Employers may require pre-employment drug testing and deny a prospective employee who fails a drug test. Drug screens usually occur after a valid job offer, and not to screen applications. If the prospective employee denies taking the test, the job offer will not be valid. The employer must provide all requirements for the job before the applications begin. But what happens if A drug test came back inconclusive? And what should employers do when employees come to work intoxicated? This article will provide more information when it comes to such tricky situations.
What does an Inconclusive drug test mean? Why would a urine test come back inconclusive?
What is the inconclusive drug test meaning? One might ask, Does inconclusive drug test mean positive? Are inconclusive drug tests common? What makes a drug test inconclusive? What does inconclusive mean on a drug test? Why would a urine drug test come back inconclusive? How common are inconclusive drug tests What are the chances of drug tests coming back inconclusive? Inconclusive drug test results could show that the sample is incorrect. Whether it’s an inconclusive urine drug test or an inconclusive mouth swab drug test This raises questions on whether the employee wants to avoid drug detection by “flushing their system.
What causes an inconclusive drug test? What can make a drug test inconclusive? How often do drug tests come back inconclusive? What if you get an inconclusive drug test twice? Or even, how to make a drug test inconclusive, Or inclusive drug test? There are excuses for diluted samples such as high water intake. However, employers should state that an inconclusive result will require another test. Employees must avoid high liquid intake before the next test. Furthermore, they should know that a subsequent inconclusive result will preclude employment.
A urine test would be inconclusive because of incorrect interpretation, incorrect sample collection, an incorrect chain of custody, abnormal physical characteristics, the time between collection and test, or diluting of the sample. Therefore this results in urine drug test inconclusive results.
Inconclusive drug test pre-employment
Pre-employment drug test inconclusive is when inconclusive urine test results happen before employment. Some employers may allow the employee to begin working without the final drug test results. If the employee receives inconclusive dot drug test results, he/she loses the job. Employees prevent this by writing that the hire is conditional upon satisfactory completion of a drug screen. This will allow the application to be immediately invalid should the results be unsatisfactory.
What if the employee appears intoxicated at work due to an alcohol problem?
If management suspects the employee of consuming illegal substances, there are several ways to handle this. You may wonder, Can you be fired for an inconclusive drug test? The employer should privately talk with the employee about the suspected drug/alcohol use. This conversation should happen with at least two management or HR employees. When discussing, the employer should any questions that could elicit medical information. Instead, the employer should focus on the potential policy violation and the employee’s ability to work safely.
In this situation, it is crucial to have a strong drug and alcohol use policy. If one acknowledges consuming illegal substances, then there are several measures. The statement must go into the books. Afterward, the employee should be sent home for the day and await further action. At this point, the employee can receive immediate termination, suspension, or the Last Chance Agreement. Keep in mind that an employee’s past conduct can determine the outcome. This helps to reduce claims of discrimination. The employee must know that repeating such an action will lead to immediate termination.
What employers do in such situations
The employer may use different strategies if the employee has a substance abuse problem. At this point, the employer can present the employee with a “Last Chance Agreement,”. In this document, the employer had cause to terminate but is providing the employee with a last chance. This last chance is conditional on the successful completion of specific requirements. They can range from a drug/alcohol abuse program to a periodic drug/alcohol screening.
Regardless, if the employee’s position requires him to drive as part of their job, then it may be a problem. In that situation, the employer may modify the job duties to exclude safety-sensitive duties. In most cases, the employee is put in another position without safety-sensitive duties.