Washington Employee Drug Testing Memo
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FAQ
While there's no guaranteed way to cleanse your system instantaneously, staying hydrated helps. Drinking plenty of water and consuming detox drinks may assist in flushing out toxins. However, be cautious, as some methods can raise red flags in a drug test. For thorough preparation, refer to the Washington Employee Drug Testing Memo for effective strategies.
The state of Washington doesn't prohibit or restrict employee drug testing.
The state of Washington doesn't prohibit or restrict employee drug testing.
If an initial drug test is negative, the findings are confirmed and the results are sent to the employer. If the initial drug test is positive, the MRO will contact the donor to see if they are on any medications or have any other legitimate medical explanation for the positive result (usually within 24 hours).
negative drug screen can take several days for results to get reported. The timing for testing any nonnegative drug screen depends on the confirmation (GCMS) process as well as the length of time it takes the MRO to get in contact with the candidate. A typical turnaround is 72 to 96 hours.
The MRO Process If the initial result is positive, the MRO has 72 hours to call the donor to see if they are on any medications or have any other legitimate medical explanation for the positive result. If the donor does not answer, the MRO may leave up to three voicemails. 72 hours are allowed for the donor to respond.
(a) When, as the MRO, you receive a confirmed positive, adulterated, substituted, or invalid test result from the laboratory, you must contact the employee directly (i.e., actually talk to the employee), on a confidential basis, to determine whether the employee wants to discuss the test result.
Drug-testing in the workplace can only usually be justified for health and safety reasons. This means that an employer should not drug test unless there is good reason to do so, and it provides significantly better evidence of impairment than other less intrusive means.
Washington does not have any specific law regulating or restricting an employer from conducting drug testing. However, employers who adopt a drug-free workplace program may require an employee to submit to either a drug test for controlled substances or an alcohol test.
Employers can only drug test if there is a drug testing policy that the employee is aware of and agrees to. This may be in your contract or staff handbook, both of which you should check to see if your employer can make you have a drug test.
