DHHS Mandatory Guidelines For Federal Workplace Drug Testing Will Change

DHHS Mandatory Guidelines For Federal Workplace Drug Testing Will Change

By EBI Screening Expert

federal drug testing programsThe Substance Abuse and Mental Health Services Administration (SAMHSA) recently announced that the agency has accepted the recommendations of the Drug Testing Advisory Board (DTAB) to revise the DHHS Mandatory Guidelines for Federal Workplace Drug Testing Programs in the following two areas: 

  1. Expand the drug testing panel to include additional Schedule II prescription medications (e.g. hydrocodone, hydromorphone, oxycodone, and oxymorphone)  prescription painkiller opioid drugs, and;
  2. Include oral fluid as an alternative specimen for Federal Drug Free Workplace Programs (DFWP) testing. 

This is certainly great news to help support workplace drug testing programs as it provides more tools for employers to detect drugs of abuse. The Department of Transportation (DOT) will now be tasked with making a rulemaking change to finalize this rollout.  Understand that there will be continued deliberation, debate and also comment before these changes are put into place.  It could take several months before this will actually affect federal drug testing programs.

Employment Background Investigations works with employers to that is compliant, comprehensive and cost effective.  EBI offers a wide variety of options when it comes to drug and alcohol testing programs, from pre-employment, random, post-accident and mobile collection options for both regulated DOT and traditional testing.  With vast expertise and knowledge, EBI can help you develop a drug testing program to meet your specific needs, whether lab based or instant solution.

EBI is committed to providing employers with valuable education and resources on changing legislation and cutting-edge and compliant solutions to meet federal, state, local and international mandatory requirements. All content provided by EBI is published for the convenience of its readers and should never be deemed as legal guidance or advice.  Always consult your legal counsel for specific advice on local laws and industry regulations.

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