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Corporate Fact Sheet

Founded in 2008 by Zeynep Ilgaz

Partnered with 12,000+ laboratory sites throughout the United States


MEETING OF THE MINDS.

Like you, our goal is to excel at what we do. Confirm BioSciences is a trailblazer in supplying
health and
wellness testing kits and laboratory solutions. Our products and services are innovative, reliable
and
cost-effective. We share your corporate values. Confirm BioSciences is a global supplier of millions
of drug
tests to every imaginable industry. We bolster businesses of any size and owe our reputation to our
diverse
clientele.

WE SHATTER THE STATUS QUO.

Our thought leaders in Research & Development invent groundbreaking ideas and manifest them into
our
full listing of patent-pending products and services.

WE ACT & SPEAK IN EQUAL MEASURE.

When we work with our customers, our goal is to make their lives easier. Thorough quality control
and
superior customer service keeps us honest, and you happy.

WE ADD VALUE.

Quality and affordability are an inextricable duo. We leverage available resources and flexibility
in each of our client relationships to provide you with a costeffective business strategy.
Watch our story unfold here.

WE MIRROR YOUR STRENGTH & DIVERSITY.

Steady growth pivots our relationships. Combining technical wisdom, quality control and ethical
practice is our client commitment. We care about the people you serve because they matter to you.

WE EMPOWER PEOPLE OVER PROFIT.

5 is a hopeful number. We respond to drug-afflicted communities by donating 5% of our total annual
profit to local charities & initiatives worldwide. Money matters, but people matter more.

AND OF COURSE, WE CULTIVATE GROWTH.

Zeynep Ilgaz fosters our lively, ambitious team. She calls us to act with creativity, energy and
philanthropy. With our combined talents, we master channel partnerships and garner market
opportunities.

 

Because of the trust, passion and teamwork,
we are able to create products that are the
highest quality standards.

– Z. ILGAZ

Responsibility to Our Staffing
and Recruiting Clients

Millions of people would be unemployed if it were not for
the workforce solutions provided by staffing and recruiting
agencies. Employment trends are positive across the globe,
and hiring top talent empowers companies to scale and reach
their goals.

Staffing and recruiting firms need cost-effective resources to
make proper additions to the workforce. Hiring policies that
include drug testing and background screening streamline
an overflowing pool of prospects. Our products and services
ensure consistency in your candidate selection.

As a supplier of the tools necessary to eliminate drugs from the
workplace, Confirm BioSciences helps recruiting professionals
attract and retain clients. We are dedicated to generating
drug abuse awareness to keep employment trends positive.
Consider us your hired muscle.

CONFIRM BIOSCIENCES RAISES THE BAR WITH INNOVATION.

Leading the drug testing industry is our main objective.
Our tests yield the most accurate results, so clients can feel
confident in your applicant options.

  • Fully Licensed and Accredited Products
  • More Drugs of Detection Than Any Other Tests on the Market
  • Instant Reports for Faster Decision-Making
  • Customizable Strategies to Suit Your Clientele
  • Our People Over Profit Model Donates 5% of Total Profits to Charitable Organizations

WE ARE FAST AND COMPETITIVE.

Take advantage of our resources to boost your recruitment
rate. We serve Staffing and Recruiting Experts, Management
Consultants, Large and Small Business Owners, Human
Resource Officials, etc. You can rely on Confirm BioSciences to
honor your time and deliver the clearest outcomes at the best
possible price.

Confirm BioSciences is devoted to upholding the rapport
between your firm and clients. We strive to provide top-tier
customer service and technical support for all of our products
to let you focus on employing the masses.

How to Choose the Most Appropriate Drug Test

There are several factors to determine which drug test type is most suitable for your patient. Some tests
offer longer detection windows, while others can test more drugs of abuse. This flowchart will enable you to
narrow your selection.

View our full product line here

BY SPECIMEN:

Saliva

Although saliva tests have a shorter detection window (usually 6-12+ hours),they offer the
benefits of immediate reporting, non-invasiveness, and mobility.

Urine

Urine tests are the most frequently ordered test in clinical settings. They offer a large
detection window, and detect drugs at reasonably low cut-off levels. Urinalysis is a
cost-effective drug
testing strategy.

Hair

Of all the sample types, hair offers the longest detection window. Hair drug tests can identify
drug abuse 90 days prior to analysis. These tests are noninvasive, and samples are easy to
collect.

BY POPULARITY:

SalivaConfirm Premium

For a comprehensive saliva drug test that yields lab-grade results, SalivaConfirm
Premium is a perfect solution.

  • Tests for up to 12 common drugs of
  • abuse, plus alcohol
  • 5, 6, 10 & 12 panel configurations
  • Ability to detect drug use hours
  • before urine testing
  • No bathroom needed
  • Optional saturation indicator available

DrugConfirm
Advanced

This comprehensive urine test instantly detects up to 18 different drugs of abuse, plus
adulterants

  • Tests for 18 common drugs of abuse
  • 5-14 panel configurations
  • Results in minutes
  • Synthetic drugs including Fentanyl,and EtG 80hr Alcohol available

HairConfirm

Our trademarked hair drug test detects commonly abused substances 90 days prior to screening.

  • Tests for up to 12 of the most
  • common drugs of abuse
  • Longest drug detection cut-off time
  • Extended sample lifetime
  • Results documented electronically

Types of Drug Testing and Background Screening

There is a time and place for drug testing, especially if staffing and recruiting firms want to maintain
compliance under the
Employee Equal Opportunity Commission (EEOC) and the Occupational Health and Safety Act (OSHA). Drug testing
and
background screening are applicable in different stages of the hiring process:

BACKGROUND SCREENING is used as a pre-employment vetting tool. Background checks
establish key areas of a candidate’s history throughout the last decade:

  • Federal activity, I-9 certification
  • Criminal background, history of offenses
  • Personal information: SSN number,DOB, etc.

While background checks reveal drug-related convictions, drug testing establishes
patterns of ongoing drug abuse. Variations of drug testing are better suited for specific industries at
certain times, according to OSHA:

PRE-EMPLOYMENT DRUG TESTING

After the interview process, employers may provide candidates with offer letters contingent
upon
results from a drug test. It is the responsibility of the firm or employer to disclose
screening protocol,
and to obtain an applicant’s signed consent to drug test through a Chain of Custody Form
(CCF).

PERIODIC DRUG TESTING

Drug testing scheduled throughout employment is useful, as long as regulatory body
guidelines are followed. When employees are given proper notice and candidates receive fair
disclosure before hire, periodic testing maintains drug-free workplaces without infringing
upon recreational freedom.

POST-ACCIDENT/FATALITY DRUG TESTING

The risk of accidents and injuries is greater in labor-intensive, safety-sensitive
industries. Post-accident
drug testing must be performed within 24 hours of a hospitalized injury in compliance
with OSHA.

RANDOM DRUG TESTING

If conducted improperly, random testing can violate employee rights. Donors should be
selected
randomly through an electronic database, and drug tests must be equally distributed
among employees. Opting for Periodic instead of Random drug testing maintains a
drug-free workplace with
less risk of malpractice.

3 Reasons Firms Need Pre-Employment Drug Testing and Background Screening

Good recruiters know to adopt creative measures to attract top talent.
Tools for staffing firms, including drug test kits and pre-employment background checks, only comprise 17%
of recruiting budgets.Staffing and recruiting agencies can gain an affordable competitive advantage by
offering clients a full scope of screening options before they embark on the hiring process.

MAINTAIN INNOVATION AND COMPETITIVE ADVANTAGE

Management consulting agencies must be credible and unique in an era of digital job hunting and
candidate sourcing. Fortunately, an employer’s demand for pre-employment drug testing and background
screening cannot be fulfilled by candidates online. Staffing firms can accommodate clients with
zerotolerance
drug policies by offering pre-employment vetting services.

OFFER INSURANCE TO YOUR CLIENT BASE

Recruiting firm clients range from Mom and Pops to Corporate Goliaths. However, employer size is
irrelevant when bad hires jeopardize workflow by creating unnecessary cost and stress.
Pre-employment
background checks and drug testing mitigate risk and provide long-term savings, helping firms
convert
clients into long-term relationships.

CONTRIBUTE TO ECONOMIC UPTURN

As of 2017, 25% of the United States workforce plans to hire new candidates for open positions.1
From this
figure, only 56% of employers require pre-employment drug testing.2 Choosing the wrong candidates
can
offset positive employment trends by causing turnover, increasing benefit expenses and inflating
Worker’s
Compensation Claims.
An influx in staffing and recruiting agencies indicates positive employment trends as more people
seek
work. Unfortunately, not every prospective seeker is suitable for hire. Use drug screening and
background
checking to narrow the selection.

  • ManpowerGroup. “ManpowerGroup Employment Outlook Survey 2017 from ManpowerGroup.” ManpowerGroup
    Website. N.p., n.d. Web. 19
    May 2017.
  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017

4 Ways to Fairly Assess Candidate Eligibility

Employment laws are enacted to protect members of the workforce and sustain the economy.
Trouble ensues if a staffing or recruiting agency violates laws enforced by the Occupational Safety and
Health Association
(OSHA), the Employee Equal Opportunity Commission (EEOC) and the Americans With Disabilities Act (ADA).
Prevent liability by
understanding how to indiscriminately apply candidate screening measures

DISCLOSE WORKPLACE DRUG TEST PROTOCOL

Candidates should be informed upon hire of workplace drug testing policies. It is the responsibility
of the
employer to report workplace accidents and injuries. The window to report incidents of
hospitalization
to OSHA is 24 hours. Advanced notice of workplace code will help employees feel less reluctant about
reporting workplace injuries.

DRUG TEST WITHOUT BIAS

experience, educational background, area of residence, etc. Employers can outright ask questions
along
the lines of, “Have you ever been convicted of a criminal offense?” When investigating criminal
history,
positive findings should not immediately rule out employment. A candidate is still viable if a prior
conviction is not relevant to the role, e.g. a DUI charge would have no bearing on a desk position.

OBTAIN CONSENT BEFORE DRUG TESTING

Employers must verify a candidate’s federal eligibility to work in the United States. As a
recruiting firm
representing a client, avoid liability by obtaining signed authorization from all qualified
candidates for
background checks and drug testing.

HIRE APPLICANTS WITH DISABILITIES

Disabled applicants can maintain roles without certain bona fide requirements. Do not ask questions
such as, “Do you have a disability?”, or “What medications are you currently taking?” Appropriate
questions are, “Will your injury prevent you from performing required job duties?”, or “How can the
employer accommodate your disability?” If it is later shown they do not fit the role, articulate
reasons for
releasing the employee to remain ADA-compliant.
Discrimination can be thwarted when drug tests and background screens are used for every prospective
hire. Investigate regulatory body websites to stay up-to-date with amendments to employee rights.

The Effects of Drug and Alcohol Abuse in the Workplace

Drug and alcohol abuse in the United States is a sobering issue. Worker intoxication, both on and off duty,

  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017.

  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017

  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017.

Drug and alcohol abuse in the United States is a sobering issue. Worker intoxication, both on and off
duty,

  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017.

  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017

  • Seth. “Pre-Employment Job Drug Testing Statistics.” Statistic Brain. Statistic Brain, 02 Apr. 2017.
    Web. 17 May 2017.

5 Ways to Reduce False Positives

In the past, false and presumptive positive drug test results stopped employers from hiring talented,
otherwise qualified
candidates. With this guide, false positives can be eliminated while talent is withheld.

OPT FOR SALIVA INDICATORS ON INSTANT DRUG TESTS.

Saliva tests are the latest innovation in workplace drug testing. Saliva drug tests cost little more
than
urine tests, yet save more time when performed correctly. Ensure the saliva test contains a
mechanism to
indicate adequate saliva collection; too little saliva may yield false or invalid results.

UNDERSTAND “CROSS-REACTIVITY” AND WHICH SAFE SUBSTANCES TRIGGER FALSE POSITIVES.

Several foods and beverages, including poppy seeds, creatine and tonic water, can compromise drug
test accuracy and yield false positives. Fortunately, these substances are metabolized quickly, so
offering
notice before drug testing allows candidates to avoid these substances altogether.

GIVE THE OPPORTUNITY TO EXPLAIN POSITIVE DRUG TEST RESULTS.

Employees should be given the chance to explain themselves if the outcome of a drug test is a
presumptive or confirmed positive. An MRO is appointed to account for legitimate drug use. Drug
detection time using saliva is narrowed to a 6-24 hour window after intoxication, which benefits
employers who demand safety and sobriety.

DO NOT DRUG TEST EMPLOYEES WHO ARE TEMPORARILY SICK.

Allergies, infections, or accidents often meet criteria for legitimate drug use. In these
circumstances,
recovery should be encouraged until metabolites are removed before drug testing. Otherwise, drug
test
results may be unfairly incriminating.

USE LAB-BASED CONFIRMATION TESTING.

Lab-based confirmation testing is fast and accurate for any specimen type. Reports are delivered to
the
recruiter or client within 24-72 hours. Confirmation testing performed by a certified MRO eliminates
any
concern of false positives.

Please contact one of our dedicated Sales Representatives for additional training information. We are
toll-free at 800-908-5603.

Instant Versus Lab-Based Drug Testing

In the past, false and presumptive positive drug test results stopped employers from hiring talented,
otherwise qualified
candidates. With this guide, false positives can be eliminated while talent is withheld.

INSTANT DRUG TESTING

Instant drug testing devices are integrated with rapid reporting, making them useful for onsite
testing. Instant drug testing pertains to urine and saliva samples, as they are quick to obtain and
analyze. These affordable tests withstand the risk of human error when results are interpreted
in a lab. Instant drug kits are engineered for high accuracy, and can include CLIA and FDA
certification if required.

OTHER BENEFITS INCLUDE:

  • Cost-Efficiency When Purchased in Bulk
  • Immediate Results
  • Useful for Onsite Testing
  • Samples are Easy to Collect
  • Can be Conducted in the Comfort of a Workplace

LAB-BASED DRUG TESTING

If drug abuse history and recordkeeping are important considerations, it may be more beneficial
to opt for laboratory style testing. Reports generated in laboratories are not as rapid as instant
testing; however, analysis generally requires only 24 to 72 hours. Lab-based drug testing can
be performed on any kind of specimen (urine, saliva, or hair).

OTHER BENEFITS INCLUDE:

  • Standardized Tests Performed by Lab Professionals
  • Results Filed in an Electronic Medical Record System
  • Hair Tests Offer Extended History of Drug Abuse
  • Labs Oversee Logistics of Specimen Collection and Turnaround Time
  • Sensitive Cut-off Levels for High Accuracy Results

An important distinction between the two types of tests is the confirmation procedure for positive
results. Instant tests are used for
screening presumptive positive results, whereas lab-based testing provides thorough specimen
examination by a Medical Review
Officer (MRO) in case of positive findings. MROs help to advocate for employees with a verifiable
medical need for drugs.

Marijuana Reform and Zero-Tolerance Workplace Policies

Company goals involve keeping staff productive to grow the bottom line. In spite of marijuana legalization
across 30 states,
employers can legally defend their zero-tolerance drug abuse policies.
A client’s rules and regulations should be clearly phrased during the interview process, and enforced
afterwards. Employers must receive
a candidate’s written consent as acknowledgment of their submission to a background check or drug test.
It is crucial for companies to solidify their concept of “drug-free” before designing a workplace drug
policy:

ZERO-TOLERANCE

means no amount of any substance is
permissible while on duty. Any concentration
of drugs in an employee’s system, no matter
how negligible, is forbidden.

PER SE POLICIES

are more lenient since they permit offduty
marijuana use; however, strict cutoff
levels need to be established to rule
out negligible intoxication levels.

Candidates who are medically prescribed marijuana or other drugs for pain management can still become
valuable employees depending on the nature of the offered position.

MEDICAL
CANNABIS

users should not be immediately overlooked
for hire, especially if off-duty usage will not
compromise workplace safety. This rule does
not apply to safety-sensitive roles.

DISABILITY
CANDIDATES

CANDIDATES
may still be able to perform bona fide job
duties, especially if they do not test positive
for drug use. Otherwise, a descriptive
rejection notice can be issued.

COMPANIES MUST SAFEGUARD THEMSELVES AGAINST MARIJUANA REFORM.

No matter the policy, candidates and employees must align themselves with a company’s cultural values.
Marijuana may be
decriminalized in several states, but all forms of workplace intoxication cause property damage, slowed
performance and workplace
injuries. Legality of a substance does not mean it can be used without causing dramatic cognitive effects,
as is the case with alcohol.
Suitable applicants may succeed in the interview process, yet fail a background check and/or drug test.
Fortunately, these resources
keep the workforce transparent and productive.

Saliva Drug Tests – The Latest Screening Tool

Saliva Drug Tests. No questions asked.

CONTACT US FOR CORPORATE PRICING & INQUIRIES.

Contact

10123 Carroll Canyon Rd.
San Diego, CA 92131
Tel: 800-908-5603
Fax: 973-807-5575

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