Are Hair And Nail Follicle Tests Against Your Rights
April 01, 2022
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Contempo Challenges to the Use of Hair Follicle Drug Testing
Without question, the trucking industry must do all information technology can to make sure its drivers are drug-free. Nevertheless, employers must establish policies and procedures that recognize the diverseness in the work force and the need to be flexible in the types of drug tests information technology administers to drivers and applicants. Pilus testing is very effective in detecting drugs but should not exist used as an finish all for all applicants and experienced drivers. The National Minority Trucking Association reports that of the 3.five million truck drivers in the U.s.a., 1.5 million are minorities. As demands for new drivers increases, minorities are increasingly entering the profession. In addition, employers seek to retain experienced drivers. Recent courtroom cases and EEOC settlements point to the need for those wishing to hire and retain minority drivers to have flexibility when it comes to the types of drug testing used on minority drivers and candidates.
Race-Based Challenges to Hair Follicle Testing
A recent decision from the United states of america District Court of Appeals for the First Circuit revived a lawsuit filed by eight police officers, a cadet, and a 911 operator. All are African American. All tested positive for cocaine after a hair follicle test was administered by the Boston Police Department. This was the 2d fourth dimension the Kickoff Circuit found that the hair follicle exam had a statistical disparate bear upon on African American officers in violation of Title 7 of the Civil Rights Human action of 1964.
Title seven prohibits employers from utilizing "employment practices that cause a disparate impact on the footing of race," unless those practices are justified by concern necessity. A disparate impact claim can succeed even when the employer did not intend to discriminate confronting persons in a protected class. The Boston Law Department's officers and cadets had been subject to annual pilus follicle drug tests. When the testing agency reported that a sample tested positive for cocaine, a doc chosen by the department checked to see if the individual had been administered certain medications during a medical process. If non, the individual could elect to have a "prophylactic net" test of a different hair sample. The safe net tests were much more sensitive than the initial tests in detecting the presence of cocaine and its chemic by-products.
Plaintiffs challenged the reliability of hair testing. They pointed out that the federal government has refused to authorize hair testing in drug screening of federal employees and employees of individual industries for which the authorities regulates drug testing. Plaintiffs argued that black individuals accept higher levels of melanin in their pilus and that causes cocaine and cocaine metabolites to bind to the pilus at higher rates. If someone snorts or smokes cocaine its "aerosolized pulverization" volition deposit on any nearby surface, including non-users hair. These deposits cannot be distinguished from the furnishings of bodily use by current pilus testing methods.
The plaintiffs also pointed to statistics kept by the department over a 7-year period. The statistics showed that out of 4,222 blacks that were hair follicle tested, 55 were positive. That compared to 10,835 whites beingness tested and xxx existence positive. This resulted in a standard departure of 7.14. The court acknowledged Marking Twain'south quip that there are three kinds of lies: lies, damned lies and statistics. Even so, the statistical analysis provided past plaintiffs provided to the court that "…we can exist almost certain that the difference in outcomes associated over race over that period cannot exist attributed to chance alone."
The court so discussed whether the testing was job related. The court readily agreed that the hair test was job related since abstention from drug use was an important chemical element of police behavior and that having a piece of work force that did not swallow drugs was a legitimate business organisation demand for the section. It noted that at that place was no reason why a examination need be annihilation almost 100% reliable - as few tests are - to be job related and consistent with business necessity. Withal, the disparate touch claim of the plaintiffs survived if they could bear witness that an alternative examination would decrease the chances of impacting innocent officers. Plaintiff's suggested that those who had a positive pilus follicle test go through a series of random follow upwards urinalysis tests in order to reduce the number of experienced officers beingness terminated and recruits being denied the opportunity of joining the force. The court found that a jury could agree with that arroyo and ordered that the suit go forward.
Religious Challenges to Hair Follicle Testing
In a accuse filed with the EEOC, four East Indian Sikh applicants challenged J.B. Hunt'south drug testing policy. The policy required applicants to provide a pilus sample for follicle testing. One of the five Articles of Faith for a Sikh is to maintain uncut hair. The Sikhs sought a religious accommodation, but were denied by J.B. Hunt. Though other testing methods were available, J.B. Hunt elected to require pilus follicle testing, arguing that hair follicle testing was more authentic – and therefore more likely to assistance in the company'south compliance efforts in having a drug-gratuitous driver force - than other methods.
The EEOC constitute reasonable cause to believe that Hunt failed to conform the Sikhs' religious beliefs and effectively failed to hire a class of individuals due to race, national origin and religion in violation of Title vii of the Civil Rights Act of 1964. The EEOC believed that alternate testing methods were a reasonable adaptation for the Sikhs, even if marginally less accurate than hair follicle testing. Hunt agreed to pay $260,000 and extend unconditional offers of employment to the complainants. In addition, it agreed to designate an EEOC consultant, develop written policies and procedures, and conduct grooming for all employees participating in the hiring, compliance, and grievance process.
These cases highlight the need for trucking companies to balance their responsibilities of keeping a drug-free driver corps while too respecting the rights of their diverse applicants and employees. Though hair follicle testing is common in the industry, it is important to annotation that at that place are some situations where trucking companies need to be flexible in its use.
© 2022 Heyl, Royster, Voelker & Allen, P.C National Police Review, Volume 8, Number 34
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