Updated on 19 October, 2021
In recent years, the U.S. Food and Drug Administration (FDA) has made it mandatory for all employers to perform a drug test on every potential employee. This test helps in determining the drug use of an individual. By taking the 10 Panel Drug Test, you must get a sealed plastic container which is tightly sealed in tamper-proof packing. You will usually be taken to your own private restroom where you empty this sealed container into the toilet bowl.
Although some Panel Drug Test providers do not include certain drugs in their list, many of them do. The most commonly used Panel Drug Test includes the following: amphetamines, barbiturates, benzodiazepines, codeine/tripplaurethral, methamphetamines, opioids, and phencyclic drugs. Almost all drugs included in the drug testing procedure have been associated with serious health problems. So, in case you have any of these drugs in your possession at the time of a drug testing, it is advisable to dispose off them immediately. If you are caught without a container, or if the Panel Drug Test results come out positive, you can face jail time.
A drug test may also include the urine or blood samples of an individual for the analysis of opiates, cocaine, crack, heroin, methamphetamines, oxycodone, opium, and possession of weapons. Other drugs found in the panel that may be analyzed include lysergamide, phenobarbital, hydrocodone, and propoxyphenols. You could face jail time if you possess any of the drugs in the listed categories.
Many people take the opinion that drug testing at work is not necessary. However, employers have to consider the possible adverse effects of drug abuse especially in the workplace. Some employers have also resorted to unreasonable dismissals of cases of drug abuse. The most common reasons for dismissals relate to lack of evidence, unreasonable fluctuations in working hours, and presence of certain employees who may develop disturbing habits like over consumption of alcohol or illegal drug use. Hence, it is important for employers to implement the procedures and standards laid down by the Medical Association of American as well as other reputable professional organizations to minimize workplace accidents and to increase productivity.
It is easy to determine whether an individual has taken any drugs at home. This method is called at-home testing. Most often, an at-home test is done for checking the plasma testosterone level of individuals after they consume a protein supplement. However, for those who cannot abstain from drugs completely, at-home testing is not a suitable option. A positive test result means that the individual has actually taken some drugs at home.
Other employment tests include the saliva, hair, breath, and urine drug tests. In the saliva, an employee swabs his or her tongue for the retention of the sample. Hair tests require the individual to arrange a sample of hair for examination on the hair shaft, which is then analyzed using a special gel.
The most commonly used method of drug testing in the workplace involves the urine drug test, although the blood and saliva testing can also be used. For the urine drug test, usually one or more samples of drug substance are drawn from the suspect's body. If the drug substance is detected in more than one sample, then this can be compared to make sure that there is consistency in the quantity of drugs in the suspect's body. The analysis of the samples of drugs in the blood will depend on the method used since some blood tests can only indicate the presence of drugs in a person's blood, while others can also detect the drug residue in the system.
Panel drug test results may also indicate the presence of certain substances that are considered as being as high as the amount that is legally considered to be the limits of liability of a person in a given state or country. These include the substance ecstasy, cocaine, methamphetamine, heroin, opium, and marijuana. An inconclusive result means that the medical practitioner cannot make a clear conclusion if the substance is not used by the employee. This is called a "confusing result".