We know you want to hire and retain the right professionals at your organization. With that in mind, you can’t afford drug tests that aren’t accurate and easy to administer. Wolfe offers your organization timely and accurate drug tests so nothing gets by your department. With over 30 years of exceptional employer solutions, Wolfe can ensure the people you hire and retain are people you can trust.
Employer drug testing detects whether a prospective employee uses illegal drugs or abuses prescription medication. Furthermore, it may also be used for personnel returning to work following an absence due to an injury, which is known as a pre-placement drug test. Employers frequently ask job candidates to take a pre-employment drug test, and a job offer may depend on the applicant’s ability to pass.
The following are testing services that Wolfe Inc. can perform for our clients:
Instant urine drug tests are cost-effective and the easiest tests to administer. Urinalysis can detect up to 14 drugs at a time and as early as two hours after use.
The DOT requires Alcohol Testing for all drivers, in certain circumstances, so we have two DOT approved screening tests that we recommend for your organization.
Lower your insurance coverage costs
A cost-effective solution with samples that are easier to collect and harder to tamper with.
Get the freedom to design a drug testing program without the stricter requirements of the federal government. Choose the type of specimen to test and a panel to fit your needs. You can also choose electronic scheduling or paper chain of custody. Wolfe offers full laboratory services and confirmation of your instant non-negative devices.
Hair testing by our leading laboratories provides several advantages:
WOLFE lab partners screen for the full range of substances abused commonly by athletes:
The U.S. Drug Enforcement Administration (DEA) and Food and Drug Administration (FDA) have classified these drugs as Schedule III controlled substances in accordance with the Controlled Substances Act (CSA).
Genetic testing looks for changes in your genes, chromosomes and proteins. DNA tests can give you lots of information about the genes that make up who you are. They can confirm if you have or don’t have a specific disease. They can determine if you have a higher risk of developing certain conditions. And they can find out if you carry a specific mutated gene that you can pass to your child.
Do you have an employee that has just provided a non-negative result on an instant testing device?
Every non-negative instant test has the potential to result in legal action. Wolfe recommends that they are confirmed by a certified lab to keep you in the clear.
Employer drug testing detects whether a prospective employee uses illegal drugs or abuses prescription medication. Furthermore, it may also be used for personnel returning to work following an absence due to an injury, which is known as a pre-placement drug test. Employers frequently ask job candidates to take a pre-employment drug test, and a job offer may depend on the applicant's ability to pass. These drug tests commonly check for the usage of the following illegal drugs (but others can be tested if necessary):
The most common drug testing specimen types are urine, hair, blood, and saliva. Urine is the most commonly used and is required for controlled drug tests, such as those performed by the United States Department of Transportation (DOT). There is a narrower detection window in urine testing than in other types of testing. But, there are other methods, such as the more expensive hair drug test. However, hair drug tests can detect drug or alcohol usage for up to 90 days, whereas urine has a much shorter window.
Blood testing is incredibly accurate, but it is also expensive and invasive. Finally, a saliva test (also known as an oral fluid test) is less invasive than urine testing. But, this type of test has an even shorter detection window, or 7-21 hours. If an employer wants to avoid complications that arise when an employee does not produce enough urine, a saliva drug test can be an effective alternative to urine testing.
According to the U.S. Department of Labor, the cost of hiring the wrong person might amount to at least 30% of the individual's first-year wages. This can easily approach tens of thousands of dollars depending on the position's wage rate. Why are these costs so high? Termination costs. Replacing a person you hired can also be costly; you'll most likely need to supply orientation services, employment tests, training courses, and other services. The cost of litigation and legal fees, if the employee chooses to sue you.
Employers collect a lot of information to analyze a candidate's character and prevent them from making the wrong hire. Continue reading to discover how an employer background screening helps in the hiring process, what they may reveal, and why they are important.
If a corporation prioritizes worker safety, employer drug testing is essential. It can assist by limiting the hazards associated with drug abuse. Furthermore, an employer can discourage substance abusers from ever applying for a job by simply mentioning on a job application that an offer of employment may be contingent on the results of a drug test. Pre-employment drug testing is essential for occupations that place individuals in high-risk areas.
When safety is an issue, employer drug testing is very important. In many places, occupations such as commercial drivers, medical, and teachers, for example, all need to be drug-free. Furthermore, many manufacturing facilities use our employer's drug testing services too. If you are an employer that wants to ensure your workforce is drug and alcohol-free, you should give us a call. We work with our clients to ensure they get the most comprehensive drug testing available at an affordable price—Call 1-800-230-2991 to find out more.
While pre-employment drug testing is common, other types of employer drug testing are administered to help employers maintain the safety of their workplace. These are:
These different types of tests are critical for employers. While pre-employment testing tells employers that they are hiring someone that is drug and alcohol-free. However, this does not mean that the workforce will stay that way. Whenever there is a suspicion of drug or alcohol use, the employer has the right to test their employees. If there was an accident at work, there are steps taken for workers' compensation, which generally involves getting a post-accident drug test.
Random drug testing makes employees think twice before using drugs off the job. This helps employers maintain an excellent workforce that they can count on.
According to the Substance Abuse and Mental Health Services Administration's 2020 National Survey on Drug Use and Health, more than 59 million Americans aged 12 and older confessed to using illicit drugs in the previous year. (1)
According to the National Institute on Drug Abuse, employees who abuse substances are more likely to change jobs frequently, be engaged in workplace accidents, arrive late or miss work more often, and submit more workers' compensation claims. (2)
You may withdraw your conditional offer if an applicant refuses to sign your drug testing policy. You should provide a warning if an employee refuses to sign it.
If the employee continues to refuse to sign an acknowledgment of your policy, you may fire them. Make sure you document the cause of the employee's termination.