This 'chat' was spotted on a candidate employee's Facebook page -
hi crew
ive been offered a new job yay
i have a problem though - i need to pass a drug test in 48 hours
besides substituting my urine with a mates that is clean
are there any other methods for a fast detox of my system
Dude, you're going to have to go the substitution route. It's not hard, as long as they're not watching you. I've done it twice, successfully both times. In my case, I double-bagged and then microwaved the clean piss until it felt warm enough, then I tucked it into my underwear so it would maintain my body temperature. It totally worked both times.
Or how does this appeal?
You Seem to Have Tested Positive for Opiates, Methamphetamine and Marijuana-- Care to Elaborate?
Impossible! I bought some stuff on line that was guaranteed to make me pass the test.
The national average for failed pre-employment drug tests in New Zealand, under the Official Information Act, was around 0.5 per cent of jobseekers. Of the 29,000 to 32,000 tests a year, this means around 0.5 per cent of jobseekers fail drug tests. - 466 potential job applicants. That may not sound a lot - until it is a job seeker at your workplace; and he passes the drug test with one of the easy-to-access online products such as Quick Fix synthetic urine, Urine Luck, Dr Greens Superhero - all quick fix synthetic urines all made for the sole purpose of trying to cheat the work drug test.
Employers have to provide a safe working environment for their employees. For many jobs, drug testing may be essential if an employee's ability to do their job can impact on the safety of others. Drug use at work is a serious issue. Employees who are under the influence of mind altering substances can cost Employers significant amounts of money in accidents, injuries, errors, absenteeism, tardiness, poor performance and more.
There are no specific employment laws that govern workplace drug testing. However the Health and Safety in Employment Act 1992, the Privacy Act 1993, and the Human Rights Act 1993 are all important Acts providing frameworks and definitive requirements for employers, and for drug testing agencies.
Employers also need to be aware that there are significant limitations to drug testing. A standard drug test can only detect use of five drug categories: natural cannabinoids (cannabis), amphetamines (methamphetamine), cocaine, opiates (heroin), PCP.
The main methods of testing have different limitations:
Urine: most common sample type, least expensive, highly invasive
Blood: uncommon in a workplace, less expensive, invasive
Hair: uncommon, very expensive, less invasive
Saliva: this is not yet approved as a testing method as there is not enough evidence
Most employers will only do the first screening test as this generally provides enough information to make a decision on whether to employ or not.
But Employers must be aware that here are a number of ways of 'cheating' the tests. With posts on social blogs like the ones above and a money back guarantee, it could mean your job applicants are willing to take the risk.
Determining whether or not someone has tried to cheat their drug test involves costly additional ' Integrity tests' which are checks done with the drug screening sample with regards to the temperature, how diluted or concentrated the sample is, and whether anything has been added to the sample to possibly disguise the presence of drugs. A quick google will reveal the many on-line 'cheat' products available to employment candidates (see hempstore.co.nz/drugtesting-c-24.html.)
Nothing stops an employer from insisting on pre-employment drug testing. However, implementation of a robust pre-employment drug testing policy must be used as part of a comprehensive Drugs & Alcohol Policy. Employers need to be vigilant on the procedures and Policies they have:
Pre-employment drug testing can be carried out, but only with the applicants consent. It is important to have a drug and alcohol policy in place that provides for pre-employment drug testing and what will happen if the test result is unsatisfactory.
Quite often, the testing will not be completed until after a conditional offer has been made as drug testing can be costly. If the employee has commenced work while the testing results are received, it is important to ensure that the offer of employment letter and drug testing policy deal with the possible outcomes of an unsatisfactory result.
“Cheating” a drug test requires several failures in the testing procedure, so Employers need to ensure their provider has several process checks and balances in place, with the bonus that laboratories can now test for synthetic urine, not just by the urea content as in the past and more quality controls have been established around the testing procedures. Like anything from what drugs we see, party pills to synthetic cannabis, the same goes for trends in trying to cheat drug tests.
Employers should seek expert professional advice on what impact pre- employment drug testing may have on their workplace recruitment and the best way to go about introducing it. Don't be the Employer who has to tell your new Employee that he passed his drug test, but share the happy news that he is expecting in 9 months time.
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