Nationwide Suboxone Clinics Work to Overcome Rising Opiate Abuse

TransMed Company is committed to helping fight increasing opiate abuse by providing Suboxone clinics with top quality substance abuse tests including a selection of saliva drug tests and urine based drug tests.  

An Alarming Rise in Opiate Addiction

opiate addiction, heroin syringe More than 2 million people are abusing opioids and heroin here in the United States, according to a 2012 report by the Substance Abuse and Mental Health Administration (SAMHSA). This accounts for a just a fraction of the estimated 26.4 million to 36 million people who abuse opiate drugs globally.

Opiates have proven to be highly dangerous due to their highly addictive nature and their propensity for lethal overdose. Indeed, overdose deaths from prescription opioid pain relievers (like Vicodin and OxyContin) has more than quadrupled since 1999. And in 2010, the number of unintentional deaths from opioid pain relievers accounted for more than 80 percent of the 16,490 unintentional deaths due to prescription drugs, according to the Center for Disease Control (CDC).

Opiate Withdrawal Symptoms

It’s not easy to overcome an addiction to opiates like heroin or prescription pain killers. In addition to being highly addictive, these drugs come with extremely intense withdrawal symptoms. They include the following:

  • Severe Pain
  • Diarrhea
  • Nausea
  • Vomiting
  • Hypertension (high blood pressure)
  • Tachycardia (an abnormally rapid heart rate)
  • Seizures
  • And more…

Because of the severity of the symptoms, drug treatment centers have started offering medicine that helps with the opiate withdrawal symptoms. Although unassisted withdrawal may not be life threatening, it can mean a higher likelihood of relapse. Medications and therapy provided by a medical detox center can make relapse less likely. And with the higher number of opioid addictions, these services are in high demand.

What is Suboxone?

Suboxone is a combination of a mild opioid (buprenorphine) and an opioid blocker (naloxone). This medicine helps to ease painful opiate withdrawal symptoms, minimizing both the intensity and duration of detoxification. With milder withdrawal symptoms, patients at a Suboxone clinic are more successful at coping with side effects and overcoming their addiction.

But Suboxone itself is just a stepping stone towards sobriety. Transitioning to true recovery takes more than beating withdrawal symptoms. It means establishing healthy routines that encourage sober living. That’s why many Suboxone clinics provide necessary after care service, like a sober living environment to help those in recovery transition back to their drug free lives.

Creating a Sober Living Environment

A sober living environment is a place that is free of drugs and alcohol and is geared towards enabling individuals to form new, positive personal habits long term. At TransMed Company, we are committed to helping Suboxone clinics create a sober living environment for patients. For us, that means providing reliable substance abuse testing kits.

How does substance abuse testing help create a sober living environment?

Substance abuse testing adds a level of accountability to a sobriety program. Patients and employees who know they will be tested frequently or randomly for opioid and other drug abuse will be more likely to stay away from the substances that tempt them.

Furthermore, substance abuse testing can gauge how effective a sober living environment is at fostering sobriety in its patients. Measuring the success of individuals to maintain sobriety will demonstrate whether a program has a high or low rate of relapse. These statistics will help Suboxone clinics to adjust their strategies for maintaining a sober living environment where needed.

clia waived drug testSubstance Abuse Tests

TransMed Company provides both urine based testing as well as saliva based testing. Both sets of tests are highly accurate, and can detect the presence of opioids as well as more than 10 ingested drugs within minutes. Furthermore, because our urine based tests are CLIA waived and FDA approved, insurance companies will often cover the cost of testing. 

 

Searching for an Alcohol and Drug Test Kit Provider for your Suboxone Clinic? 

TransMed Company is dedicated to providing the highest quality alcohol and drug testing products at the lowest price. To learn more, visit our online store or call 1-800-644-4145 today!

 

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Drug Screening Market Will Skyrocket, Study Suggests

growth in drug testing marketMarkets and Markets projected the drug screening market will grow from $5.32 billion in 2017 to $8.63 billion in 2022. That is an industry growth of more than 62 percent in five years.

With a projected compound annual growth rate (CAGR) of 10.2 percent, it seems the alcohol and drug screening market is truly on the rise. But what factors does this new study attribute to such a fast growth rate for our industry?

Here are the main items influencing projected growth:

  • Growing drug and alcohol consumption
  • Growing burden of accidents due to unsafe levels of alcohol consumption
  • Enforcement of stricter drug and alcohol testing laws
  • Government funding to curb drug abuse

Additionally, oral fluid testing devices are projected to have the highest CAGR during this forecast period due to their many benefits: shorter detection window, non-invasive nature, and low risk of sample tampering.

To browse TransMed Company’s range of oral fluid testing devices, please click here. To browse urine based devices, please click here.

Companies that were mentioned in the study are below:

  • Alere
  • Alfa Scientific Designs
  • Drägerwerksaliva based drug testing
  • Labcorp
  • Lifeloc
  • MPD Inc.
  • Omega Laboratories
  • Orasure
  • Premier Biotech
  • Psychemedics
  • Quest Diagnostics
  • Roche
  • Shimadzu
  • Siemens Healthineers
  • Thermo Fisher Scientific

Our Response to the Data

At TransMed Company, we look forward to growing along with the market. With our commitment to offering the best prices on high quality alcohol and drug testing products, we hope to be your choice in alcohol and drug screening kit providers. Our aim is always to stay on the cutting edge and exceed client expectations.

As a leading drug screening test provider, our company prioritizes test accuracy and reliability. That is why we ensure our tests meet the highest standards on the market. For any questions concerning our alcohol and drug testing products, please contact our team at 1-800-644-4145.

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TransMed Co Features New Line of Healgen Oral Fluid Tests

TransMed Company now offers a new line of oral fluid test kits manufactured by Healgen Scientific. All of these oral fluid tests are certified for forensic use, making them ideal for companies associated with the criminal justice system, government agencies, probation organizations, and other testing organizations that are looking for less invasive methods of testing for drugs of abuse and alcohol.

These oral fluid tests show results quickly, reading alcohol results in 2 minutes and drug results at 10 minutes. Furthermore, with the lowest THC detection levels on the market, Healgen oral fluid tests are most sensitive to the presence of marijuana in a person’s system. The tests come in two forms: flip top and cube style. Read more below to learn about the panel configurations we provide.

Healgen Flip Top Oral Fluid Drug Test Kits

Because Healgen oral fluid drug tests can detect the presence of up to 16 kinds of drugs, there are many possible drug panel configurations for these devices. This lets an organization customize the drug test according to its needs.

saliva based drug testing5 Panel – This allows for the testing of 5 drugs of your choice. Here is a sample configuration:

  • COC-20
  • MET-50
  • OPI-40
  • PCP-10
  • THC-12

Click here to learn more.

6 Panel – This allows for the testing of 6 drugs of your choice. Here is a sample configuration:

  • AMP-50
  • COC-20
  • mAMP/MET-50
  • OPI-40
  • PCP-10
  • THC-12

Click here to learn more.

Healgen Saliva Oral Fluid Cube Style Test Kit

healgen saliva oral fluid cube style test kit6 Panel – TransMed Company offers several types of 6-panel drug test configurations. Here are two examples:

  • AMP50, COC20, MET50, OPI40, PCP10, THC12
  • AMP50, BZO10, COC20, mAMP50, OPI40, THC12

Once the collection swab locks in place on the cube style test kit, the oral fluid device is airtight and tamper evident. Click here to learn more.

About TransMed Company

TransMed Company is committed to providing the best prices on high quality alcohol and drug testing products. As a leading drug test provider, our company values test accuracy and reliability. That is why we ensure that our tests meet the highest standards on the market. For any questions about the oral fluid drug test kits we provide or about any other product, please contact our team at 1-800-644-4145.

 

 

 

 

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Top Incentives for Substance Abuse Testing in Halfway Homes

halfway house, halfway homeHalfway homes encourage a lifestyle of sobriety. Typically, they help people to transition from drug rehabilitation centers back to their normal, daily lives. Part of being a successful halfway house means creating a sober living environment that enables positive personal habits to develop long term. Here are a few reasons substance abuse testing for drugs and alcohol make halfway houses more effective at achieving their goal:

1.) Alcohol and Drug Testing Motivates Patients to Remain Sober.

Substance abuse testing adds a level of accountability to a sobriety program. Patients who know they will be tested frequently or randomly for substance abuse will be more likely to stay away from the substances that tempt them. After all, there are serious consequences to failing that test: Many halfway homes will require those who test positive for drugs or alcohol to leave. This makes it clear that there are consequences for failing to maintain a sober environment.

2.) Substance Abuse Testing Maintains a Level of Integrity in Employees.

Needless to say, it’s important that the people working to create a sober living environment for others need to be sober themselves. But employees working in halfway homes are also often susceptible to drug and alcohol abuse. That’s where drug and alcohol testing employees in a halfway house can be critical to its success.

Substance abuse testing employees maintains the integrity of the institution and its mission. Alcohol and drug testing holds employees accountable for “practicing what they preach.” This shows patients and loved ones that a halfway house is a safe environment where everyone is on equal footing for maintaining that sobriety.

3.) Insurance May Cover Testing Costs.

Insurance companies often reimburse the cost of alcohol and drug testing as long as the drug test is CLIA waived and FDA approved. So really, halfway homes can gain program integrity through substance abuse testing without having to burden themselves financially.

4.) Substance Abuse Testing is Great for Measuring Program Results.measuring or testing substance abuse

Substance abuse testing proves scientifically whether or not a halfway home has created a sober living environment. For people invested in fighting an addiction, this provides a level of assurance that a halfway home is trustworthy. The testing also adds a way to quantify the effectiveness of the program. It shows the success of individuals to maintain sobriety. It also demonstrates whether the program has a high or low rate of relapse. If the rate is high, that will help program leaders to adjust their strategies for maintaining a sober living environment.

Types of Substance Abuse Testing

Typically, halfway homes choose from two genres of substance abuse testing: urine-based tests and saliva-based tests.

Urine Based Testing

TransMed Company offers a full line of CLIA waived, FDA-approved urine tests that can detect the presence of more than 10 ingested drugs. These tests are fast and accurate, and show results within 5 minutes of collection. By measuring drug metabolites in the urine sample, these test cups can detect the following:

  • Amphetamine
  • BarbituratesCLIA cup for drug testing
  • Benzodiazepines
  • Buprenorphine
  • Cocaine
  • Ecstasy
  • Marijuana
  • Methadone
  • Methamphetamine
  • Morphine
  • Opiates
  • Oxycodone
  • Phencyclidine
  • Propoxyphene
  • Tricyclic Antidepressants

Click here to view our comprehensive line of CLIA waived test cups.

Oral Fluid and Saliva Based Testingsaliva based drug testing

TransMed Company also provides several types of oral fluid tests. These saliva-based tests act as a non-invasive way to measure for the presence of drugs and alcohol. With saliva-based testing, you can administer the test anywhere. This eliminates the need for same-sex test administrators and private bathrooms. And because the testing can be observed at all times, it’s virtually impossible to tamper with results. Furthermore, the process is quick and accurate, with results within minutes of collection.

Click here for a full range of oral fluid and saliva based testing.

Looking for an Alcohol and Drug Test Provider?

TransMed Company is dedicated to providing the highest quality alcohol and drug testing products at the lowest price. To learn more, visit our online store or call 1-800-644-4145 today!

 

 

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4 Reasons Chiropractors Are Offering Alcohol and Drug Testing

 

chiropractor who also performs alcohol and drug testing An emerging trend in the chiropractic world has been to offer alcohol and drug testing services to local employers. Although their services may seem unrelated at first, chiropractors have many valid reasons for expanding into the field of alcohol and drug testing. Here are 4 reasons why it makes sense for these “drugless practitioners” to provide alcohol and drug tests for employers:

1) They are Promoting Public Health.

Using illegal drugs on the job can lead to serious injuries, especially when heavy machinery is involved. By providing alcohol and drug testing for employers, chiropractors are helping to prevent serious injuries in the workplace and on the road. Unfortunately, the likelihood that a drug abuser will cause an accident is quite high:

Drug abusers actually cost their employers about twice as much in medical and workers compensation claims than their drug-free counterparts, according to a study by the National Institute on Drug Abuse (NIDA). By acting as a center for alcohol and drug testing, chiropractors are improving public safety and proactively preventing injuries.

2) It’s a Networking Goldmine.

Chiropractors need to have positive exposure in the community in order for their practice to survive. However, getting new people in the door can be a difficult task. By providing alcohol and drug testing for local employers, chiropractors can market their various services to new people on a regular basis. After all, employees who need a drug test must physically go to the testing location – in this case, the chiropractor’s office. This is a perfect opportunity for chiropractors to connect these clients to their other valuable services.

3.) It Provides a Steady Source of Revenue.

In addition to improving community exposure, offering drug and alcohol testing can be highly profitable because demand for testing is so high. Companies across the board require employee drug testing for the following circumstances:

  • Pre-Employment
  • Post-Accident
  • Reasonable Suspicion
  • Return to Duty
  • Follow-Up
  • Random Checks

4.) Insurance COVERS Testing Costs.

One of the reasons alcohol and drug testing is profitable for chiropractic firms is because insurance companies often reimburse the cost of testing, as long as the drug test is CLIA waived and FDA approved. These standards ensure the timeliness, accuracy, and dependability of the tests regardless of the testing location.

CLIA Waived Test Cups

As an alcohol and drug test provider, TransMed Company offers a wide variety of FDA approved CLIA waived test cups. By measuring drug metabolites in a urine sample, these test cups can accurately detect the following drugs within five minutes:

  • AmphetamineCLIA cup for drug testing
  • Barbiturates
  • Benzodiazepines
  • Buprenorphine
  • Cocaine
  • Ecstasy
  • Marijuana
  • Methadone
  • Methamphetamine
  • Morphine
  • Opiates
  • Oxycodone
  • Phencyclidine
  • Propoxyphene
  • Tricyclic Antidepressants

For a full range of CLIA waived test cups, please click here.

TransMed Company is dedicated to providing the highest quality alcohol and drug testing products at the lowest price. To learn more, visit our online store or call 1-800-644-4145 today!

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LATEX, NITRILE OR VINYL GLOVES…WHICH IS THE BEST CHOICE?

This gallery contains 4 photos.

When deciding between latex, nitrile and vinyl gloves…it can be a little confusing trying to determine which type of glove is the ideal choice. Let’s take a closer look at the attributes and benefits of each type of glove. Latex … Continue reading

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DRUG TESTING IN THE WORKPLACE

Under many state and federal laws, there is almost no limitation at all on the right of private employers to adopt drug and alcohol testing policies for their workers.

Government employers are not so free, due mainly to court decisions holding that testing employees without showing some kind of compelling justification violates government employees’ rights to be safe from unreasonable searches and seizures. Drug testing is not for everyone. A company should do it only after careful consideration of many factors, including applicable statutes and regulations, contract or insurance requirements, and combating some perceived problem with substance abuse among the workers. Drug testing, for example, may be mandated for some types of employees, as is the case with workers subject to U.S. Department of Transportation mandatory testing guidelines. Some federal contracts and grants may require employers to adopt drug-free workplace policies and possibly even to provide for drug-testing of employees. Other employers may be under no legal obligation to do testing, but feel it is needed due to reports that some employees may be unsafe due to being under the influence of drugs or alcohol. Regardless of the reason for testing, it is essential to carefully draft the policy and consider the various legal issues.

What is a good, basic drug testing policy?

Most policies start out by emphasizing in positive terms the need for safety in the workplace and adherence to job requirements and work quality, and go on to cite goals such as improving safety and productivity. The policy should address certain questions:

  1. What will be considered a violation? (necessary)
  2. Which employees will be covered? (necessary)
  3. What disciplinary measures will result from violations? (necessary)
  4. Will the company allow rehabilitation? (optional – not required by or federal law)

For an example of such a policy, see the drug testing policy section of “The A to Z of Personnel Policies”.

Like any policy, a drug and alcohol policy should be given in writing to all employees. Employees should sign a written acknowledgment that they have received a copy of the policy. Employers usually make signing such a policy a condition of being hired. While it is common for such a policy to be part of an overall policy manual, it is probably best to have each employee sign a separate form consenting specifically to the search and testing policy.

What if an employee refuses to sign the policy?

It would be legal to fire the employee for refusing to sign an acknowledgment of the policy, but that should not be done until and unless the employee has been warned, preferably in writing and witnessed by others, that discharge can result from refusal to sign. An alternative to such a hard-line approach would be to hold a mandatory staff meeting, publish an agenda for the meeting showing as one of the items “distribution of new drug-testing policy”, have all employees sign an attendance roster or else face discipline for an unexcused absence, discuss and distribute the policy in front of witnesses, have employees sign an acknowledgment of receipt, have a witness sign “employee refused to sign” on the acknowledgment form if an employee refuses to sign, and note in the minutes of the meeting that the policy was distributed to everyone in attendance. In such a case, an employee would look pretty ridiculous trying to claim that they were not given a copy of the policy or that they were unaware of what the policy required.

Can a company test some, but not all, employees?

It is legal to test some, but not all, employees, but an employer must be careful. The policy should cover all employees in specific job categories. For example, the company could make all workers who operate machinery or vehicles subject to drug testing, but not require testing of clerical staff. Some employers test only those employees whose jobs are inherently risky. Some companies would not even do drug testing were it not for certain laws, such as the DOT drug testing regulations for long-haul truck drivers, oil and gas pipeline workers, and so on. Some contracts specify that workers coming into a client’s facility will be subject to drug testing. If that happens, the contractor does not also have to test its other employees who do not go onto that client’s premises. The main thing is to decide who will be covered, and then to enforce the policy in an even-handed way.

What about discipline or rehabilitation for employees who test positive?

Most companies notify employees that testing positive for drugs or alcohol will result in immediate termination. Some companies allow a chance for rehabilitation and a return to work under probationary conditions, but this type of second chance is not required under Texas or federal law. If a worker is allowed to return to work after a positive test result, it is generally under a “last chance” agreement providing for monthly random tests, a year’s probation, and immediate termination for any subsequent positive test result.

How about searches?

Many companies incorporate a search policy into their drug testing policies. After all, a drug test is a type of search. For an example of such a provision, click here and read the sample drug-testing policy.

What if an employee refuses to cooperate?

An employer should never physically force an employee to submit to a search, due to the risk of civil and criminal complaints involving assault, battery, false imprisonment, invasion of privacy, and intentional infliction of emotional distress. However, employers may provide in the policy that employees who refuse to submit to a reasonable search under the policy, or who refuse to undergo a drug test, will be subject to immediate termination. In case of such refusal, termination should not occur until the employee has been reminded of the policy and of the risk of termination for non-compliance.

Under what circumstances should testing take place?

A typical policy will provide maximum flexibility for the employer. A company is allowed to do both random and “for cause” testing. Both circumstances should be spelled out to let employees know under what circumstances they can be called upon to submit to a test. For example, a “random” test might involve periodically testing all covered employees twice a year at intervals specified by the company. The company might send two employees each week for testing, but any given employee would only be sent twice in a year. “For cause” circumstances might include such things as reasonable suspicion by a supervisor that an employee may be in violation of the policy, reports from any witnesses, bizarre, unsafe, or threatening behavior on the employee’s part, or involvement in a work-related accident (“involvement” means either being hurt or causing or contributing to the accident). Other things could be included as well; the term “for cause” is up to the employer to define. Terms used in the policy should be either readily understandable, i.e., with plain and unmistakable meanings, or else should be carefully defined. It is extremely important that the policy be understood by everyone who might be affected by it: company officials, lower-level supervisors, employees, the employer’s insurance company, and government agencies, including courts, who might have to decide cases arising out of a drug test.

Pre-employment Drug Testing

Pre-employment drug testing is something that some employers choose to do for applicants. It is not regarded under the ADA as a medical examination, so it may be done at any point of the selection process, but due to cost issues, most companies restrict such testing to the final candidates for a position. Regarding the issue of who pays for the test, most companies assume that burden. Texas and federal law do not have specific provisions one way or the other, but if requiring an applicant to pay for a pre-employment drug test would have the effect of discouraging minority applicants, or else effectively result in less than minimum wage for the employee’s first paycheck, EEOC and/or the U.S. Department of Labor may have concerns under EEO or minimum wage laws. It would be best to let doubtful cases be reviewed by employment law counsel prior to such testing. Even though drug tests themselves are not covered by the ADA, the results from such tests are considered medical records and should be kept in a separate, confidential medical file just as other types of medical records must be maintained under the ADA.

Regarding workers’ compensation laws

Former Section 411.091 of the Texas Workers’ Compensation Act (repealed in 2005) required any employer that is covered under a workers’ compensation policy and that has 15 or more employees to have a drug-free workplace policy and to distribute the policy to all employees. Although the law did not require such companies to provide for drug testing, TWCC rules 169.1 and 169.2 state that if drug testing is done, the policy should be given in writing to all employees and should specify what penalties may be imposed in case of positive drug test results. While the statutory basis for those two rules may be in doubt, the intent behind the rules remains a good practice, i.e., any important policy should be in writing and should be specific as to requirements and penalties.

Clarity is essential

It should be very clear what is prohibited under the policy. While “use, possession, sale, or transfer” may be easy to understand, the concept of how the drug or alcohol test will reveal a violation is not so straightforward. It is very important to define exactly what will be regarded as a violation in this regard. Some employers are concerned only if the test shows drug or alcohol levels above a certain “cutoff” point. Other employers take a more hard-line or “zero tolerance” approach, stating that the policy is violated if a test detects any amount of prohibited substances in an employee’s system. Whatever the employer regards as important, it should be clearly spelled out.

Find a good drug-testing lab prior to enforcing the policy

No company should begin drug testing until it has found and engaged a reliable drug-testing lab that will be willing to cooperate with the employer in the event that a lawsuit or claim arises from the test. No lab should be used unless it agrees in writing to routinely provide the company with copies of the test results, showing which tests were performed, what substances were found, and in what amounts (either specific concentrations or an indication of what the cut-off levels for a positive result were). It should also furnish a copy of the complete chain of custody of the urine, hair, or blood sample showing who handled the sample at various times in the testing process. Employers that fail to present those types of documentation in response to an unemployment claim will lose the UI claim.

What type of testing should be done?

Initial tests or screens vary, but in order to have the best chance of protecting the company against an unemployment claim, the employer should always have the lab confirm the initial positive result with a confirmation test using the GC/MS method (gas chromatography/mass spectrometry). The GC/MS test is more expensive than the initial screen, but TWC expects to see the results of both tests before it will disqualify a claimant from UI benefits.

What about confidentiality?

Test results should be considered absolutely confidential. Negligent release of test results could result in legal action over issues such as invasion of privacy, intentional infliction of emotional distress, and defamation. Due to the federal law (ADA), it is necessary to maintain such records in a separate, confidential medical file. As a practical matter, the HIPAA privacy rule can make it difficult for employers to obtain specific drug test results from the testing lab. For that reason and others, employers should have employees sign a properly-worded consent form allowing the testing lab to release such results to the employer, and allowing both the testing lab and the employer to release the results to TWC and to any other agency or court dealing with a claim or lawsuit arising from the test. For a sample of such a form, see the “Drug and/or Alcohol Testing Consent Form” in the section of this book titled “The A to Z of Personnel Policies”.

Does it violate confidentiality laws to release the test results to TWC?

No. Many employers misunderstand the laws in this regard. Even highly-regulated and otherwise restrictive DOT testing procedures allow employers to release the results to courts, government agencies, or arbitrators dealing with claims arising from the drug test, and drug testing labs are required to release the results to employers upon request in such situations (see DOT regulation 49 C.F.R. 40.323 (PDF)). There is simply no substitute for the specific drug test results in an unemployment claim. Employers with lingering doubts on this issue should call the employer commissioner’s office at TWC at 1-800-832-9394.

What special concerns are there in DOT drug testing cases?

U.S. Department of Transportation rules provide for drug testing via urinalysis of safety-sensitive employees in a variety of circumstances and for relieving such employees of duty in the event of a verified positive result or a test refusal. The DOT rules provide detailed procedural safeguards to ensure valid testing, valid results, and confidentiality. The rules are not meant to be a substitute for a good drug and alcohol policy, nor are they a limit on what employers are allowed to do in order to discourage and respond to drug and alcohol use on the job. With regard to how the DOT rules interact with a TWC unemployment claim, TWC precedent case1051204 (MC 485.46, Appeals Policy and Precedent Manual) holds that proof of compliance with DOT standards regarding MRO review can serve as proof of confirmed drug test results (see requirements 3, 4, and 5 below).

Finally, what kind of documentation is needed in a TWC unemployment claim?

A TWC precedent case, Appeal No. 97-003744-10-040997, sets out some fairly clear guidelines regarding the kind of documentation an employer needs to respond to an unemployment claim involving an ex-employee whose termination resulted from failing a drug test. To establish that a claimant’s positive drug test result constitutes misconduct, an employer must present:

  1. a policy prohibiting a positive drug test result, receipt of which has been acknowledged by the claimant;
  2. evidence to establish that the claimant has consented to drug testing under the policy;
  3. documentation to establish that the chain of custody of the claimant’s sample was maintained;
  4. documentation from a drug testing laboratory to establish than an initial test was confirmed by the Gas Chromatography/Mass Spectrometry method; and
  5. documentation of the test expressed in terms of a positive result above a stated test threshold.

Evidence of these five elements is what TWC states is needed to overcome a claimant’s sworn denial of drug use. That is why it is so important to have each employee sign a consent form allowing complete disclosure of all test documentation by both the testing lab and the employer for the purpose of responding to claims and lawsuits.

Summing up

All in all, common sense will help more than anything else. If a company has a clear written policy, ensures that all employees know about it, conducts tests according to the policy, and insists on the testing lab furnishing the appropriate documentation, it will be in a favorable position in any unemployment case or lawsuit arising from the test.

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Getting a Great Deal on a Mouth Swab Drug Test

TransMedCo provides great value, convenient drug testing kits, equipment and services. Whether you require a mouth swab drug test, a urine-testing kit, or simply more information, we can help. Our products are suitable for use in a clinic, or at home, at some of the industry’s most competitive prices. Of course, a good price doesn’t mean lower quality. Our tests are reliable and highly accurate.

Delivery of Your Mouth Swab Drug Test

It’s likely you’ll want the contents of any package you order from us to be kept secret. We know this; that’s why all our packages and envelopes are unmarked. All payment methods are secure and protected, too. As well as discreet delivery options, we offer a round-the-clock collection service – we’re there whenever you need us — guaranteed. We’re committed to ensuring each and every customer gets the best possible service. If you have any questions, please don’t hesitate to email sales@transmedco.com.

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The equipment used for drug testing at home

Sometimes it is necessary to do drug testing at home, either on a family member or for a nanny or housekeeper. There are different types of kits available on the market, but perhaps the most appropriate for this use would be the instant drug test cup. This is a small, self-contained container that can collect and test the sample without the person handling it ever being exposed to the contents. These devices can test for anything from one to thirteen different drugs, so there is always the reassurance that the right result will be obtained.

Things to remember when drug testing at home

When undertaking drug testing at home, those running the tests need to be mindful of a few things. The first is that testing alone is not going to solve or prevent the problem. Whether a positive or negative result is obtained, this should always be accompanied with the appropriate support and treatment for the outcome. Another thing to bear in mind is that lab tests are always going to be the most accurate way to conduct fair testing, which is why positive results should always be clarified through this manner.

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Testing Individuals Using the Marijuana Drug Test

Testing for marijuana can be done orally or via urine. The oral test is much more straightforward, than the traditional urine marijuana drug test, and is similar to testing for cocaine. Oral tests are non-invasive, simple to use, and provide instant results.

Using a Marijuana Drug Test

Marijuana testing detects the presence of Tetrahydrocannabinol (THC) in the body. A marijuana test can detect cannabis up to six days after it has been smoked – dependent on the amount, the metabolism of the individual, and the test’s individual cutoff level. If the individual is a regular user, cannabis may show up on a urine test up to 30 days after it was last smoked.

If you’re not sure which is the best THC-testing solution for your requirements, contact TransMedCo for further help and advice about marijuana testing kits. Email a member of our customer service team at sales@transmedco.com – we are happy to help.

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