What Employers Need to Know About Employment Screening
In today’s competitive job market, it’s important for employers to hire the right people who can contribute to their company’s growth and success. Employment screening is an essential process in the hiring process that allows employers to make informed decisions about job applicants. It can help protect a company from potential legal issues by ensuring that they only hire qualified and trustworthy individuals.
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However, there are many misconceptions surrounding employment screening, and it’s essential for employers to understand what it is, how it works, and why it’s necessary. This blog post will cover everything you need to know about employment screening, from drug testing to medical reviews, to help your business make more informed hiring decisions.
Drug Testing and Employment Screening
Drug testing is a crucial part of employment screening for many industries. Not only does it help employers ensure that employees are not impaired while on the job, but some industries are required by law to perform drug testing regularly. Two types of drug testing are prevalent in the employment screening process: non-reg drug screening and DOT drug testing. Let’s take a closer look at both types:
Non-Reg Drug Screening: Non-regulated drug testing is the most common type of drug testing, and it’s used in workplaces outside the federally mandated guidelines. The drug testing panel usually includes a standard five-panel drug test, which can detect marijuana, cocaine, opiates, amphetamines, and PCP. Some employers may choose to expand their drug testing panel to include more substances, such as benzodiazepines or barbiturates and many more.
DOT Drug Test: Department of Transportation (DOT) regulated drug testing is mandatory for employees in safety-sensitive positions, including transportation industries such as trains, buses, and commercial trucking. DOT requires a urine drug test, which includes a standard 5-panel drug test, but also includes additional testing for MDMA, expanded opiates, and phencyclidine—all which can be challenging to detect with standard 5-panel testing vs. DOT or DOT-Like.
Hair Follicle Drug Test: Employers can also opt for hair follicle drug testing, which has the advantage of a longer detection window compared to urine drug testing. Hair drug testing can detect drug use for up to 90 days or more, depending on the drug and the length of hair available for testing. However, hair drug testing is generally more expensive than urine drug testing and requires more time to process, which could slow down the hiring process. Additionally, hair testing is directly observed without asking anyone to remove clothing. The direct observation also adds to positivity rate.
Oral Fluid Drug Test: Some employers may opt for an oral fluid drug test, also known as the saliva test. This type of testing can detect drug use up to 24- 48 hours after the last use, depending on the drug. Oral fluid drug testing is less invasive than urine or hair drug testing and is an accurate and reliable way to detect recent drug use. Additionally, oral fluid testing is directly observed without asking anyone to remove clothing. Direct observation also adds to positivity rate. In fact, many studies have shown that oral fluid testing out ranks urine. Most believe it is due to thwarting cheaters with the direct observation.
Medical Reviews for Employment Screening
In addition to drug testing, employers may also require medical reviews as part of the employment screening process. A medical review officer (MRO) reviews drug test to make sure they are fairly done for all employees. They also determine if the donor is legally or illegally taking a drug. They will overturn positives that have a reasonable medical explanation (donor has prescription). They are also the watch dog for any safety concern issues. For example, applicant is applying for trucking job and has a legal prescription for oxycodone. The MRO will report it as a negative, however, they will also send a safety concern letter to the employer. The letter will have the employer send the donor to the physician who wrote the prescription requesting blessing of applicant taking prescription or send them to a occupational physician for clearance. In this case, they won’t be able to be cleared and likely will receive a different prescription.
FCMSA Clearinghouse
The Federal Motor Carrier Safety Administration (FMCSA) created the Clearinghouse to create a database of all drivers with commercial vehicles under FMCSA regulation. This new system creates a central repository to track a driver’s drug or alcohol violations. The initiative was developed to provide a comprehensive picture of all FMCSA-regulated drivers, focusing on neutral and unbiased data collection, administration, and reporting. starting January 6, 2020, all FMCSA regulated employers were required to use the Clearinghouse as the sole platform to access driver Clearinghouse information. FMCSA requires employers to perform annual queries on each driver and have a pre-employment query done on each new applicant that they intend to hire.
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Understanding DOT physicals:
If you’re in the transportation industry, then you’re likely familiar with the Department of Transportation (DOT) regulations that apply to your business. The DOT requires all commercial drivers to undergo a DOT physical examination, which evaluates their physical and mental health to ensure they meet the standards needed to operate commercial motor vehicles (CMVs).
The DOT physical includes a thorough medical review that covers the following areas:
– Vision and hearing tests
– Blood pressure and heart rate checks
– Lung function and respiratory tests
– Urinary and renal function tests
– Spine and musculoskeletal exams
– Neurological and psychiatric evaluation
During the exam, the medical examiner will also ask questions about the driver’s medical history and any current medications or conditions that could affect their ability to drive a CMV safely. Once the exam is complete, the medical examiner will issue a Medical Examiner’s Certificate (MEC), which is required for drivers to operate CMVs. Healthy individuals will need to repeat physical every two years and less healthy individuals will need to repeat physicals every 90-365 days according to their ailment
Understanding Non-DOT physicals:
Non-DOT physicals are used to evaluate an employee’s overall health status and their ability to perform their job duties safely. Non-DOT physicals are required for certain industries, such as healthcare, where physical and mental fitness is necessary to ensure patient safety and quality care delivery. Non-DOT physicals may also be required by employers who want to establish clear job expectations, identify potential health risks, and reduce the likelihood of work-related injuries or accidents.
Non DOT physicals are tailored to specific job duties and work environments. They may include the following components:
– Cardiovascular health and risk assessment
– Respiratory function tests
– Musculoskeletal and neurological evaluations
– Hearing and vision screenings
– Drug and alcohol testing
– Immunization and infection control measure
Titer Testing
What Is Titer Testing?
Titer testing, also known as immunoglobulin testing, measures the level of antibodies in a person’s blood to determine whether they have immunity to a particular disease. Antibodies are proteins produced by the immune system in response to exposure to foreign substances, such as viruses or bacteria. By measuring the amount of antibodies present, titer testing can determine whether a person is immune to a specific disease or not. This is especially important for diseases that can be serious or fatal and for which vaccination may not provide lifelong immunity.
Types of Titer Tests
There are many different titer tests available, depending on the disease being tested. Some common titer tests include the TB Gold Transferrin Test, The Hepatitis Titer, and the Varicella Titer. The TB Gold Transferrin Test is used to determine if someone has been infected with tuberculosis, while the Hepatitis Titer measures immunity to hepatitis A and B. The Varicella Titer measures immunity to varicella, or chickenpox.
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Employment screening is a critical aspect of the hiring process, and it’s vital for employers to understand each aspect of the process thoroughly. Drug testing and medical reviews ensure that employees are fit to work for their intended role, while FCMSA Clearinghouse is a useful tool to streamline the hiring process and access accurate and up-to-date information about potential hires.
As an employer, it’s essential to choose a reliable drug testing and employment screening provider who can help you navigate the complex rules and regulations surrounding this vital process. By doing so, your business can hire the right people who will help the company grow and succeed while protecting it from potential legal issues.
Need to order a drug test, physical or other service. Call our knowledgeable support staff at 844-573-8378 or support@workplacescreening.com or press on link to purchase now: https://workplacescreening.com/order-here/