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Drug abuse in the workplace.

M M Lubran1, K T Jasper

  • 1Department of Pathology, Harbor-UCLA Medical Center, Torrance 90049.

Annals of Clinical and Laboratory Science
|January 1, 1988
PubMed
Summary

Implementing workplace drug testing requires a clear policy covering drug selection, personnel, testing methods, and consequences. Proper urine collection, chain of custody, and expert interpretation are crucial for accurate drug screening results.

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Area of Science:

  • Occupational Health
  • Forensic Toxicology
  • Human Resources Management

Background:

  • Workplace drug testing programs are essential for maintaining a safe and productive work environment.
  • Establishing a comprehensive drug-free workplace policy is a critical first step for employers.
  • Understanding the complexities of drug testing procedures is vital for legal and ethical compliance.

Purpose of the Study:

  • To outline the essential components of a well-structured workplace drug testing program.
  • To provide guidance on best practices for drug selection, specimen collection, and laboratory analysis.
  • To emphasize the importance of accurate interpretation of drug test results.

Main Methods:

  • Development of a written policy detailing testing parameters (drugs, personnel, frequency, sanctions).
  • Implementation of secure urine collection protocols, addressing privacy concerns and maintaining chain of custody.
  • Selection of a qualified drug testing laboratory utilizing validated screening and confirmation methodologies.

Main Results:

  • Careful planning ensures program integrity and legal defensibility.
  • Direct vision urine collection, while effective, necessitates privacy considerations.
  • Validated laboratory methods, including antibody screening and gas chromatography/mass spectrometry confirmation, are critical for accuracy.

Conclusions:

  • A robust workplace drug testing program hinges on meticulous policy development and procedural adherence.
  • Confidentiality and expert interpretation are paramount in managing employee drug test results.
  • Employers must consider potential confounding factors, such as prescription medications, when interpreting results.

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