Get access to the exclusive HR Resources you need to succeed in 2018!
Training, policies and tools to help HR prevent and respond to harassment claims.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Develop your HR competencies and knowledge in-person in 12 U.S. cities or virtually.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
According to HireRight’s
2013 Employment Screening Benchmarking Report, 78 percent of respondents overall conduct drug testing on some portion of their workforce.
This number jumps dramatically in the transportation industry (98 percent), which has additional regulatory requirements.
The 2013 report is based on survey results from more than 1,600 respondents, including human resource, security and other management professionals in a wide range of industries and organization sizes. Both HireRight customers and noncustomers were surveyed.
Overall, 19 percent of respondents do not conduct drug or alcohol tests and have no plans to; 3 percent do not conduct tests but plan to do so.
Most organizations (90 percent) are screening job candidates, and 71 percent also screen current employees. Thirty-two percent screen contingent or temporary workers.
Eighty-eight percent of respondents require these tests before the first day of work, 61 percent give them upon reasonable suspicion, and 59 percent do so when investigating an accident. Eight percent conduct testing immediately after an employee’s start date, and 4 percent do so with a transfer or promotion.
Types of tests vary from urine (95 percent) and breath alcohol (42 percent) to saliva (11 percent), blood (7 percent) and hair (7 percent). Most tests (91 percent) are conducted in a collection lab, but almost one-quarter of respondents (24 percent) said they use some form of onsite testing, too. Four percent use a mobile lab.
Testing for Marijuana
Legal marijuana in the workplace has become a hot-button topic, with 18 states and the District of Columbia approving the medical use of marijuana. And in November 2012 voters in Colorado and Washington state approved its recreational use. Federal law still prohibits all types of marijuana use.
Just 12 percent of respondents indicated they have a medical marijuana policy, while another 10 percent plan to create one. Among those respondents who have such a policy, not all are necessarily taking adverse action against those who test positive: 63 percent do so with job candidates, and 56 percent do so with employees.
Roy Maurer is an online editor/manager for SHRM.
Follow him on Twitter
Managing Workplace Drug and Alcohol Testing,
SHRM Online Templates & Samples, March 2013
Court Rules Random Alcohol Tests Do Not Violate ADA,
SHRM Online Safety & Security, February 2013
New Marijuana Laws Don’t Affect Employers’ Rights,
SHRM Online Safety & Security, November 2012
SHRM Online Safety & Security page
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies