Saliva drug testing was developed as a simple way to test for the main recreational drugs, marijuana, cocaine, amphetamines and heroin.  They are used in place of blood and urine tests as a happy medium between the complexities of taking blood, and the potential for spoofing a urine test.  It is much harder to fool a saliva test than it is a urine one, although it is still possible.

A recent study by the Society for Human Resource Management found that 84% of employers now require some kind of drug testing to be performed as part of the application process.  The saliva test is the least intrusive, most user and subject friendly test to date.  It also provides quick results, which is a distinct advantage if performing workplace random drug tests.

Even though they may be accurate, it is still recommended to have positive results analyzed by mass spectrometry to confirm a positive result.  It will test for both the substance and the metabolite which can confirm ingestion of the drug rather than just exposure to it.

The downside to a saliva drug test is that is can only test for drug use over a short period.  For example, it can only detect THC, the psychoactive component of cannabis within 24 hours of ingestion.  This kind of testing wouldn’t detect occasional or social, weekend use unless the subject was really unlucky.

To perform the test, the agent will use a toothbrush-like implement and swab it in the mouth between the tongue and cheek for a couple of minutes.  The swab is then removed and placed immediately into a container and sent to an approved laboratory.  The laboratory will then test and either inform the subject or the employer, depending on what kind of test was carried out.

There are home testing kits available that perform the same function for either testing individuals or children for substance use.  These will use exactly the same method of collection, then be sent to the laboratory.  They can take longer than an employer test, up to six weeks to have the results.

If the saliva test was part of a job application, the results will often only be shared with the employer.  In most cases, it’s only if the test was negative that you will hear anything from them.  If an applicant hears nothing after a test, they would want to contact the human resources department of the potential employer in case.

Like with other testing methods, many laboratories will back up positive tests by using mass spectrometry.  These are the most accurate testing methods we have, and a positive mass spectrometry test is widely accepted as fact.

Anyone working as a police officer, bus driver, train driver, trucker or any other transportation role has to comply with these tests under federal law.  Each test must be conducted properly and by a laboratory certified by the Substance Abuse and Mental Health Services Administration.  Other companies and industries may have their own drug testing policies, which must abide by the applicable state law.

Samples are collected from subjects by “peeing in the pot” and presenting it to be tested.  The test often has to be sent to a laboratory for a proper toxicology test, which can take a few days.

Toxicology can screen for general compounds which include most recreational drugs like cocaine, marijuana, heroin and PCP.  The problem is that certain legal drugs, foods and other compound can give false positives.  For example, a bagel with poppy seeds on top can give a false positive because it comes from the poppy, as does heroin.

There are disadvantages with urine samples though.  The first problem is that is can be fooled by substituting the subjects urine with a known clean sample.  It can also be contaminated between collection and testing.

The immunoassay is a newer test that can provide almost instant results, which negates many of the inherent problems with traditional toxicological testing.  This test uses a test strip, almost like litmus paper, embedded with antibodies that can test immediately.  These antibodies only react to very specific compounds, specifically drugs and will indicate the presence by changing color.

Couple this with rigorous controls on providing urine samples, such as pH and temperature testing and you have the makings of an accurate and demonstrative test.

So the test isn’t infallible, but performed correctly, and properly can be a viable method of testing for substance abuse in a workforce.  It is suggested that any positive returns on a urine test be double checked by another method to ensure its accuracy.  Especially if employment is at stake.

The most current accurate method of testing for substances is gas chromatography or mass spectrometry.  These tests can identify the molecular structure of compounds and also its metabolite, which is the chemical created once the drug has been metabolized.  These methods are widely regarded as the most accurate possible with current technology, and the findings are acceptable in court.

So while urine screening isn’t the most infallible test available, it is the quickest and most convenient.  As long as controls are in place to prevent sample substitution and any positive results are re-tested using an approved method the findings should be accepted.

Drug testing is rapidly becoming a standard part of the job application process in the United States.  Due to the prevalence of recreational drugs and the insurance premiums charged to companies to protect from the effects of drugs, it’s becoming an important tool in candidate selection.

Unfortunately, there is no cohesive drug testing law across the country.  It’s advisable to get legal advice before implementing any drug testing to ensure you comply with any particular state laws.  Many states have taken a stance on drug testing, and not always in favor of the employer, so check the facts.

A drug testing policy should be clear and communicated to everyone in the company.  Ensuring there is an easily accessible copy on an intranet or with the policies and procedures for the company so employees have free access to the information at any time.

Drug testing is usually defined in five categories.

• Applicant Testing
• Scheduled Testing
• Random testing
• Treatment Related Testing
• Post-Accident Testing

Applicant testing should be undertaken after an offer has been made in order to comply with ADA (Americans with Disabilities Act).  There will have to be a discussion about prescription medication before the test and any company with more than 15 employees is subject to ADA.

Scheduled testing can be performed as part of a regular physical.  Laws are sketchy here and only really relate to specific job types.  Obtain legal advice for these.

Random testing is exactly as the name suggest.  It can be implemented at random times, and random people in jobs where safety and security are an issue.  Be careful not to target anyone specifically.  They have to be random, not a means to investigate someone suspected of drug abuse.

Treatment related testing can be undertaken if an employee has received treatment for which drugs were prescribed.  Some will have side effects, and/or if the employee is in a safety or security critical role can be monitored afterwards to ensure they remain drug free.

Post-accident testing is often undertaken if the employee was subject to an industrial accident.  Drugs can cause accidents, and this kind of testing can determine if they played a part in the incident.

As mentioned, different states have different views on drug testing.  If you are an employer looking to implement some kind of testing, or an employee about to be subject to it, it’s best to seek legal counsel pertinent to where you live.  Anything that affects employees can be a legal and litigatory minefield, so it pays to be careful, whichever side of the situation you’re on.

Shortly after, the private sector was let in on the act and permitted to perform drug testing on job applicants as part of the application process. Now over 84% of employers in the United States have some kind of drug testing process in place. Schools and colleges are also beginning to implement drug testing of their own, and you can now buy home drug testing kits almost as readily as you can pregnancy testing kits.

A drug test is designed to locate chemical compounds of specific drugs, or the metabolites of them. When a body digests or metabolizes, something, it breaks it down into other chemicals. Specific compounds have specific metabolites, which these tests will detect. The idea of searching for metabolites as well as the drug itself is that it’s evidence of the subject having ingested the drug.

These metabolites are transported by the body and stored in fatty deposits. These are semi-permanent and will only disappear when the body burns the fat for energy. Therefore, the tests can often detect drugs long after the actual event. The detection time varies however between the drugs, and the lifestyle of the person involved.

The tests themselves are no indicator of intent, so they cannot prove that the person voluntarily took drugs, only that they have taken them. While this is a little wooly as far as the law goes, the presence of drugs in a subjects system, whether taken knowingly or not, is enough to deny employment or attract other kinds of censure.

The urine test requires a sample of urine and a test card is applied to it to indicate the presence of any drugs. If the card provides a positive result, the urine is sent for further testing in a laboratory. This test is very reliable but is subject to being fooled by urine substitution or drinking water heavily for a period before the test.

The hair test is another reliable drug testing method. A sample of hair is taken and tested for the same metabolites. As the drug is ingested in the blood, they are deposited into the hair follicle. There is stays until the hair either drops out or is cut off.

The blood test is the most complicated, and expensive drugs test to undertake. It involves the taking of a sample of blood by a doctor or nurse and having that blood tested for the metabolites. These are often reserved for court cases, litigation or life insurance policies.

All positive results can be confirmed by using mass spectrometry, which confirms the presence of the compound and the metabolites at the molecular level, and is regarded as absolutely accurate.