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Friday, February 21 2020

Age old debate - does drug testing cost or does it pay?

Employers are under constant pressure to allow marijuana users in their workplace.  It's a conundrum that many employers face.  What's more important satisfying the perceived rights of an employee smoking marijuana or the employer's right to a safe and drug free workplace and the benefits of a safe and drug free workplace.

The National Safety Council says the average cost of an employee industrial accident is approximately $38,000.  Employers in the United States of America are spending $1 Billion per year on workplace accidents and illness.

Consider the facts from the National Institue on Drug Abuse on a study about employees who smoke marijuana and have been positive on a drug test.  The positive marijuana employees when compared to individuals with a negative drug screen were found to:

  1. Experience 55% More Industrial Accidents
  2. Experience 85% More Injuries
  3. Experience 75% Greater Absenteeism

Considering the cost of accidents, injuries and the turmoil that absenteeism brings to employers - many think drug testing pay dividends and can't be considered a cost.


Posted by: Phil Dubois AT 07:16 am   |  Permalink   |  Email
Tuesday, February 18 2020

Taking CBD?  Afraid you might be positive on a drug test?  It may not be your fault as some manufacturers are not manufacturing what they state on their labeling.

There's only one way to know for sure.  Take a personal drug test today.  Call 800-338-5515 or

DOT affirmation below on CBD and Marijuana Positives.  DOT states there is no acceptable excuse for Marijuana positives.





The Agricultural Improvement Act of 2018, Pub. L. 115-334, (Farm Bill) removed hemp from the definition of marijuana under the Controlled Substances Act.  Under the Farm Bill, hemp-derived products containing a concentration of up to 0.3% tetrahydrocannabinol (THC) are not controlled substances.  THC is the primary psychoactive component of marijuana.  Any product, including “Cannabidiol” (CBD) products, with a concentration of more than 0.3% THC remains classified as marijuana, a Schedule I drug under the Controlled Substances Act.


We have had inquiries about whether the Department of Transportation-regulated safety-sensitive employees can use CBD products.  Safety-sensitive employees who are subject to drug testing specified under 49 CFR part 40 (Part 40) include:  pilots, school bus drivers, truck drivers, train engineers, transit vehicle operators, aircraft maintenance personnel, fire-armed transit security personnel, ship captains, and pipeline emergency response personnel, among others. 


It is important for all employers and safety-sensitive employees to know:


  1. The Department of Transportation requires testing for marijuana and not CBD.


  1. The labeling of many CBD products may be misleading because the products could contain higher levels of THC than what the product label states. The Food and Drug Administration (FDA) does not currently certify the levels of THC in CBD products, so there is no Federal oversight to ensure that the labels are accurate. The FDA has cautioned the public that: “Consumers should beware purchasing and using any [CBD] products.”  The FDA has stated: “It is currently illegal to market CBD by adding it to a food or labeling it as a dietary supplement.”*  Also, the FDA has issued several warning letters to companies because their products contained more CBD than indicated on the product label. **[i]


  1. The Department of Transportation’s Drug and Alcohol Testing Regulation, Part 40, does not authorize the use of Schedule I drugs, including marijuana, for any reason. Furthermore, CBD use is not a legitimate medical explanation for a laboratory-confirmed marijuana positive result. Therefore, Medical Review Officers will verify a drug test confirmed at the appropriate cutoffs as positive, even if an employee claims they only used a CBD product. 


It remains unacceptable for any safety-sensitive employee subject to the Department of Transportation’s drug testing regulations to use marijuana.  Since the use of CBD products could lead to a positive drug test result, Department of Transportation-regulated safety-sensitive employees should exercise caution when considering whether to use CBD products.


The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies. This policy and compliance notice is not legally binding in its own right and will not be relied upon by the Department as a separate basis for affirmative enforcement action or other administrative penalty.  Conformity with this policy and compliance notice is voluntary only and nonconformity will not affect rights and obligations under existing statutes and regulations.  Safety-sensitive employees must continue to comply with the underlying regulatory requirements for drug testing, specified at 49 CFR part 40.



February 18, 2020

Posted by: Phil Dubois AT 11:47 am   |  Permalink   |  Email
Sunday, February 09 2020

Employers sometimes ask why do I need to utilize a  Medical Review Officer (MRO)?  Why should I hire a Third Party Administrator (TPA) to handle my drug testing?  The TPA does so much more than acquiring the collection sites for convenient use by employees/applicants, finding  the right  laboratory  for processing via a lab that is qualified for the type of testing needed and selecting the proper MRO who is the gatekeeper for the Employer and Employee(s).

In this case, the Federal Court ruled in favor of the employee for gross invasion of privacy.

In this case that went badly wrong, the Employer acted as a medical professional.  Amongst the issues: Forcing the donor to sign a post-accident, bringing in empty prescription bottles and finally requesting to bring in actual prescriptions to be counted.  If the Employer was utilizing a professional TPA Organization (i.e., WorkPlace Screening Intelligence), we would have advised against all of the employer's actions.  

Make sure your drug testing TPA is a professional with knowledge of the industry and trends.  If you have any questions, we offer a complementary review of your testing program to find and mitigate unneccesary risk and find additional savings for your overall testing program.

Posted by: Phil Dubois AT 08:21 am   |  Permalink   |  Email
Friday, February 07 2020

Did you know WorkPlace Screening Intelligence offers Nationwide On-Site Collections at the Employer's place of employment?  Call us today for more information.  800-338-5515 or or

See post for on-site collections

Posted by: Phil Dubois AT 11:06 am   |  Permalink   |  Email
Sunday, February 02 2020

Leadership can make or break a company!!

WSI's CEO and Founder has 25 Years of experience in the drug and alcohol testing industry including serving in Leadership of Customer Service, Opearations and Executive Management!!  His experience includes working in some of the premier drug testing companies in the industry including: American Medical Labs, Quest Diagnostics, DrugScan and DSI Medical.  His experience entails Laboratory and all areas of drug testing (Collection.  He also is a Past Chairman of the 1,600 Member Drug and Alcohol Testing Industry Association (DATIA) where he advocated for Employers to have the right to the benefits of a Safe and Drug Free Workplace as well as Families to have the right to Safe and Drug Free Roads.

Let our Leadership take the Hassle out of Employment Screening for you and your company. for more information. 800-338-5515 or

Posted by: Phil Dubois AT 09:01 am   |  Permalink   |  Email