For-Cause Drug Testing

For-cause drug testing, also referred to as reasonable suspicion and probable cause drug screenings, have the highest percentage of positive results out of all drug testing reasons, including random and preemployment drug testing. Regardless of what particular specimen is tested, for-cause drug testing is a considered a special issue. Most drug screening tests only detect the five drugs that are federally prohibited: marijuana, amphetamines, cocaine, heroin and PCP.

Often times a for-cause drug test is requested in a work environment by an employer when an employee shows signs of drug or substance abuse. These signs may include changes in someone’s appearance, work performance, erratic or abnormal behavior or safety record. A major accident at the workplace or repeated minor accidents from the same employee can also lead to suspicion. A drug test can be required immediately by a supervisor is any of these behaviors are seen.

A company can greatly benefit from for-cause drug tests. Someone who is showing obvious signs that he or she is not fit for duty can cause a lot of problems and issues for a company and even hold a company back from succeeding. This particular type of drug test can save a company a lot of wasted time and money on employees who are not properly providing for the company.

For-cause drug testing protocol

1. If the behavior of an employee causes suspicion of drug or alcohol abuse, a supervisor requests the department head to perform a drug screening. The head of the department has the authority to obtain a for-cause drug test.
2. The duties of the employee being screened shall be relieved and he or she will be provided with a time and date to report for drug testing. An employee not reporting at this specified time for the screening is enough cause for termination immediately.
3. The sample submitted (urine and/or blood) is screened for Cocaine, Marijuana, Amphetamines, Phencyclidine, Barbiturates, Opiates, or derivatives of other drugs. If the first screening result returns a positive result, the same sample will be given a confirmatory test. If this also tests positive, the result is then turned in to the Medical Review Officer. All collections of samples for drug tests performed for cause must be carried out under observation.
4. After the screening, the Medical Review Officer schedules an appointment with the screened employee to discuss the results with him or her and to inform the department head of the employee.
5. The employee’s department head will decide the necessary action when a positive results from a drug screening. Available options can be up to and also include termination immediately. Corrective actions may also be considered.
6. If an employee is terminated due to a positive drug screening, he or she will not be eligible for rehire within the same company for a minimum of six months.

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