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.

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Drug overdoses can happen anywhere, and the workplace is not exempt from these problems. The National Institute for Occupational Safety and Health (NIOSH) reported that drug overdose deaths at work have increased for seven years in a row.

Drug Overdose Rates Soaring

Drug related deaths in the U.S. skyrocketed 30% in 2020 to a record 93,331. This means an average of 256 Americans died every day from a drug overdose. This surge of overdoses was not unforeseen as drug abuse is a continually increasing problem in the U.S.

The strongest approach to prevent workplace drug overdoses is to implement a drug testing policy for your company.

How Can Drug Testing Reduce Workplace Drug Overdoses?

There are many circumstances in which a company may conduct drug testing. Each of these strategies can be used to eliminate the chance of a workplace overdose.

• Pre-Employment: This test is used to establish illicit drug use by a potential hire. Your workplace is less likely to have drug problems if applicant testing becomes part of the hiring process.
• Random: A random selection process chooses employees to perform drug testing. This will ensure employees are following your workplace drug policy.
• Post-Accident: This is performed after a workplace incident occurs. When a company has a post-accident drug testing policy, employees are less likely to consume drugs before or during work.
• Reasonable Suspicion: When there is evidence or reasonable cause to suspect an employee’s drug use, this test can be performed. Supervisors must complete a prior training course to report drug and alcohol symptoms.
• Return to Duty: This test may be used as a condition of a worker’s return to safety-sensitive duties after a company’s drug or alcohol policy has been violated. This will help prevent continued policy violations.

As drug overdose deaths are continuing to soar throughout the country, Blueline is here to protect your company. We can help navigate this sensitive subject by creating a drug testing program that is right for you.

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Several states changed or updated alcohol and marijuana policy. Here’s the rundown of legislative changes:

• Alabama – Made it illegal to use supplements or synthetic urine to fool drug screens.
• Delaware – Added the treatment of anxiety to the list of qualifying conditions.
• Iowa – Updated their THC limits from 3% to 4.5% per gram for patients. Terminally ill patients may have different levels approved.
• Maryland – Increased amount of marijuana needed to qualify as a criminal offense. Anything under a certain amount is a civil offense.
• New York – Added to its mandatory drug testing pre-employment screenings. Any for-hire drivers that transport 10+ must take a pre-employment drug test. CDL and non-CDL drivers are both required to take pre-employment tests.
• Oklahoma – Funded the start of a marijuana breathalyzer program.
• Utah – Changed workers compensation policy to lower the blood and breath alcohol levels required for employers to take action. The reduced amounts will also determine if a person qualifies for workers’ compensation and disability. Private employers do not have to accommodate medical marijuana use under their drug and alcohol policies.
• Virginia – Some marijuana possession and CBD oils now have a civil penalty instead of a criminal penalty.
• West Virginia – If terminating an employee for violating a company drug and alcohol policy, gross conduct can be brought, negating any indemnity benefits.
• Washington, D.C. – Medical marijuana users cannot be excluded from hiring based on a positive marijuana test. No negative actions can be taken against the employee at work unless they use, are impaired, or possess marijuana in the workplace. Private employers are exempt from this rule.

These regulations were enacted by each states’ legislators. To that extent, this list doesn’t include any states that legalized marijuana or other drugs via ballot measures. As always, make sure to check with your legal department to determine if any of these changes may affect you. Blueline is here to help you navigate through this Rundown of Legislative Changes.

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But where does this leave employers? And where does the National Safety Council stand on marijuana use for employees?

The NSC released their current position on marijuana use with their most recent announcement, “At this time, NSC believes there is no level of cannabis use that is safe or acceptable for employees who work in safety sensitive positions.”

The National Safety Council has been a workplace safety advocate for more than 100 years, helping provide guidance for employers.

When asked what had influenced their position against marijuana use, they referenced a recent National Institute on Drug Abuse report that compared employees who tested negative for marijuana against employees who tested positive for marijuana. The report’s results found that employees who tested positive for the drug are:

-55% more likely to have industrial accidents
-85% more likely to be injured
-75% more likely to have absenteeism

In an October 2019 press release, Lorraine M. Martin, president and CEO of NSC, said, “Research clearly shows that cannabis impacts a person’s psychomotor skills and cognitive ability. In order to protect our employees and those around them, we need to acknowledge the impairing effects of cannabis. We urge employers to implement policies stating no amount of cannabis consumption is acceptable for those who work in safety-sensitive positions.”

Both the NSC and the Occupational and Environmental Medical Group have urged Congress to take worker safety into account when considering marijuana legalization. But things are still in flux, which is why the NSC’s position is so profound. It may help provide employers with some clarity and direction in the constantly changing world of marijuana legalization.

The post National Safety Council’s Position on Marijuana in the Workplace appeared first on Blueline.

This new program change will be effective beginning on January 1st, 2020.

If Blueline currently manages random testing of your DOT drivers, we will implement these new program changes for you. But we wanted to make you aware of this announcement and prepared for the random rate increase beginning in January.

The random drug testing process will remain exactly the same. The minimum annual percentage rate for random alcohol testing will remain at 10%.

To see more detailed information about this change, you can view the DOT’s official notice here.

Thank you for your continued business, please feel free to reach out to us with any questions!

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

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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.

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All of the information they shared has been sourced from and recognized by the medical and/or scientific communities and should merit some serious consideration. We’ve shared their research and information below for your benefit.

“Marijuana is harmless.”

-Marijuana use is associated with increased risks of: mental illness (Burns, 2013), heart disease (Montecucco, 2012), cancer (Marks, 2013), lung disease (Mehra, 2006) and stroke (Wolff, 2013); compared to tobacco, marijuana smoke contains three to five times more carcinogens (Tomar PhD & al., 2009).
-The structural brain change caused by marijuana use by adolescents and young adults – including only casual use – is permanent. IQ points are lost – and cannot be recovered with age (Meier M., 2012).
-Exposure to so-called “edibles” has led to a significant increase in the poisoning of young children. (Wang, 2014).
-The side effects from marijuana have led to far more emergency room visits than all other substances combined (SAMHSA, 2013).

“Marijuana is medicine.”

-The American Medical Association, American Psychiatric Association, American Society of Addiction Medicine, National Multiple Sclerosis Society, American Glaucoma Society, American Academy of Ophthalmology, American Cancer Society, National Eye Institute, National Institute for Neurological Disorders and Stroke and, the Federal Food and Drug Administration – these are only some of the prominent national health organizations that have rejected crude marijuana for medicinal use.
-State regulatory oversight of marijuana for medical use in Colorado has been highly touted as a model of success. Regardless, while the state’s website shows registrant demographics at 3% for cancer, and 1% for AIDS, those who “complain of pain” equal a whopping 94% (CDPHE, 2014). And these registrants are not the sick and elderly; rather, the average cardholder is a 41-year-old male – in the workforce. In California, the average user of marijuana for medicinal use is a 32-year-old male with a history of alcohol and substance abuse – and no history of life-threatening illnesses (O’Connell, 2007).

“The marijuana ‘high’ only lasts for a few hours.”

-Repeated studies have shown that after marijuana use, impairment lasts a minimum of 24 hours. One particular study included flight simulators – to test airline pilots at various intervals after they smoked “a joint.” While impairment was proven 24 hours after usage, none of the pilots reported any awareness of their own impairment (Yesavage, Leirer, Denari, & Hoillister, 1985). And this study was conducted prior to the significant THC increases seen in today’s marijuana products – where users often report ill effects for days afterward.

“Presence-in-system testing is unreliable because it does not measure impairment.”

–The amount of THC – the psychoactive component in marijuana – is going to vary across the wide variety of marijuana products now available as well as in the rate that it is metabolized by different individuals. While these variants currently make it difficult to produce a standardized method by which individual impairment can be determined with certainty, they should not be construed into some kind of base rate fallacy. The reality is that drug testing is meant to serve as one component of an employer’s comprehensive drug-free workplace policy – that includes education about the consequences of failing a drug test.
-While drug screening and confirmatory cut-off levels have been established that are meant to protect a safe and drug-free workplace from substances of abuse, studies clearly show that maintaining as little as 2-5 ng/mL of marijuana in one’s system may cause substantial impairment issues (Hartman & Huestis, Cannabis Effects on Driving Skills, 2012).
-Presence-in-system testing is the gold standard upheld in repeated court decisions – protecting an employer’s right to provide a safe and drug-free workplace program.

“Marijuana is not addictive.”

-It’s been generally recognized that marijuana is psychologically addictive. Today’s strains of THC are stronger – and now produce physiological dependence and withdrawal that requires substance abuse treatment (Copeland, 2009). According to the National Institute on Drug Abuse, marijuana accounted for 4.5 of the 7.1 million Americans dependent on or abusing illicit drugs in 2010 (SAMHSA, 2010).
-Statistically, one in six adolescent users will become dependent on marijuana – and one in 10 adult marijuana users will become dependent to the point of requiring treatment (Giedd, 2004).
-When chronic marijuana users attempt abrupt discontinuation, the signs of withdrawal syndrome – restlessness, irritability, mild agitation, hyperactivity, insomnia, nausea, cramping, decreased appetite, sweating and increased dreaming – are common (NHTSA, 2014).

“Marijuana can be regulated like alcohol.”

-One would be hard-pressed to find anyone who would hail alcohol regulation as a public health success. For every $1 of tax revenue received in the U.S. from alcohol sales, $10 more are spent on the social costs – amounting to an annual deficit of $185 billion/year (NIDA, 2000). Further, the physical properties, effects on the body, absorption rates, etc. are not in any way the same between marijuana and alcohol – and no standardized techniques for testing exist for marijuana. Claims that marijuana can be regulated like alcohol – based on assumptions of similarity – are extremely misguided.

“Marijuana is not a gateway drug.”

-A 25-year longitudinal study found the frequency of marijuana use to be significant with other illicit drugs of abuse and dependence – particularly with adolescent onset use (Fergusson, Horwood, & Boden, 2006).
-Two separate studies of twins compared whether or not early cannabis use showed subsequent abuse or dependence of other illicit drugs. The findings showed two to five times greater risk than that of a twin who did not use marijuana (Lynskey PhD & al., 2003) (Agrawal, Neale, Prescott, & Kendler, 2004).

“Marijuana is safer than cigarettes or alcohol.”

-With the extremely-high THC now found in new productions of edibles, waxes, and hash oil vaporizers, it may well take another generation before how truly harmful the effects of marijuana use can be determined. The permanent damage to brain function and long-term mental health detriments are not only indisputable but incomparable to cigarettes and alcohol across the board. Marijuana creates its own brand of problems. Blanket statements declaring marijuana as “safer” are ignoring the risks identified by scientific data. Addiction, psychosis, and cognitive function loss are never “safer” (Gitlow PhD, 2014).
-Repeated studies have shown that after marijuana use, impairment lasts a minimum of 24 hours. One particular study included flight simulators – to test airline pilots at various intervals after they smoked “a joint.” While impairment was proven 24 hours after usage, none of the pilots reported any awareness of their own impairment (Yesavage, Leirer, Denari, & Hoillister, 1985). And this study was conducted prior to the significant THC increases seen in today’s marijuana products – where users often report ill effects for days afterward.

“There are no long-term effects from marijuana use.”

-A study of 1000 candidates followed from birth to age 38 showed lasting cognitive decline among marijuana users – that did not change with adult abstinence (Meier M., 2012).
-Marijuana use causes a 17% increased risk for depression onset among all users; risk increases to 62% for heavy (or weekly) users (Lev-Ran, 2014).
-Military personnel who use cannabis 10 or more times by 18 years of age are two to three times more likely to be later diagnosed with schizophrenia than those who have not (Zammit, 2002).
-A 40% increased risk of psychotic symptoms/disorders occurs in those who use marijuana as compared to those who do not (Moore, 2007). This finding has been confirmed by over a dozen studies.

“It is safer to drive with marijuana in your system.”

-Studies consistently show that, on average, marijuana-impaired driving results in a two-fold increase in the risk of a crash (MuChen, 2012).
-Impaired cognitive function means lowered attention to surroundings and tasks, reduced speed of information processing, and slower response times –which can lead to weaving and other risky consequences (Hartman & Huestis, 2013). In Colorado, the number of drivers in fatal crashes who tested positive for marijuana nearly doubled from 2009 – 2011 (Couch, 2014).

The post Busting Common Marijuana Myths 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.

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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.

There are some exceptions to this new ruling. The ban will not apply to firefighters, EMTs, employees who operate motor vehicles, work for the federal government or who are involved in other safety sensitive positions as determined by their employer.

To see the exact details and exceptions to this bill, you can view the bill in its entiretyhere.

“As our legal cannabis industry continues to flourish, it’s important to ensure the door of economic opportunity remains open for all Nevadans,” Governor Sisolak said in a statement. “That’s why I was proud to sign AB 132 into law.”

Nevada employers will still be able to administer pre-employment screenings for other drugs, but positive cannabis screenings will no longer be able cause for not hiring an applicant.

This new legislation is intended to help protect discrimination against those who are lawfully using marijuana, as recreational marijuana was legalized in Nevada in 2017.

If you are located in Nevada or hire within Nevada and have further questions, please don’t hesitate to reach out to our drug testing team.

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