opiates

[jimmyo1]

My previous thread question was how long does it take to get a negative urine after stopping opiates? This thread is in response to wink's question about opiates showing up in the urine as a drug screening for possible employment. Also, how would telling a potential employer why the opiate use?

[Cycler]

The Americans with Disabilities Act ( ADA) is the applicable law here. You might want to familiarize yourself with it, there is information for employees easily found on the web, as it is confusing. Basically the employer is limited in what he can ask you.

As far as the UDS result you are in a grey area. If the job you are seeking is covered under the federal department of transportation ( DOT ) very specific rules apply. Everyone else can do whatever they want although most follow the federal regulations.

Under the federal regs a positive lab result for a prescribed medication is reported to the employer as a negative drug test: i.e. there are no ILLEGALLY obtained metabolites of drugs of abuse potential. The employer never is allowed to see the actual laboratory results. There are currently HUGE holes in the classes of drugs the federal regs allow testing for;i/e does not test for ANY semi- synthetic or synthetic opioids which just happen to be the most widely abused narcotics these days. ( think Oxy)

What is called "non-regulated" testing has only to meet applicable state laws which are all over the map but essentially allow the employer to directly receive the lab results and therefore knows all the drugs tested for and all the results and also is allowed to test for as many as they want. You wont know unless you ask if they follow the federal 5 drug panel or an expanded i opioid panel.

Of course all that is the easy part. As to telling what to an employer ? The ADA allows the employer to ask you if you might need any specific accommodations to perform the required job duties and you are free to discuss your own disability and how it might effect your performance with and without accommodation but the law is badly crafted and made worse recently ( depending on your bias ) and tends to be ignored for low level hiring. So good luck

And READ up on it. The above is how I remember it but may contain errors.

[Cycler]

The Americans with Disabilities Act ( ADA) is the applicable law here. You might want to familiarize yourself with it, there is information for employees easily found on the web, as it is confusing. Basically the employer is limited in what he can ask you.

As far as the UDS result you are in a grey area. If the job you are seeking is covered under the federal department of transportation ( DOT ) very specific rules apply. Everyone else can do whatever they want although most follow the federal regulations.

Under the federal regs a positive lab result for a prescribed medication is reported to the employer as a negative drug test: i.e. there are no ILLEGALLY obtained metabolites of drugs of abuse potential. The employer never is allowed to see the actual laboratory results. There are currently HUGE holes in the classes of drugs the federal regs allow testing for;i/e does not test for ANY semi- synthetic or synthetic opioids which just happen to be the most widely abused narcotics these days. ( think Oxy)

What is called "non-regulated" testing has only to meet applicable state laws which are all over the map but essentially allow the employer to directly receive the lab results and therefore knows all the drugs tested for and all the results and also is allowed to test for as many as they want. You wont know unless you ask if they follow the federal 5 drug panel or an expanded i opioid panel.

Of course all that is the easy part. As to telling what to an employer ? The ADA allows the employer to ask you if you might need any specific accommodations to perform the required job duties and you are free to discuss your own disability and how it might effect your performance with and without accommodation but the law is badly crafted and made worse recently ( depending on your bias ) and tends to be ignored for low level hiring. So good luck

And READ up on it.

[Bad Boy Bad Boy]

Jimmy, what type of job is this going to be.

Also, there is no easy answer to your question. Because each employer will act in a different way to you explaining why you take an opiate type medication, and surely they will then ask to why, what happened, what was injured, what was repair, and so on, as the door is now been pushed opened.

Best to do what you think is right, and no matter what just be honest only when the issue or issues come up. Never lie on an application neither.

Once you been hired, you can then inform the employer of needed accomadations also, and freely disscuss the issues at hand also.

[jimmyo1]

Bad Boy Bad Boy Wrote:Jimmy, what type of job is this going to be.

Also, there is no easy answer to your question. Because each employer will act in a different way to you explaining why you take an opiate type medication, and surely they will then ask to why, what happened, what was injured, what was repair, and so on, as the door is now been pushed opened.

Best to do what you think is right, and no matter what just be honest only when the issue or issues come up. Never lie on an application neither.

Once you been hired, you can then inform the employer of needed accomadations also, and freely disscuss the issues at hand also.

The job is one in the medical field, I am a Licensed Vocational Nurse.

[jimmyo1]

Cycler Wrote:The Americans with Disabilities Act ( ADA) is the applicable law here. You might want to familiarize yourself with it, there is information for employees easily found on the web, as it is confusing. Basically the employer is limited in what he can ask you.

As far as the UDS result you are in a grey area. If the job you are seeking is covered under the federal department of transportation ( DOT ) very specific rules apply. Everyone else can do whatever they want although most follow the federal regulations.

Under the federal regs a positive lab result for a prescribed medication is reported to the employer as a negative drug test: i.e. there are no ILLEGALLY obtained metabolites of drugs of abuse potential. The employer never is allowed to see the actual laboratory results. There are currently HUGE holes in the classes of drugs the federal regs allow testing for;i/e does not test for ANY
semi- synthetic or synthetic opioids which just happen to be the most widely abused narcotics these days. ( think Oxy)

What is called "non-regulated" testing has only to meet applicable state laws which are all over the map but essentially allow the employer to directly receive the lab results and therefore knows all the drugs tested for and all the results and also is allowed to test for as many as they want. You wont know unless you ask if they follow the federal 5 drug panel or an expanded i opioid panel.

Of course all that is the easy part. As to telling what to an employer ? The ADA allows the employer to ask you if you might need any specific accommodations to perform the required job duties and you are free to discuss your own disability and how it might effect your performance with and without accommodation but the law is badly crafted and made worse recently ( depending on your bias ) and tends to be ignored for low level hiring. So good luck

And READ up on it.

Thanks Cycler