Top 10 Most Creative Reasons for FAILED Drug Tests

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For employers, drug and alcohol testing is an important part of employment screening both before and after hire.

Fifty eight percent of the respondents surveyed in HireRight’s 2014 Annual Employment Screening Benchmarking Report indicated that their organization conducted drug and/or alcohol screening, and this number jumped to 62% for respondents with organizations of more than 4,000 employees.

While employers may feel that passing a drug and alcohol test is simple, some applicants feel otherwise.

Now, without further delay, here are the top 10 most creative reasons for failed drug tests:

10.  I was at the dentist recently. They gave me pain meds. That’s why I tested positive for cocaine.

9.  I smoked pot at a Christmas party last year. (It was October when the drug test was administered.)

8.  I was in a wheelchair and must have rolled over some marijuana and it got on my hands.

7.  I got in a wreck over two years ago, and they gave me painkillers for my back, but I don’t have the bottle anymore.

6.  I was bitten by a recluse spider.

5.  I buy shampoo from China, and I think there are opiates in that.

4.  I was told I was going to be laid off for four months. It was their fault that they called me back in one week and tested me.

3.  Must have been in the wedding cake.

2.  I was carrying a joint in my pocket. It was potent. It must have rubbed through the pocket to my leg, and my leg absorbed the pot.

1.  I should not have used another person’s urine.

While these responses are without a doubt comical, it goes to show how important drug and alcohol testing can be; as what an employee or applicant says can often be different from what they do!

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HireRight is a leading provider of on-demand employment background checks, drug and health screening, and electronic Form I-9 and E-Verify solutions that help employers automate, manage and control background screening and related programs.

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The HireRight Blog is provided for informational purposes only. It is not intended to be comprehensive, and is not a substitute for and should not be construed as legal advice. HireRight does not warrant any statements in the HireRight Blog. Any statutes or laws cited herein should be read in their entirety. You should direct to your own experienced legal counsel questions involving your organization’s compliance with or interpretation or application of laws or regulations and any additional legal requirements that may apply.