A recent analysis by Quest Diagnostics shows that workplace drug use is higher than it has been in 12 years. What does that mean for recruiting? Let’s find out.
According to a press release by Quest Diagnostics, the American workforce is using more drugs than they have in 12 years. The report comes from an analysis of over 10 million drug tests.
The analysis, known as the Quest Diagnostics Drug Testing Index shows that positive drug tests among the combined U.S. workforce came in at 4.2%. That is a 5% relative increase over 2015’s rate of 4.0%. It has not been that high since 2004, when it was 4.5%.
“This year’s findings are remarkable because they show increased rates of drug positivity for the most common illicit drugs across virtually all drug test specimen types and in all testing populations,” said Barry Sample, PhD, senior director, Science and Technology, Quest Diagnostics Employer Solutions. He went on to say, “Our analysis suggests that employers committed to creating a safe, drug-free work environment should be alert to the potential for drug use among their workforce.”
The impact of these findings will likely mean that more of your potential candidates will wash out of your hiring process if you include a drug test—and it’s hard to find an employer that doesn’t want to drug test.
Furthermore, such news may result in many employers doubling their efforts to drug test leading to more turnover. It’s also possible that some employers might consider being more lenient on certain drugs due to a rising demand for workers.
Finally, even if companies don’t make changes based on this information, there will continue to be greater turnover across the board due to failed workplace drug tests.
Whatever the case may be, a brief reminder of the law would be a good practice for any recruiter given the environment.
No Federal Rules for Most Employers
As recruiters, you should be aware that, for most employers, testing is not required or regulated under the federal Drug-Free Workplace Act of 1988. The Drug-Free Workplace Act applies only to federal contractors and grantees. The majority of employers are, however, subject to state and local statutes that limit or prohibit workplace testing. These employers may still test employees for a wide variety of substances, but only if the employers follow the state or local rules.
In the event that a federal law does govern workplace testing, at least one federal court has held that it preempts state law. So you should be aware that some employees might take legal action if they fail a drug test should their workplace be governed by federal law. While this might not impact your policies, it should be taken into consideration at least.
Tomorrow we are going to look at some of BLR’s guidance on minimizing drug use at work.