Workplace Injuries are Climbing

Manufacturing, construction, and transportation sectors tend to have higher rates of injury than most due to the industries’ nature. As a result of accidents happening at work, the employee and the employer face challenging times ahead.

The loss of salary, time, and increased healthcare expenses all contribute to the stress and worry of dealing with injuries. While several things can cause workplace accidents, drug and alcohol usage is a rising factor in on the job accidents.

Positive Tests on the Rise

An analysis from the Quest Diagnostics Drug Testing Index shows a significant increase in positive tests over the last five years. The number of people working under the influence of drugs and alcohol is on the rise as well. The safety-sensitive workforce is experiencing the highest levels of post-accident positivity rates as measured by the Department of Health and Human Services (HHS).

Drug Testing Programs

Drug testing programs can help an employer’s lower workplace accidents and injuries. Pre-employment drug testing is a great way to keep potential users from even applying for the job. Focusing on workplace safety initiatives within your company should include a drug testing policy. It will show prospective employees that you care about the health and well-being of all the employees.

There are several positive reasons to implement a testing program. The most important reason is the safety of your employees.  A safe workforce is a productive one.

The post Workplace Injuries On The Rise 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.

Here are a couple frequently asked questions we receive about hair testing and their answers.

What is hair testing?

Hair testing is a drug screening method that uses hair instead of urine or saliva to screen for presence of drug abuse. Hair testing is the only drug testing method that provides up to a 90-day history, allowing testers to screen for repetitive drug use. When compared with urine testing, hair testing tends to provide a greater number of positives due to its longer detection window. Hair testing requires a small sample of hair that is collected under direct supervision without any invasion of privacy. 

What drugs can Blueline Services test for with hair?

Blueline Services’s 5-panel hair test can detect cocaine, marijuana, opiates (codeine, morphine & 6-acetylmorphine,), amphetamines (amphetamine, methamphetamine, MDMA, MDA), and phencyclidine (PCP). Blueline Services’s Extended Opiates panel adds oxycodone, oxymorphone, hydrocodone, and hydromorphone

How effective is hair testing in detecting drug users?

Labs regularly report finding five times as many users compared to laboratory based urine testing programs.

What time period does hair testing cover? 

The typical length of head hair tested is 1½ inches from the root end. Since the average growth rate of human head hair is approximately ½ inch (1.3 cm) per month a hair analysis covers an approximate 90-day time frame. This time frame is an approximation only since an individual’s actual hair growth rate may vary from the average.

Does body hair give the same type of results as head hair? 

Body hair can be used for testing. However, while body hair is generally acknowledged as representing a more distant time frame than head hair, the approximate time period cannot be identified due to the high variability of growth rates.

How soon after use can a drug be detected in hair? 

It takes approximately 5-10 days from the time of drug use for the hair containing drug to grow above the scalp where it can be collected. 

What is the turnaround time? 

Hair testing results can usually be returned within 2-3 business days.

Does the laboratory wash the hair prior to analysis? 

All hair specimens are washed prior to confirmation testing to remove possible external contamination.

Can external exposure to drugs (marijuana smoke, crack smoke, etc.) have an effect on the hair test results? 

Along with a wash procedure, Laboratories looks for both the parent drug and metabolite (by-product) of drug usage (where appropriate). For marijuana analysis, Labs detects only the metabolite (THC-COOH). This metabolite is only produced by the body and cannot be an environmental contaminant.

Can a hair test be beaten/adulterated? 

Currently there are no known successful commercial adulterants for hair tests and the recommended use of normal hair care products/procedures (shampoos, dyes, permanents, relaxers, bleaches) do not have a significant effect on results.

Do you pull the hair out of the scalp to examine the follicle? 

No. Testing a hair follicle would require a painful collection process. Hair testing requires the smallest sample in the industry, snipping above the scalp. No hair is “pulled” out of the scalp, and the hair follicle is not disturbed. Sample collection is a completely painless, quick procedure

How does hair analysis compare to urinalysis?

The primary difference is the wider window of detection with hair. Cocaine, methamphetamine, opiates, and PCP are rapidly excreted and usually undetectable in urine 72 hours after use. Rather than the hours or days covered by a body fluid test, a hair test covers a period of months, ensuring that a drug user cannot evade the test by simply abstaining for a few days. Additional advantages include non-intrusive collection procedures, virtual elimination of test evasion through substitution or adulteration, and greater accuracy through test repetition capability. The combination of an increased window of detection and resistance to evasion makes hair testing far more effective than urinalysis in correctly identifying drug users.

How sensitive is hair testing in detecting drug users?

Comparison studies have proven that hair testing is up to 6-10 times more effective in identifying drug users than urinalysis. In other words, 85% of the drug users identified by a hair test could get through a urine screen and enter the workforce.

Can hair drug tests be run on people with little or no hair?

Yes. Hair can be collected from several locations on the head and combined to obtain the required amount of hair. If head hair is not available, certain body hair can be used as an alternative.

Can hair testing be used for the U.S. Department of Transportation (DOT) testing?

No, the U.S. Department of Transportation has not approved hair testing at this time.

The post Hair Testing FAQs appeared first on Blueline.

What is the new Clearinghouse?

The Clearinghouse will improve highway safety by helping employers, FMCSA, State Driver Licensing Agencies, and State law enforcement to quickly and efficiently identify drivers who are not legally permitted to operate commercial motor vehicles (CMVs) due to drug and alcohol program violations. This secure online database will provide access to real-time information, ensuring that drivers committing these violations complete the necessary steps before getting back behind the wheel, or performing any other safety-sensitive function.

Who will the Clearinghouse affect?

It will affect “all CDL drivers who operate CMVs on public roads, and employers/service agents.”
This includes, but is not limited to:
-Interstate/intrastate motor carriers, includes passenger carriers
-School bus drivers
-Construction equipment operators
-Limousine drivers
-Municipal vehicle drivers (e.g., waste management vehicles)
-Federal and state agencies that employ drivers subject to FMCSA drug and alcohol use testing regulations (e.g., Department of Defense, public transit)

What will be reported to the Clearinghouse?

-A verified positive, adulterated, or substituted controlled substance test
-Refusal to test (includes failure to appear)
-A verified positive alcohol test above .04
-DUI citation in a CMV
-DUI conviction in a CMV
-Actual knowledge of illicit alcohol or dug use (382.107)
-Negative return-to-duty
-Completion of follow-up

What should I do to get started with the Clearinghouse?

To get the process started, here are the steps that we suggest you implement right away:

1. Register your company at clearinghouse.fmcsa.dot.gov
   1. If you have a USDOT number, the clearinghouse will pull your company information from other relevant systems. Make sure to double check the accuracy of the information pulled.
   2. Assign others in your company to be assistants to help you manage the information provided through the clearinghouse.
2. Assign Blueline Services as your C/TPA (Consortium/Third Party Administrator).
3. Pre-purchase enough queries to cover your current DOT regulated employees.
   1. Queries never expire and additional can be purchased as needed.
4. Get your drivers to register at clearinghouse.fmcsa.dot.gov right away!
   1. A driver must register and give consent for his/her information to be accessible.  If they want to maintain a CDL, they HAVE to register on the clearinghouse site.  
   2. Drivers can monitor their information and dispute reported information directly on the site.

All employers with FMCSA regulated employees must register and use the clearinghouse. If drivers do not register, the consent will be sent by regular mail to the address on their CDL. This will delay employment and potential opportunities for drivers, so is in their best interest to register online.  Employers must query all new drivers before hire and all current drivers must be queried annually. The Clearinghouse is not yet integrated with other screening vendors/platforms, which means the queries need to be performed directly on the clearinghouse site. For the first three years (DOT requires a 3 year employment verification), Blueline can still provide the required employment verifications while the database catches up (year by year) to the requirement.  

We know change can cause heartburn, but this update is one that will be good for employers and overall industry safety. We encourage you to check out the excellent resources on the FAQ and Leaning Center pages of the clearinghouse website https://clearinghouse.fmcsa.dot.gov/ . 

Thank you for your continued business, please reach out to us with any questions or implementation issues.  

Blueline Drug Testing Department
801-575-8378
mail@blueline-services.com

The post FMCSA Employers: Don’t forget to sign up for the Clearinghouse! appeared first on Blueline.

1. Register your company at clearinghouse.fmcsa.dot.gov
   1. If you have a USDOT number, the clearinghouse will pull your company information from other relevant systems. Make sure to double check the accuracy of the information pulled.
   2. Assign others in your company to be assistants to help you manage the information provided through the clearinghouse.
2. Assign Blueline Services as your C/TPA (Consortium/Third Party Administrator).
3. Pre-purchase enough queries to cover your current DOT regulated employees.
   1. Queries never expire and additional can be purchased as needed.
4. Get your drivers to register at clearinghouse.fmcsa.dot.gov right away!
   1. A driver must register and give consent for his/her information to be accessible.  If they want to maintain a CDL, they HAVE to register on the clearinghouse site.  
   2. Drivers can monitor their information and dispute reported information directly on the site.

 
All employers with FMCSA regulated employees must register and use the clearinghouse. If drivers do not register, the consent will be sent by regular mail to the address on their CDL. This will delay employment and potential opportunities for drivers, so is in their best interest to register online.  Employers must query all new drivers before hire and all current drivers must be queried annually. The Clearinghouse is not yet integrated with other screening vendors/platforms, which means the queries need to be performed directly on the clearinghouse site. For the first three years (DOT requires a 3 year employment verification), Blueline can still provide the required employment verifications while the database catches up (year by year) to the requirement.  
 
We know change can cause heartburn, but this update is one that will be good for employers and overall industry safety. We encourage you to check out the excellent resources on the FAQ and Learning Center pages of the clearinghouse website https://clearinghouse.fmcsa.dot.gov/ . 
 
Thank you for your continued business, please reach out to us with any questions or implementation issues.  
 
Blueline Drug Testing Department
801-575-8378
mail@blueline-services.com 

The post Clearinghouse Information appeared first on Blueline.

We published an article earlier this year all about the 2018 Drug Testing Index results that released findings showing workplace drug positivity rates are now at the highest rates we’ve seen in over a decade.

More than 14 million urine drug tests are analyzed in Quest’s Drug Testing Index to help provide industry specific insights on drug use. This latest analysis showed that within the U.S. workforce urine drug tests have seen year-over-year double-digit increases in workplace drug positivity within 6 out of 17 industry sectors.

Among these industries, the Retail Trade Industry has seen the highest overall positivity rate across the past four years.

Other industries that have seen year-over-year double-digit increases in drug positivity include:

-Transportation & Warehousing
-Other Service Industries
-Wholesale Trade
-Construction
-Administrative Support, Waste Management and Remediation Services

Barry Sample, PhD, senior director of science and technology at Quest Diagnostics spoke out about the findings, “Our [examination] of drug positivity data suggest drug use by the nation’s workforce is growing across a broad swath of industries. Of particular concern are sharp jumps in positivity rates seen in sectors like transportation and warehousing and construction that directly affect public safety. Staying vigilant and providing support for employees who test positive for drug use are key for employers seeking to maintain a safe, healthy workforce.”

If you have questions about how you can improve your drug testing program to help keep your workplace safe and accident free, give our drug testing department a call at 888-919-8378 or shoot us an email at mail@blueline-services.com.

The post Workforce Drug Positivity Increases Within Multiple Industries appeared first on Blueline.

Q: What is marijuana?
A: Marijuana is the product of the hemp plant, Cannabis sativa, containing the psychoactive chemical delta-9-tetrahydrocannabinol (THC) and other related compounds. Popular names or bslang for the drug include weed, pot, or cannabis.

Q: How do people use marijuana?
A: Marijuana is typically smoked using rolled paper cigarettes (joints), pipes, water pipes (bongs), and vaporizers. However, the drug is also mixed into edibles and drinks and extracted into oils and waxes.

Q: How does marijuana affect users?
A: Marijuana use impacts the human body both physically and mentally. The “high” from the drug can include distorted senses, impaired judgment, lack of balance and coordination, increased appetite, elevated heart rate, and sometimes anxiety and panic.

Q: How many people use marijuana?
A: Below is the most current data estimating marijuana use.
-The National Survey on Drug Use and Health (NSDUH) reports more than 26 million Americans aged 12 or older, or 9.6% of the total population, were current users of marijuana in 2017.
-The World Drug Report 2019 estimates that there were 188 million global cannabis users in 2017.
-Marijuana comprised the most common substance use disorder, impacting an estimated 4.1 million Americans in 2017, according to the NSDUH.

Q: Can an employer drug test for marijuana?
A: Yes. There are currently no restrictions (other than New York City which is expected to implement restrictions beginning in May 2020) limiting an employer’s ability to drug test for marijuana, although there may be limitations on permissible disciplinary action that an employer may take if an employee is using marijuana in accordance with that state’s marijuana
laws. In general, state medical and recreational use statutes impact only a very small number of employees in most workplaces. Today, more than 97.6% of all non-regulated drug tests include marijuana in their panel (according to Quest Diagnostics).

Q: What is the marijuana positivity rate for workplace drug tests?
A: The latest Quest Diagnostics Drug Testing Index ™ reported that marijuana continues to top the list of the most commonly detected illicit substances across all workforce categories (general U.S. workforce; federally mandated, safety-sensitive workforce; and the combined U.S.
workforce, which includes the prior two populations) and all specimen types (urine, oral fluid, and hair).

Q: How is marijuana classified under Federal law?
A: Under Federal law, marijuana remains classified as a Schedule I drug under the Controlled Substances Act (CSA) and is illegal for any purpose. Drugs classified under Schedule I are defined as dangerous with a potential for severe psychological or physical dependence and are considered to have a “high potential for abuse” with “no currently accepted medical value.”

Q: How is marijuana classified under state law?
A: Despite its status under Federal law, states continue to pass legislation regarding permissible uses of marijuana for both medical and recreational purposes. State marijuana laws are inconsistent and constantly changing. Among other things, these state laws can impact company drug testing policies and procedures, workplace drug testing program administration, and how drug test results are reviewed and handled. As of August 2019:
-33 states and Washington, D.C. have medical marijuana laws
-11 states and Washington, D.C. with medical marijuana have also passed recreational use laws
-14 other states have low THC/high cannabidiol (CBD) laws for medical purposes

Q: How can states continue to pass medical and recreational marijuana legislation if marijuana is illegal under Federal law?
A: Even though marijuana is illegal for any purpose under the CSA, the enforcement of the CSA is within the discretion of the federal government. During the Obama administration, federal agencies, including specifically the Department of Justice, de- prioritized marijuana enforcement in states with medical marijuana laws through policy guidance. Congress has also previously passed statutory budget amendments to limit federal agency enforcement initiatives that interfere with state medical marijuana laws.

Q: How do state laws influence marijuana use in the workplace?
A: The extent of employment protections are afforded to employees in states that have passed marijuana legislation varies widely from state to state. Currently, employees protections fall broadly into four general categories:
1. States with no employee protection.
2. States likely providing no employee protections
3. States with explicit employee protections
4. States with unclear employee protections

Q: If an employee tests positive for marijuana/marijuana metabolites on an employment-related drug test, does that mean the employee is ‘impaired?’
A: No, a positive workplace drug test alone does not equate to impairment. While employment policies often prohibit employees from using drugs or being impaired at the worksite or during work hours, there is currently no drug workforce test (excluding alcohol tests measuring blood alcohol concentration) that can inform an employer as to whether an employee is ‘impaired’ based on the concentration (level) of drugs/metabolites present in a donor specimen. Some state laws explicitly address what can and cannot be considered for determining whether an employee is ‘impaired’ by marijuana, but most do not. Proper guidance and training of employees and supervisors to recognize objective, observable behavior and other symptoms related to drug use are critical for making impairment and reasonable suspicion drug testing determinations.
-Note: Only a handful of states have defined impairment due to marijuana use as it relates to operating a motor vehicle and those levels in blood vary. Currently, there is no consensus on what the standard of impairment is for marijuana.

Q: What are some important considerations in a company policy for marijuana?
A: It is imperative that employers maintain clearly written, and consistently applied, workplace drug testing policies that comply with all applicable laws. Drafting and implementing a written workplace drug testing policy should be undertaken only after consultation with an attorney knowledgeable of the applicable laws.

Q: What are some common misperceptions about marijuana?
A: Common misconceptions about marijuana include that the substance is harmless, not addictive, and lacks long-term effects.

Q: Is all marijuana the same?
A: No. Marijuana has various strains and hybrids, with varying THC levels (i.e. potency). It is grown under varying conditions and is sold in nonstandard amounts at marijuana dispensaries. According to the National Institute on Drug Abuse (NIDA), today’s THC concentrations in marijuana average close to 15% compared to approximately 4% in the marijuana of the 1980s.

Q: Is medical marijuana safe?
A: While the Food and Drug Administration (FDA) has approved several synthetic THC and CBD drugs for use in chemo-induced nausea and epilepsy treatments. Marijuana remains illegal at the Federal level and the FDA has not approved it as a safe and effective drug.

Q: What is the standard dose of marijuana used medicinally?
A: There are no standard safety or efficacy requirements for medical marijuana because the “U.S. Food and Drug Administration has not approved a marketing application for marijuana for any indication.” In those states with medical marijuana statutes, physicians or other authorized providers may provide a “recommendation” of medical marijuana use, but may not legally “prescribe” marijuana. Synthetic THC (e.g., dronabinol capsule) can be prescribed and is dispensed based on recommended dosing guidelines and the physician’s judgment.

Q: Can someone taking cannabidiol (CBD) test positive on a drug test?
A: Maybe. In laboratory testing, CBD itself would not be confused with THC or its metabolites that laboratories typically test for in a workforce drug test. If the CBD product contains THC at a sufficiently high concentration, it is possible, depending on usage patterns, that the use of these products could cause a positive drug test result for marijuana and/or its metabolites. For example, in two states, CBD may contain up to 5% THC. It is important to remember that for federally-mandated drug tests, the use of CBD or “medical marijuana” would not be considered an alternative medical explanation for a positive drug test result.

Q: Can secondhand marijuana smoke render a positive drug test?
A: There are no published, peer-reviewed studies to date that indicate, even with today’s increased concentrations of THC in marijuana, that someone would test positive due to ‘passive’ or ‘incidental’ exposure at events such as parties or concerts.” The National Institute on Drug Abuse (NIDA) concurs, reporting that it unlikely that secondhand marijuana smoke could give someone a contact high after examining research that measured factors such as drug potency, hours of exposure, and room ventilation.

The post Marijuana: Frequently Asked Questions appeared first on Blueline.

They follow the story of “Evan” a self-proclaimed cannabis addict who has been struggling to get sober. While legalization may not be the cause of his weed dependence, it certainly hasn’t helped his struggle. He recalls advertisements with lines such as, “Shop. It’s legal” and “Hello marijuana, goodbye hangover” being “in [his] face” during his hard-fought seven weeks of sobriety.

It was “seven weeks of sleepless nights, intermittent nausea, irritability, trouble focusing, and psychological turmoil” he said, with quitting not being so much of a ‘can’ as a ‘must’.

Evan isn’t alone with his struggle. Similar struggles or addictions are becoming more and more commonplace with the share of cannabis users who consume the drug daily or near-daily having jumped 50 percent in the last few years.

This jump coupled with “increasingly permissive cannabis legislation, attitudes, and lower risk perception” as the National Institute of Health put it, has public-health experts worried. People across the country have gone “from treating cannabis as if it were as dangerous as heroin to treating it as if it were as benign as kombucha”.

The article interviewed Keith Humphreys, a professor of psychiatry and behavioral sciences at Stanford University, who said that the most compelling evidence that marijuana can be damaging comes from the users themselves.

“In large national surveys, about one in 10 people who smoke it say they have a lot of problems. They say things like, ‘I have trouble quitting. I think a lot about quitting and I can’t do it. I smoked more than I intended to. I neglect responsibilities.”

“There are plenty of people who have problems with it, in terms of things like concentration, short-term memory, and motivation. People will say, ‘Oh, that’s just you fuddy-duddy doctors.’ Actually no. It’s millions of people who use the drug who say that it causes problems,” Keith Humphreys responded for the article.

On the flip side, Jolene Forman, an attorney at the Drug Policy Alliance, said that “the vast majority of people who use cannabis are not going to be problematic users.” She argued that the legalization of cannabis would help. Legalizing weed has opened up the doors to having a strictly regulated market for the drug.

Lots of different proposals and sides were discussed within the article on what exactly should be done concerning marijuana with its newfound legalization happening quickly across the country. But the article ended by addressing the issue it set out to cover in the first place, “perhaps the most important [issue] might be reintroducing some reasonable skepticism about cannabis, especially until scientists have a better sense of the health effects of high-potency products, used frequently.”

For example, take a look at e-cigarettes and the quick shift that has taken place over the last couple of weeks on the safety of using these devices. Over the past couple of years, vaping has gained huge popularity especially among teens with 37% of high school seniors reporting that they’ve used the e-cigarettes. However a recent bout of deaths across the country, coupled with individuals reporting serious lung problems, have health officials now questioning exactly how safe the devices are. Harvard Health Publishing posted an article earlier this week questioning the safety of the devices and stating, “It took many years to recognize the damage cigarettes can cause. We could be on a similar path with vaping.”

Is marijuana in that same category? Not enough research or time has really passed to know yet. But as The Atlantic put it, “Until then, listening to and believing the hundreds of thousands of users who argue marijuana is not always benign might be a good start.”

The post America’s Invisible Pot Addicts 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.