Will Alcohol Fail a Pre-Employment Drug Test?

Whether you’re worried about alcohol testing or the substance yielding a false positive, we’re here to help ease your mind about drug testing. Understand this type of test in the workplace, how alcohol relates to drug testing, and what to do if a candidate tests positive.

Employers implement drug testing programs to encourage a safe and productive work environment. They analyze samples such as saliva, blood, hair, or urine to detect drugs or alcohol. These tests are most commonly used during pre-employment to ensure suitable personnel are hired.

Drug tests screen for various substances depending on the type of test administered. The most common type, a 5-panel drug test, screens for the presence of amphetamines, cocaine, opiates, PCP, and THC. 7-panel, 9-panel, and more panel tests exist, with each “panel” testing for a certain substance.

Drug tests are administered for several reasons. Commonly part of the background check process, drug tests may be conducted periodically, randomly, after accidents, or due to reasonable suspicion. Drug screenings can enhance productivity, prevent absenteeism, and reduce liability risk.

While drug testing promotes a healthy workplace, employers must be wary of several laws to maintain compliance. Federal law applies to most employers, but employers must also comply with state and local laws.

Title VII of the Civil Rights Act of 1964 restricts employers from using drug screenings in a way that discriminates against an individual’s race, color, sex, religion, or national origin. The Americans with Disabilities Act (ADA) restricts employers from denying employment to an individual because they are in a drug or alcohol rehabilitation program or have a history of substance abuse.

The Fair Credit Reporting Act (FCRA) requires that employers disclose their intent to drug test and obtain written consent from the individual. Employers must complete the adverse action steps if they plan on denying employment based on drug test results.

State laws vary. In many states, employers cannot conduct pre-employment drug testing until a conditional offer has been made. As state and local marijuana laws change, employers may need to alter their drug screening processes to accommodate these changes.

Alcohol can show up on pre-employment drug test results if the administered screening tests for it. Employers test applicants and employees for a variety of substances to promote a safe and efficient workplace, meet legal responsibilities, and uphold their reputation.

Alcohol is not typically included in pre-employment drug testing. The most common 5-panel test detects amphetamines, cocaine, opiates, PCP, and THC. Employers can, however, request an alcohol test. This type of test is often conducted in safety-sensitive industries, such as transportation.

Despite not being typical of the onboarding process, alcohol testing can still be conducted in the workplace. Testing may be administered after an accident to eliminate possible impairment, during random screenings, or if there is reasonable suspicion of abuse.

There are several ways to test for alcohol. The type of drug test chosen depends on what the situation calls for. Some tests yield immediate results, while other tests prioritize accuracy over speed.

Urine Tests

Urine tests are the most popular method of detecting both drugs and alcohol in an individual’s system. These tests can detect alcohol metabolites for up to 48 hours. Urinalysis is the only approved method for employers conducting drug screenings under federal mandate.

Although urine tests are usually reliable, they may provide false positives if you have used substances that look like alcohol metabolites, such as flu medication or mouthwash.

Blood Tests

Blood tests evaluate the amount of alcohol in the blood, detecting how recently one has consumed the substance. These tests are commonly administered after accidents to detect signs of impairment. Because they are invasive and costly, these tests are not usually used for pre-employment screening.

Blood tests are typically the most accurate form of testing, but sample contamination or mishandling can alter results.

Breath Alcohol Tests

Breathalyzers test the concentration of alcohol in an individual’s breath and can detect the substance up to 12 hours after consumption. Providing immediate results, these tests are used for on-site testing and post-accident assessments, but only determine if an individual is intoxicated at the time of the test.

Breath alcohol tests are affordable and easy to administer, but the results can be altered by mouthwash and other conditions. Temperature, humidity, and other environmental conditions can trigger false positives.

Hair Follicle Tests

Hair testing provides an extensive view of an individual’s alcohol use. These tests can detect the substance over several months, providing a comprehensive view of one’s alcohol history. Although uncommon, employers may implement hair testing for several reasons, such as pre-employment, post-accident assessments, or suspicion of drug or alcohol misuse. While hair testing is generally highly reliable, certain hair treatments can affect the test results.

Saliva Tests

Saliva tests detect alcohol use within the last 24 hours by swabbing the inside of the cheek. They are less invasive than other tests and are useful for random and post-accident testing. Though they yield quick results, saliva tests may not be as accurate as other methods. In fact, they may produce a false positive if the candidate has used mouthwash before the test.

Detection windows vary depending on the drug test. Urine tests typically detect alcohol use for up to 48 hours after consumption. Blood tests only detect recent alcohol use, typically from a few hours to a day.

Breathalyzers provide real-time detection and produce immediate results. Hair tests detect alcohol use from 30 days to six months. Saliva tests usually detect alcohol from the prior 24 hours.

Detection windows can be influenced further by metabolism, body composition, age, liver function, hydration level, alcohol consumption frequency, genetics, type of alcohol consumer, overall health, and medications.

Testing dates, lab processing times, test results, and lab errors influence turnaround times. Once test samples are collected, they are sent to the lab for analysis. Negative drug test results typically return within 1-2 days. Positive results, however, can take 3-4 days, because once drugs are detected, the sample undergoes a confirmatory test to determine the type and amount of drug metabolites present.

ScoutLogic offers proactive employment drug testing solutions for a streamlined screening program. We offer the broadest clinic network with a unique support model to yield test results quickly. Equipped with several panel options to meet your demands, our lab results are verified by medical review officers (MROs) to ensure accuracy. We even offer DOT drug tests, which adhere to all federal law requirements.

If a candidate tests positive for alcohol, the employer must consult their written drug policy and applicable federal, state, and local employment laws for guidance. In some cases, a positive test result can result in the denial of employment.

A positive alcohol test can also impact an employee’s employment chances. Workplace policy and the severity of the offense determine the employer’s actions, which range from counseling to termination. Offering rehabilitation services to those testing positive for alcohol can foster a supportive and compassionate environment, enhancing workplace productivity and trust.

Drug and alcohol tests may sometimes produce false positives. Although rare, some medications and mouthwashes containing alcohol can influence test results.

Many employers utilize a confirmatory test if the initial screening produced a positive result. This test is more accurate and is used to verify or refute the results by reducing the likelihood of false positives. However, a false positive is still a possibility.