workers Compensation or unemployment claim.

Florida Statute 440.102 provides that medical and indemnity benefits are forfeited, and an employee may be discharged for testing positive for alcohol or a prohibited drug, or refuses to test, provided the employer has a program in compliance with the Workers’ Compensation Premium Reduction Act.

Furthermore, benefits are denied if the injury was caused primarily by employee’s intoxication or use of drugs not prescribed by a physician. If the employer does not have a certified program, an injured employee’s positive test or refusal to test creates a rebuttable presumption that the injury was caused primarily by the impairment, unless the employer has actual knowledge of and acquiesced while the employee was under the influence. Fla. Stat. §440.09(Supp. 2006).

In other words, if drugs are found in the employee’s system, that employee may not be entitled to workers compensation benefits under Florida Law.

Can the Florida Drug Free Workplace Program Save Money $$$

Florida companies that qualify as a Florida Drug Free Workplace can receive a 5% discount on their workers’ compensation insurance policy if the employer has properly implemented and continuously maintains all of the regulatory requirements of the Florida Drug Free Workplace Program.

Florida Drug Free Workplace requirements include

A written drug and alcohol policy (distributed and acknowledged by all employees)
60-day testing commencement notification to employees
Supervisor training (reasonable suspicion)
Employee drug and alcohol testing program
Employee Assistance Program (EAP)
Drug testing must be conducted by a certified laboratory
Drug test results must be verified by a Medical Review Officer
Completion of a Florida Drug Free Workplace application (workers compensation credit)

To Review The Florida Drug Free Workplace Law – Click Here

The Florida Drug Free Workplace statute requires an employer to conduct pre-employment, reasonable suspicion and post-accident drug testing, random drug testing is optional.

Employers who do conduct random drug and alcohol testing must ensure that the company’s drug and alcohol policy state that random drug testing will be conducted. Random drug testing selection must be conducted in an impartial manner utilizing a random selection program which is administered by a computer program or other neutral process.

For more information on becoming certified as a Florida Drug Free Workplace call us today 800-221-4291 or send us a message

“Need A Test, Choose The Best”

American Drug Talk | What Is Kratom

by John

on November 30, 2018

Kratom, or Mitragyna speciosa, is a tree native to southeast Asia which has leaves that can be manufactured into a high-producing drug when ingested. Sold over the counter, Kratom has been abused all over America, with calls to the U.S Poison Control Center associated with Kratom spiking rapidly between 2010-2015. Kratom is commonly marketed as treatment for Addiction, Anxiety, and Depression. At head shops, gas stations, and other general retail businesses, Kratom is sold in the form of raw leaf, powder, gum, capsules, tablets, and as a concentrated extract.

Effects of Kratom:

Increased energy and alertness.
Decreased appetite.
Increased sociability.
Heightened libido.
Analgesia (pain reduction).
Drowsiness.
Calm, dreamlike mental state.
Cough suppression.
Reduction in symptoms of opioid withdrawal.

Signs of Kratom use:

Pupillary constriction (tiny pupils).
Facial flushing (blushing).
Tremors or loss of motor coordination.
Constipation.
Sweating.
Dizziness.
Nausea and vomiting.
Itching.

Common Uses/Misuses of Kratom

Kratom is used as a painkiller, antipyretic (fever reducer), anti-inflammatory, antitussive (cough suppressant), antihypertensive (to lower blood pressure), as a local anesthetic, to lower blood sugar, and as an antidiarrheal. There are no studies linked to the effectiveness of these uses.

Kratom is also illicitly abused, in a fashion similar to prescription pain-killers, touting opiate-mimicking effects. Although Kratom is used by all age groups, there has been a recent increase in use among young adults.

FDA Warnings

The FDA released a statement in 2017 warning against Kratom use. The conditions that are being treated with Kratom should be treated by licensed professionals. There is also high potential for abuse, as Kratom produces effects similar to Opiates and Stimulants.

Testing for Kratom

Standard drug tests cannot detect 7-Hydroxymitragynine and mitragynine, the main psychoactive components of Kratom. The only way Kratom can be detected is through laboratory testing. It is estimated that Kratom can be tested for up to 5 days after ingestion.

For information on Kratom testing, or to order a Kratom Drug Test, Visit Accrediteddrugtesting.com, or call 800-221-4291

FTA Announces 2019 Random Rate Increase

by John

on November 30, 2018

DOT Drug Testing — DOT Testing & Compliance

On October 17, 2018, the Federal Transit Administration issued a “Dear Colleague” letter announcing that effective January 1, 2019, the minimum rate of random drug testing will increase from 25 percent to 50 percent of covered employees for employers subject to FTA’s drug and alcohol regulation. This change is due to an increase in the industry’s “positive rate” as reflected in random drug test data for calendar year 2017. The alcohol testing rate is unchanged for 2019 and will remain at 10 percent.

The FTA will formally announce this increase in a forthcoming Federal Register notice, but has issued the “Dear Colleague” letter in advance to inform transit providers and partner associations of the 2019 drug testing increase and to facilitate early planning.

Click here to read the FTA Full letter in its entirety.

For more information or to enroll in our DOT Consortium call us today at (800)-221-4291

Medical Review Officer MRO

by John

on November 30, 2018

What is an MRO?

A Medical Review Officer (MRO) is an individual who is a licensed physician and has received additional qualification training and certification in order to receive and review laboratory results generated by an employer’s drug testing program. A Medical Review Officer (MRO) plays an intricate part of any robust drug testing program for both DOT/NON DOT drug testing regulated employers or individuals.

What are the Medical Review Officer’s responsibilities in the DOT drug testing program?

Listed below are the basic responsibilities/ requirements of a Medical Review Officer as it relates to the DOT Drug Testing Program.

Medical Review Officers/MRO’s…

(a) Are an independent/impartial “gatekeeper” of the drug testing process who also advocates for the accuracy and integrity of the drug testing process.

(b) Provide an overall quality assurance review of the drug testing process (CCF form) for the specimens under their review.

(c) MRO’s must determine whether there is a legitimate medical explanation for a confirmed positive, adulterated, substituted, or invalid drug test result issued from the laboratory.

(d) MRO’s provide medical review of employees’ test results, however it does not imply that there has been established a doctor-patient relationship with the employees whose tests MRO’s review.

(e) Medical Review Officers must act to investigate and correct problems wherever possible and must notify appropriate parties (e.g., HHS, DOT, employers, service agents) where assistance is needed.

(f) MRO’s ensure the timely flow of test results and other information to employers.

(g) MRO’s must protect the confidentiality of the drug testing information.

(h) MRO’s must perform all functions in compliance with part 40 and other DOT agency regulations.

For more information on the full detailed responsibilities of an MRO in the DOT Drug Testing Program, we recommend downloading and reviewing CFR 49 Part 40. (Click Here).

ADT offers a comprehensive drug testing program including analysis at a SAMHSA Certified Laboratory and our in-house Medical Review Officers review all test results whether they are DOT or Non DOT regulated employers or individuals.

For more information regarding the role a Medical Review Officer plays in the drug testing process or to open an employer account today. Call our customer service team at 800-221-4291.

Specimen Validity Testing

by John

on November 30, 2018

What Is Specimen Validity Testing?

Workplace drug testing today has dramatically since the early 1970’s, along with the types of illicit drugs available the general public.

Over time, it has been a common practice for illegal drug users to attempt to beat (cheat) a drug test. It is also important to realize that as testing methods and technology advances, individuals will continue to find new and creative ways to cheat a urine drug test.

Current trends in attempting to cheat a drug test is Synthetic urine. Many individuals purchase these items with a optimism of attempting to avoid a positive drug test result.

With this influx and the attempts to beat a urine drug test by utilizing synthetic urine products such as UPassTM, Quick Fix®, and Xtream® has attracted the attention of various state lawmakers.

One example would be Representative Willie Bailey of Mississippi which had proposed a bill known as the “Urine Trouble Act” in an effort to address the matter of safety-sensitive employees using synthetic urine to evade drug tests in industries such as transportation and manufacturing. Although the bill passed in the Mississippi House, it was rejected by the state senate.

Furthermore, there is at least seventeen states, Alabama, Arkansas, Arizona, Florida, Georgia, Indiana, Kansas, Michigan, Mississippi, Missouri, New Hampshire, North Carolina, Oklahoma, Tennessee, Utah, West Virginia, and Wisconsin, have pending legislation banning the use and sale of synthetic urine.

There are many choices when choosing a laboratory to perform drug testing analysis, but we recommend utilizing a laboratory which provides validity testing to ensure that a urine drug test specimen is human and has not been tampered with.

Accredited Drug Testing utilizes only SAMHSA Certified Laboratories for all incoming specimens, which include specimen validity testing as part of their drug testing procedure and analysis.