The pandemic has challenged workplace safety. With widespread opioid addiction and amphetamine use already on the rise prior to the pandemic, employers are now seeing increased test positivity rates. The pandemic exacerbated conditions that lead people to self-medicate to help cope with the emotions that come along with unemployment, financial and health hardships, and lock-downs. Some individuals refrained from seeking treatment out of fear of contracting the virus or faced closed or limited hours at treatment facilities.
During other historic catastrophes with widespread stress, such as Hurricane Katrina and 9/11, studies showed that drug abuse increased and stayed significantly elevated for long periods after the incident. Similar trends occurred during the initial months of COVID-19 and the higher positivity rates continue to linger.
When analyzing drug testing positivity rates from DISA Global Solutions, a national third-party administrator, random drug testing positivity rates spiked as much as 145% year over year during the pandemic. Opioids and amphetamines saw increases of 600% and 400% respectively. Overall, all random drug testing positivity rates are up 83% from 2019 - 2020.
By the end of 2020, positivity rates stated to return toward historical averages but still remain higher than at an y time in 2019. While positivity rates for opoiiids and amphetamines have decreased from record-breaking peaks, they are still up 491% and 292% respectively from 18 months ago.
As a result of this pandemic, both amphetamines and opioids have surpassed cocaine in random drug testing positivity rates which is the first time DISA has see that occur. Cocaine use continues to drop as users turn to amphetamines instead, but the decrease in cocaine positivity rates is a fraction of of new amphetamine and opioid positive tests Additionally, marijuana was not the number one cause of failed fandom drug testing in 2020. Amphetamines are now seeing more positive tests than even marijuana during COVID-19.
CONTINUED SAFETY…
As vaccinations become more available, its essential that employers implement drug testing procedures prior to rebuilding their staff or returning employees to the workplace. Not only is pre-employment testing important in choosing a reliable hire, but drug testing before employees return to work following a furlough or layoff are also instrumental in maintaining a safe workplace. Across all industries, the average employees with an untreated substance abuse disorder costs their $7,000 per year in excess health-care expenses, absenteeism, and turnover. In safety sensitive industries, this amount is closer to $35,000 due to the higher risk of injury or facility downtime.
To enable companies to resume testing, collection sites have enforced new guidelines and safety measures to reduce the risk of COVID-19 exposure. Some of those measures include waiting in the car, enhanced cleaning, mask/glove protocols, and enhanced social distancing.
HOW CAN EMPLOYERS PREPARE?
As Substance abuse is expected to continue at elevated levels, employers can protect their workplace by enforcing a clear and concise written drug testing policy. Implementing a comprehenisive drug testing program witht the addition of hair testing will create a longer 90-day detection window. Urninalysis testing will detect recent drug usage.
In addition, supervisors and other appropriate employees should be trained to help detect and implement proper reasonable-suspicion drug testing practices. With amphetamine and opioid use on the rise, and marijuana laws varying state to state, employers should also consider including a medical disclosure policy as part of their standard drug testing program. A medical disclosure policy lets employers know when an employee is taking a prescription that could impair them in the workplace.
These policies should define clear consequences and outline which safety-sensitive positions they apply to, such as a forklift driver, if the employee tests positive. Suppose an employee fails to notify the employer of their prescription. In that case, the employer can take action on a drug test even if the employee has a prescription because they violated company policy. It’s standard practice to readdress company drug testing policy and procedures and make updates to include changes to state laws and regulations. It is even more important to do so as industries prepare for employees returning to work.
AUTHOR: Tarrah Martinez, Content Writer DISA Global Solutions, taken from Business Magazine MAY 2021