A wrongful death suit was filed against Ford Motor Co. for failing to drug test an employee. A full-time employee of Ford collapsed at work and was brought to a hospital, where he later passed away. A toxicology report showed that this employee had marijuana, fentanyl, and alcohol in his system at the time of death. Ford Motor had a workplace drug policy, but they failed to implement it. The lack of supervision prompted employees to use drugs and alcohol while at work. The claim was filed stating that Ford was negligent with its workplace practices, which ultimately led to the death of this individual.

As the acceptance of illegal and recreational drug use rises throughout the US, the need for a firm workplace drug policy has never been more critical. Employers are held responsible for the actions of their employees while on the clock, especially when employers are willfully negligent of safety measures in the workplace and their own company policy. Choosing not to have a drug testing policy, or choosing to have one but not implementing it, can have serious negative consequences that may reflect poorly on your company.

Knowing what drugs to test for, what method to use, who and when to test, and how testing should be done can be confusing. Luckily, Blueline has you covered. Our experts can help you develop a workplace drug policy that is tailored to your organization’s every need.

The post LEARN FROM FORD MOTOR CO.’S DRUG TESTING MISTAKE appeared first on Blueline.

Proper employment screening is the most effective way for companies to reduce their overall risk and liability. Background checks help ensure a quality hiring decision and save your company time and money. Ban the box policies have tightened the regulations on these screenings.

The background check industry is facing significant challenges. Legislation, known as ban-the-box laws, prohibits employers from asking criminal history questions during the hiring process. These laws are intended to provide applicants with a fair chance at employment by delaying background checks until further along in the hiring process. Ban-the-box policies have been enacted in 36 states and over 150 cities.

HR managers are faced with finding the balance between being liable for negligent hiring and giving applicants with a criminal history a fair chance to be evaluated. Thorough background checks can uncover all the information necessary for employers to make the right decisions in hiring.

Being able to access the full records of a potential employee makes the hiring decision much simpler, with the integrity and safety of the company and its current employees being kept secure. It’s understandable to want to give the ability to individuals with checkered histories the chance to return to the workforce without being labeled. However, in certain roles, it’s also imperative the applicant be forthcoming with any hidden records that may impact the role itself.

Staying within compliance is an ever-growing challenge unto itself in this evolving time, and the team at Blueline is here to make it an easier road to navigate. Let us help you through the entire hiring process, and take you through any testing and reporting that may be required after the hiring work is done.

Blueline’s customizable screening services offer:

• Identity verification
• Criminal record checks
• Driving records checks
• Reference checks
• National database

Let Blueline help you keep external threats from becoming internal threats. We are here to make sure you stay in compliance with all new rules and regulations.

The post Ban the Box? appeared first on Blueline.

Keep Testing For Marijuana?

Marijuana is still federally illegal and is considered a Schedule I drug, meaning it has a high potential for abuse and no accepted medical use. Because state and federal laws differ for marijuana use, drug testing can be complicated especially for companies across multiple states. What does all of this uncertainty mean for employers?

Some companies may choose to remove marijuana screening from their drug testing policy for various reasons. The window of detection for marijuana use is a common reason. Employers often wonder how accurately impairment can be decided based on a positive test because marijuana stays in your system longer than many other drugs. So… there still isn’t a viable option for testing for real-time impairment. Another frequent concern of HR professionals is an issue of privacy in states that have legalized the drug.

Does Testing Help Limit Employee Risk?

There are many reasons to continue screening for marijuana use. Other ongoing benefits of testing include it can prevent drug users from applying to your company. Continued screening or random drug testing can also help protect your company from legal liability if an accident occurs. According to a study by the National Institute on Drug Abuse, employees that tested positive for marijuana were 55% more likely to have industrial accidents, 85% more likely to be injured, and 75% more likely to be absent. Screening for cannabis may be beneficial, particularly for those in safety-sensitive positions where employee risk is concerned.

Untangling the issue of whether or not to screen for marijuana can be tricky. Let Blueline experts help you implement a drug testing program that will keep your company and employees safe and compliant.

The post Amazon Has Entered the Jungle of Serious Employee Risk & Liability appeared first on Blueline.

Here are the big questions around synthetics we encounter when doing drug screenings:

Is Synthetic Urine Detectable?

The short answer is Yes. By using a process called specimen validity testing, we can determine the origins of the urine – i.e., whether it is human or synthetic. However, as of now, there isn’t an industry standard for determining if a specimen is synthetic or has been substituted with another person’s urine. While several states have made synthetic urine illegal, there hasn’t been anything stopping cheaters from crossing state lines to get the products.

Without actual direct observation of the collection, there is not any 100% guarantee that real urine isn’t being substituted. That’s why it’s so critical that you use a reputable company. Blueline Services can administer your testing and screening processes.

As you’ve learned from working with our highly experienced team, the drug testing procedures can go very smoothly. That isn’t always the case, with several background and drug testing companies failing to provide fully accurate information. Some reporting doesn’t stay within legal guidelines. We take the worry and confusion out of the entire process. Our platform design will keep stress and confusion at bay. Check us out and see how we can work even better together.

The post Synthetic Urine Getting Flushed by States appeared first on Blueline.

Positive Tests From Marijuana Use

In the US workforce, positive tests are on the rise, with an increase of 29% since 2015. The continued increase year over year is telling of wider distribution and availability of the drug, leaving employers struggling to meet federal guidelines and not violate state legislation.

Why should there be a concern about using marijuana? Since it isn’t legal on the federal level, the FDA doesn’t regulate it. Products have no central oversight to ensure safety. There are different guidelines in different states, making the overall manufacturing and distribution largely up to the distributors.

Unwanted Side-Effects

Marijuana use can be a serious safety concern within the construction, manufacturing, and transportation industries. With continued use, marijuana can cause several long-term side-effects that can negatively impact the workplace.  Using the drug can cause mental health issues such as depression, paranoia, psychosis, and several other problems. Users also run the risk of addiction and the deterioration of essential brain functions. All of these side effects can cause workplace issues.

The state legislature sets the rules about testing. When going through the testing process, we can help navigate this tricky subject and make your drug testing program meet the requirements placed on you by the state.

The post Marijuana Use is Way Up, Testing Shows appeared first on Blueline.

To see more detailed information on the difference between CBD and THC as well as current state legislation on CBD levels, check out our previous blog post that covers that here.

CBD or cannabidiol is one of around 400 compounds found in cannabis. And while CBD is a cannabinoid and shares some structural similarities with THC, it does not product a “high” like the THC portion of the plant does.

Because CBD does not create a high, it is perceived as less harmful. Many different products have emerged that contain CBD to help users benefit from its therapeutic and medical properties, such as:

-Oil (most popular)
-Beauty and health products
-Vapors
-Infused edibles (gummies, chocolates, etc.)

However, despite CBD being less harmful, it may still cause adverse reactions in some people. Reported side effects from human and/or animal studies have included:

-Fatigue/drowsiness
-Changes in appetite
-Decreased blood pressure
-Anxiety
-Possible endocrine disruption
-Altered immune function
-Dizziness
-Psychomotor slowing
-Diarrhea

Will CBD affect my drug test results?

Maybe. CBD itself would not show up positive on a drug test for marijuana or marijuana metabolite. However, in some states, CBD can contain up to 5% THC. If the CBD product contained THC at a sufficiently high concentration, there is a possibility that it could result in a positive urine drug test result.

It is also important to remember that the use of CBD or “medical marijuana” is still not considered an alternative medical explanation for a positive test result in federally-mandated drug tests. CBD is still classified as a Schedule I substance and remains illegal at the federal level.

As an employer it’s more important than ever to stay up-to-date in the always-changing landscape of marijuana, and most importantly, to make sure that your drug testing policies stay updated as well.

Please make sure that your company’s substance abuse policy is updated to clearly reflect your position on marijuana and the use of CBD products within your workplace.

The post CBD and Drug Testing appeared first on Blueline.

In this case, a drug masking product refers to synthetic urine or any substance designed to be added to human urine or hair for the purpose of defrauding a drug or alcohol test.

California and Delaware join eighteen other states that have outlawed synthetic urine to falsify drug tests. And many expect that some remaining states will soon follow suit.

As employment drug testing has becoming increasingly popular, so has the sale of drug masking products. ‘Booming’ fake urine sales have been attracting the attention of state lawmakers for quite some time now.

Yet companies that manufacture and sell urine are often able to operate as legal businesses by claiming that their product isn’t meant to be used to falsify drug tests. For example, one fake urine manufacturer, Quick Fix, states that their products are “to be used in accordance with all local state and federal laws and [are] not to be used for lawful administered drug tests.”

However, their testimonial page implies that they are aware customers are using the product to pass drug tests

“Got the job! -Vanessa, CA.”
“I passed my 10 panel test, it was easy to use. -Greg, AK.”

With increasing awareness surrounding new drug masking methods, cheating has becoming increasingly difficult. However you should ensure that your drug test administrators are trained on how to prevent or detect the use of drug masking or fake urine products.

The post Drug Masking Laws Updated In California and Delaware appeared first on Blueline.

Certain safety-sensitive positions require employers to have a designed SAP, like those that are under Department of Transportation regulation. However, it is considered best practice for all employers to have their own designated Substance Abuse Professional, especially if they desire to maintain a drug-free workplace.

SAPs are responsible for evaluating employees who have violated a drug or alcohol regulation and making recommendations concerning education, treatment, follow-up testing, and aftercare. These professionals can help your employees overcome these addictions and keep your work environment safe.

Who can be an SAP?

According to DOT regulations, a qualified SAP should have a basic knowledge of the following areas:

-The diagnosis and treatment of alcohol and controlled substance-related disorders with some clinical experience
-The SAP role and function in relation to employer interests and safety-sensitive duties
-DOT agency regulations and DOT SAP guidelines

An SAP must also have at least one of the following qualifications: a licensed physician, a licensed or certified social worker, a licensed or certified psychologist, a licensed or certified Employee Assistance Professional, a state-licensed or certified marriage and family therapist, or be drug and alcohol certified by the NAADAC, ICRC, or NBCC.

What will our SAP do?

If an accident, report, or cause for reasonable suspicion comes to a supervisor’s attention, that individual should be tested as soon as possible for drugs and/or alcohol. (If you have questions about how to set up reasonable suspicion or post-accident testing, let us know!) If the employee in question has tested positive, the SAP must have two face-to-face evaluations with the individual (according to DOT regulations).

The first initial evaluation is for the SAP to determine the depth of the problem and what assistance or steps will be required to help the employee. The SAP will then send a letter/email to the employer with the employee’s details along with their recommendations for treatment/education.

After the education or treatment has been approved and the employee has completed all of the recommendations made by the SAP, the SAP will conduct a follow-up evaluation. After the follow-up, the SAP can help recommend follow-up testing requirements for the employer to have the employee in question complete. These requirements can often include:

-A minimum of 6 drug or alcohol test in the first 12 months (continuing for up to 5 years)
-No advance notice of testing dates
-Testing to be done under direct observation
-Inability to substitute other tests in lieu of follow-up testing
-Cancelled follow-up tests must be recollected

A qualified and compliant SAP can help keep your workplace environment safe and protect you as an employer, even if you are not a DOT regulated company.

If you need help understanding how to begin drug testing or other services that could potentially benefit your drug testing program, please reach out to our drug testing department. We’re always happy to help!

The post What Exactly Is A Substance Abuse Professional? appeared first on Blueline.

Drug and alcohol testing policies are continually evolving and changing to reflect new state laws, federal regulations, or workplace attitudes. A regular review of your company’s current policy and procedures will help ensure that your company is on track to meet its goals and be legally compliant.

If your policy is no longer delivering value or helping you find employees that will execute your desired goals, it may be time to reevaluate.

Not sure if your policy could use updating?

Here are some indications that it could be time to update your policy:

Medical marijuana hasn’t been discussed

Although an employer is generally allowed to create their own drug testing policy including the right to a drug-free workplace, with changing laws surrounding both medical and recreational marijuana there may be some nuances you should be familiar with. Check out our article talking about testing for marijuana in the workplace today here and consult with your legal team about what guidelines you should follow.

No process is in place to monitor industry standards or changes

After spending so much time and consideration building your drug testing policy, you won’t need to review or update it for several years, right? Wrong! Most drug testing companies advise that you should review your policy at least once a year. Laws are ever-changing and this includes background screening and drug testing laws. Make sure that your policy is up-to-date with your specific state and industry’s standards.

You haven’t recently assessed your testing type or panel

We find that employers sometimes need to change their testing type or panel to best reflect changes within their company or improve their testing process. It’s a learning game and there isn’t necessarily a testing type or panel that is “best”; it depends on what options are most beneficial for your company.

Some examples of cause for change include:

-With the opioid epidemic, many employers have now updated their testing panel to include semi-synthetic opioids (hydrocodone, oxycodone, etc.) or other prescription medications.

-Some employers decide to change testing types to allow on-site testing which can help cut down on time spent for an employee to take a test.

-Other employers have had issues arise with certain drugs they hadn’t previously included in their testing panel which they then added. Or they’ve had a workplace accident occur due to drug use that has prompted them to add things to their testing program such as: reasonable suspicion training for their supervisors and post-accident testing.

At the beginning of this new year we would advise you to take some time reviewing your company’s current drug testing policy. If you have any questions about how adding or changing your current services could potentially benefit your company, please give us a call at the number above or reach out to our support team at mail@blueline-services.com.

The post Is It Time To Update Your Drug Testing Policy? appeared first on Blueline.

What Are The Pros For Removing Marijuana From My Testing Panel?

The biggest advantage to removing marijuana from your testing panel is the ability to hire more employees. Removing marijuana from your panel will expand your hiring pool, allowing you to hire those who use marijuana either recreationally or medicinally.

I Thought I Had To Remove Marijuana From My Testing Panel?

This is a hot topic of conversation as many states have altered their specific state laws regarding cannabis over the past few years. Under federal law, marijuana is technically still classified as an illegal and Schedule I substance. And while some state laws have changed regarding whether or not marijuana can be used medicinally or recreationally, it’s important to note that rules governing marijuana and the workplace have not changed in most states. However, some states have put more defined rules into place regarding testing for marijuana. Please make sure you are familiar with your specific state laws regarding employment drug testing!

But as an employer, you can most likely exercise your right to a drug-free workplace.

Talk with your legal team or look more deeply into your state laws and employer guidelines to know what specific restrictions may apply to you and your company.

How Do I Know If I Should Remove Marijuana From My Testing Panel?

This decision is ultimately up to each employer based on what they think would be best for their company (or what specific laws they need to follow). Different factors to consider may include: your company location, the type of work your employees will be performing (safety sensitive or federally mandated positions require a drug-free workplace), and the attitude you wish to establish within your company concerning drug use.

I Need To Start A Drug Testing Program, How Do I Do That?

Great! Having a drug testing program in place is extremely beneficial to any company. It can help protect you from liability issues and ensure a safe work environment. If you’re choosing to not test for marijuana, there is a long list of other drugs and substances that can still be tested for. There are two main things you need to do to establish a drug testing program:

1. One is creating a written policy that clearly outlines your program and expectations. Doing this will allow you to hold employees accountable to your policy. We suggest consulting your legal team as to what to include in your specific policy, but some things to consider include: employer expectations regarding drug use, training for supervisors on signs and symptoms of drug abuse, outlining roles, providing education for employees on the dangers of drug use, and establishing an Employee Assistance Program that provides counseling or referrals for employees who struggle with drug problems.
2. The second thing you need to do is connect with a Third Party Administrator (TPA) who can help you manage and administer your drug tests—whether your program includes pre-employment, random, or reasonable suspicion drug testing. As a comprehensive screening provider, Blueline Services also acts as a TPA and we can help you establish your testing program. Give us a call at the number listed above or email us at mail@blueline-services.com to find out more about the services we offer.

The post Marijuana Is A Thing Now – So Why Should You Still Test For It? appeared first on Blueline.