How To Pass A THC Drug Test
Drug test Fact's
 
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A drug test is a process using some kind of biological matter taken from an individual to determine previous drug use. It's a matter of much controversy; many have argued that it is an invasion of privacy, and the accuracy and effectiveness of some tests are also in question. However, if proper steps are followed, including a GC/MS quantitative laboratory confirmation test, drug testing technology is highly reliableContents
1 General information
2 The NIDA 5
3 Detection periods
4 Common types of drug tests
4.1 Urine drug screen
4.2 Hair drug screen
4.3 Saliva drug screen / Oral fluid-based drug screen
4.4 Sweat drug screen
5 Drug testing methodologies
6 Types of testing
6.1 Pre-employment drug testing
6.2 Random drug testing
6.3 Post-incident drug testing
7 See also
8 External links

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General information

Drug tests can be divided into two general groups. The first group is the kind most people are familiar with. This type of testing involves the donor giving a sample of some bodily fluid or hair to an employer, doctor, law enforcement official, or a medical testing center. This is normally a sample of urine, blood, hair, or saliva/ oral fluid. After collection from the donor, the sample is sealed with a tamper-evident seal and sent to a laboratory for analysis. The primary advantages of this type of test are accuracy, legal defensibility, and the ability to customize tests for a particular demographic group. The disadvantages are typically costs associated with the need for collection sites (urine, blood), and the delay in receiving results (up to 4 days.)

The second type of drug test is an on-site (workplace, school, washroom, or at-home) drug test that does not require a laboratory. These types of tests provide the advantages of lower cost and availability of results within minutes. Furthermore, if on-site tests, such as oral fluid-based or saliva tests are used, the problem of "beating the tests" (otherwise known as sample adulteration or substitution) can be virtually eliminated. On-site tests provide qualitative results, and when supplemented with laboratory-based confirmation tests, can be defended in a court of law.

This article will focus primarily on the first type of test, but will refer to the latter when appropriate.
 

 
The NIDA 5

Drug testing in the United States basically began in the late 1980's with the testing of certain federal employees and specified DOT regulated occupations. Drug testing guidelines and processes, in these areas exclusively, are established and regulated (by the Substance Abuse and Mental Health Services Administration, formerly under the direction of the National Institute on Drug Abuse or NIDA) require that companies who use professional drivers, specified safety sensitive transportation and/or oil and gas related occupations, and certain federal employers, test them for the presence of certain drugs. These test classes were established decades ago, and include five specific drug groups. They do not account for current drug usage patterns. For example, the tests do not include "synthetic opiates", such as oxycodone, oxymorphone, hydrocodone, hydromorphone, etc., compounds that are highly abused in America:
Cannabinoids (marijuana, hashish)
Cocaine (cocaine, crack, benzoylecognine)
Amphetamines (amphetamines, methamphetamine, speed)
Opiates (heroin, opium, codeine, morphine)
Phencyclidine (PCP)

While SAMHSA/NIDA guidelines only allow labs to report quantitative results for the "NIDA-5" on their official NIDA tests, many drug testing labs and on-site tests also offer a wider or "more appropriate" set of drug screens which are more reflective of current drug abuse patterns. As noted above, these tests include synthetic pain killers such as Oxycodone, Oxymorphone, Hydrocodone, can tell the difference between methamphetamine and ecstasy, and in the absence of detectable amounts of methamphetamine in the sample, the lab will either report the sample as negative or report it as positive for MDMA. What the lab reports to the client depends upon whether MDMA was included in the panel as something to be tested for.

Gamma-hydroxy-butyrate (GHB) was not routinely tested for in the early 1990s, but due to increasing use, some labs have added it as an optional test. GHB is rare in pre-employment screening, but is commonly checked for in suspected cases of drug overdose, date rape, and post-mortem toxicology tests. Ketamine (Special K) may or may not be tested for, depending upon the preferences of the entity paying for the test, though testing for it is uncommon. In general, the greater the number of drugs tested for, the higher the price of the test, so many employers stick to the NIDA 5 for financial reasons.

Other drugs, such as meperidine (Demerol), fentanyl, propoxyphene, and methadone are not commonly tested for in most pre-employment situations. These drugs are more likely to be included in tests for certain demographic groups (such as healthcare workers, drug rehab patients, etc.)

Hallucinogens other than cannabis and PCP, such as mushrooms (psilocybin), LSD, and peyote (mescaline) are rarely tested for.
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Detection periods

The following chart gives approximate detection periods for each substance by test type. The ranges depend on amount and frequency of use, metabolic rate, body mass, age, overall health, and urine pH. For ease of use, the detection times of metabolites have been incorporated into each parent drug. For example, heroin and cocaine can only be detected for a few hours after use, but their metabolites can be detected for several days in urine. In this type of situation, we will report the (longer) detection times of the metabolites.
NOTE 1: Oral fluid or saliva testing results for the most part mimic that of blood. The only exception is THC. Oral fluid will likely detect THC from ingestion up to a maximum period of 18-24 hours.
NOTE 2: Urine can not detect current drug use. It takes approximately 6-8 hrs. post-consumption for drug to be metabolized and excreted in urine. Similarly, hair requires two weeks, and sweat, seven days. SUBSTANCE URINE HAIR BLOOD
Alcohol 24 hours N/A 12 hours
Amphetamines (except meth) 2 to 3 days up to 90 days 12 hours
Methamphetamine 2 to 5 days up to 90 days 24 hours
Barbiturates (except phenobarbital) 2 to 3 days up to 90 days 1 to 2 days
Phenobarbital 7 to 14 days up to 90 days 4 to 7 days
Benzodiazepines 1 to 5 days up to 90 days 6 to 48 hours
Cannabis (single use) 2 to 3 days up to 90 days 24 hours
Cannabis (habitual use) up to 30 days up to 90 days 2 days
Cocaine 1 to 3 days up to 90 days 24 hours
Codeine 2 to 3 days up to 90 days 12 hours
Cotinine (a break-down product of nicotine) 2 to 4 days up to 90 days 2 to 4 days
Morphine 2 to 3 days up to 90 days 6 hours
Heroin 2 to 3 days up to 90 days 6 hours
LSD 2 to 24 hours unknown 0 to 3 hours
PCP 5 to 7 days up to 90 days 24 hours

Drug Testing Facts
 Gas chromatography uses a separation technique to divide the urine
    extracts into the component parts.  An inert gas carries the urine
    through chromatographic columns, and the samples are separated by
    their boiling temperature and by their affinity for the column.
    Compounds are identified by separation time, called retention
    time.  The retention time is unique and reproducible for each drug
    in a given chromotographic column.
 
    The most precise procedure for detection of banned substances is a
    combination of GC and MS.  Gas chromatography/mass spectrometry is
    a two-step process, where GC separates the sample into its
    constituent parts, while MS provides the exact molecular
    identification of the compounds. 
The GC/MS is typically used to confirm "positive" EMIT test results.  GC/MS
will indicate precisely what chemical is present.  This is necessary
because the EMIT will only indicate whether something similar to what's
being tested was found.  The GC/MS is difficult and more costly, which is
why the EMIT is given first. (Hewlett Packard produces the GC/MS equipment,
including computer, for about $50-75k depending on options.)  Abstinence
and substitution are the only ways to defeat the GC/MS test.  GC/MS is very
precise when done right. However, it's still subject to human error.  For
example, if the equipment isn't cleaned well, the previous test sample
could get mixed with the next sample.  According to Dr. Edward Cone, the
GC/MS is 99 percent accurate; which is bull shit
       Enzyme Multiplied Immunoassay Technique:  The EMIT is the cheapest,
easiest to perform, and most common; also the easiest to fail.  It's the
easiest to pass if you're well informed (ie. reading this text).  Most
pre-employment screens will give you the EMIT first; though some businesses
will surprise you with a GC/MS test up front (discussed later).
Unfortunately, there is no standard procedure to expect.  (One who has read
this file and is well informed may still fail because of the random nature
of drug testing labs.)  If you don't know which urinalysis will be
administered, focus on beating the EMIT.  If you pass the EMIT drug test, you're off
the hook.  If you fail the EMIT, they'll give you the confirmation GC/MS
test, which is extremely sensitive.  Lewis Maltby, director of the
Workplace Rights Office, said the EMIT test is wrong 25 to 30 percent of
the time.
 
   
<TEST STANDARDS AND ACCURACY>
The accuracy of drug testing is an area where I've decided to neglect all
statistics.  Those who oppose drug testing provide numbers indicating a
high level of false positives.  Those who favor drug testing provide
numbers indicating high levels of accuracy.  The fact is that accuracy
varies widely from lab to lab.  Generally speaking, NIDA labs are accurate.
Clinton writes:

                Despite what you might hear on the net, urinalysis, if done
    correctly, is a very accurate scientific procedure.  I know of no
    labs that simply report the results of the initial EMIT screening
    without confirming the sample on GC/MS.  The fact is, labs WANT
    you to test negative, because then they only have to run an EMIT
    test on your urine (a few cents).  If you test positive, they must
    then confirm the positive result on GC/MS, which is considerably
    more expensive. . . . Incidentally, the machine which tests the hair
    is a relative of the GC/MS, but is FAR more precise.  It can
    accurately detect levels of THC in a solution that are below 1
    ng/mL!

Many human errors occur in labs and cause inaccurate results.  Some are
careless or irresponsible errors, and some errors are accidents.  Human
error can ruin the results of ANY test, screening or confirmation GC/MS.

The only lab you should be concerned with is the one that is testing you.
Only Federal jobs require NIDA standards.  Your typical private employer
may use any lab she/he chooses, which would very likely be the least
expensive.  Businesses don't always choose NIDA labs that follow-up a
positive screening test with a confirmation GC/MS.

Drug testing methodologies

Once the sample arrives at the lab for analysis, the different types of drug tests are tested in very similar ways. Before testing the sample, the tamper-evident seal is checked for integrity. If it appears to have been tampered with or was damaged in transit, the lab rejects the sample and does not test it.

One of the first steps for all drug tests is to make the sample testable. Urine and oral fluid can be used "as is" for some tests, but other tests require the drugs to be extracted from urine beforehand. Strands of hair, patches, and blood must be prepared before testing. Hair is washed in order to eliminate second-hand sources of drugs on the surface of the hair, then the keratin is broken down using enzymes. Blood plasma may need to be separated by centrifuge from blood cells prior to testing. Sweat patches are opened up and the sweat collection component is soaked in a solvent to dissolve any drugs present.

Laboratory-based drug testing is done in a two-tiered fashion using two different types of detection methods. The first is known as the screening test, and this is applied to all samples that go through the lab. The second, known as the confirmation test, is only applied to samples that test positive during the screening test. Screening tests are usually done by immunoassay (EMIT for urine and blood, and ELISA for hair). The screening tests are typically less sensitive and more prone to false positives and false negatives than the confirmation test. Once a suspected positive sample is detected during screening, the sample is flagged and tested using the confirmation test. Samples that are negative on the screening test are discarded and reported as negative. The confirmation test in most labs (and all SAMHSA certified labs) is performed using mass spectrometry, and is extremely precise but also fairly expensive to run. False positive samples from the screening test will be negative on the confirmation test. Samples testing positive during both screening and confirmation tests are reported as positive to the entity that ordered the test. Most labs save positive samples for some period of months or years in the event of a disputed result or lawsuit.

Types of testing

Pre-employment drug testing

This is by far the most common type of drug test used by businesses. It has the advantage of being inexpensive, since only one test per employee needs to be paid for by the company. Furthermore, since most pre-employment drug testing is urine-based and subject to sample adulteration or substitution, the effectiveness of this approach has been questioned by federal legislators. There are two major groups of people this type of test will catch. The first is the true drug addict that is unable to stop taking the drugs, even for a few days, and will thus fail this test every time. The second type of person normally caught by this testing regimen is the person who isn't informed enough, or for some other reason does not stop using the drug(s) before the test. In this second case, some employers consider this more of an intelligence test than anything else, since this second individual is presumably capable of quitting, yet doesn't do so before applying for the job.

Random drug testingThis is the most controversial type of drug testing regimen, however, is also the most effective at deterring drug use. It is usually used by corporations, drug rehabilitation centers, prisons, and more recently, schools. This method may also be used on teens by their parents, or mandated to be performed on teens at school. The point of a random drug test is deterrence, as the threat of detection is much higher vs. other testing methodsThis has the advantages of catching most drug users sooner or laterand provides the best overall return on investment.Companies use various ways of determining who gets tested, ranging from drawing names out of a hat, to using more defensible methods such as robust random number generators. The goal of this test is to discourage drug use among employees, inmates, or students by not telling anyone who or when they are to be tested in advance. However, critics claim that random testing introduces a presumption of guilt, and is a violation of privacy if the user is not actually intoxicated during working hours. In addition, random testing is more likely to catch cannabis users, since THC metabolites have a longer duration in the body than those of more harmful and addictive drugs.

Post-incident drug testing

This is not a very commonly administered test compared to the other two, but the financial ramifications of not testing employees after an accident (or other incident) on the job makes this test worthwhile for most businesses. The point of this test isn't necessarily to cause the employee to lose his or her job, but rather to protect the company from liability in the event that the individual is under the influence at the time of the accident. If drugs or alcohol are detected in any major quantity, the argument can be made in court that the individual was intoxicated on the job, and for that reason, the company should not be held liable for injuries sustained by the employee. This argument, however, can only reasonably be made if blood or oral fluid / saliva testing is used. Urine, hair, or sweat based testing can only detect past drug use. Depending upon the facts of each case, this may help a company avoid litigation completely or may do nothing to help their case. DUI testing would also fall into this category. Another time this type of test may be used is if an employee shows up for work intoxicated, has alcohol on his or her breath, or appears to be impaired in some other way. The goal of these tests is to protect the entity from litigation, so they are only give

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