What Does No THC Mean on a Drug Test?

What Does No THC Mean on a Drug Test – THC is the substance that’s chiefly responsible for the effects of marijuana on a person’s mental state. Some cannabis plants comprise very little THC. Under U.S. law, these plants are measured as “industrial hemp” rather than marijuana. 

In reply to fast-changing laws surrounding legal marijuana use, Health Street publicized a full slate of employment drug testing panels that eliminate testing for marijuana. Employers who wish to avoid getting entangled in the difficulty of cannabis regulations can now choose drug test panels without THC.

What Does No THC Mean on a Drug Test?

What Does No THC Mean on a Drug Test

In fact, in some places, they are now mandated to do just that. If you want to know more about what THC means on a drug test then read this article carefully.

New Slate of Drug Testing Panels that Exclude Marijuana

Marijuana is now lawful for medical use or recreational use in common of the states in the USA, yet employers nationwide can still legally refuse to hire somebody for using THC at home, on their own time, legally, and even if they have a legal prescription. Nothing about marijuana drug testing makes sense anymore.

In reply to the marijuana legalization movement sweeping the nation, Health Street announced this week that it was rolling out a full slate of employment drug testing panels that do not permit the employer to see whether or not the applicant used marijuana at all.

Why Are We Offering Drug Tests Without Weed?

The quickly changing and confusing landscape of marijuana laws has vastly improved the complexity and confusion among employees and employers about suitable drug testing rules. People might legally take THC with a prescription in most but not all states, and recreationally in the handful of states that have decriminalized marijuana altogether, only to be left without their dream job in a neighboring state. Some localities, such as New York City and the State of Nevada, have lately passed laws barring employers from including THC on pre-employment drug tests altogether. On the other hand, the U.S. government still lists marijuana as a Schedule 1 drug with no accepted medical usage of any kind.

Why does Employer Drug Testing need to Obey Local Legalization Laws?

As of this release, ’s publish date, 33 states and the District of Columbia have legalized medical marijuana usage for those with a legal prescription. Eleven states and the District of Columbia have legal reasonable amounts of marijuana use for adult recreational purposes, which do not need a prescription or the presence of a medical condition approved for cannabis-related treatment.

Employers are more acquainted than ever with the need to obey non-discrimination statutes and fairly estimate individuals based only on the information they are legally permitted to review, lest they find themselves the subject of a lawsuit. But how best to do that is causing much consternation.

There are some clear-cut areas where there is no misperception and THC still needs to be comprised in all drug tests, for example, employers signing jobs governed by federal law or jobs that comprise driving or other safety subtle functions still need to administer traditional drug test panels. But what about libraries and coffee shops? Should they be permitted to turn someone down for a job who uses THC legally? What if it’s legal sometimes, such as when they travel to another state, but not in the state of the employer? What if they only practice marijuana at home, and not on the job?

Though there are a minority of other marijuana-free drug test options on the market already, Health Street’s offerings differentiate themselves with their scope and carefulness. While most previous options offered only the choice to exclude cannabis testing from a traditional 5 Panel Drug Test, Health Street’s announcement heralds the capability for employers to create fully custom drug tests that keep all of their local needs — from marijuana legalization to opioid disaster worries and beyond — top of mind.

What is the Growing Need for Cannabis-Free Drug Tests?

The movement of introducing gradually lax marijuana-use statutes shows no signs of slowing. Colorado and Washington approved adult-use recreational marijuana measures in 2012. Alaska, Oregon, and the District of Columbia followed suit in the fall of 2014, with Ohio close overdue in 2015.

The movement then started to snowball with California, Maine, Massachusetts, and Nevada approving adult-use recreational marijuana in 2016, Michigan and Vermont legalizing it in 2018, and the Illinois General Assembly passing a 2019 act that will soon make cannabis usage legal in the Prairie State as well.

An extra 21 states currently have bills on the table that might lead to recreational cannabis legalization in the near future. In addition, some cities are getting in on the action if they deem their state-wide legislature too slow-moving. For instance, starting next year, New York City job seekers will no longer need to be concerned about testing positive for marijuana, as the city has lately passed a bill making it illegal to turn down a job candidate because of their earlier marijuana use.

As employers search for ways to adhere to these altering statutes while complying with workplace safety protocols, partnering with a drug screening provider that recognizes region and industry-specific testing needs and proactively creates products that accommodate them will become a progressively imperative step in protecting employers and employees alike.

Associating with Health Street for No THC Drug Panels

Health Street offers drug testing at over 5000 locations nationwide, as well as on-site testing facilities for employers looking to test 10 or more persons at once. Their complete suite of testing services has been developed based on periods of experience overseeing industry-specific testing requirements and up-to-the-minute knowledge of developing drug legislature. All of Health Street’s lab-based tests are studied by a certified Medical Review Officer (MRO) prior to the release of results, further minimalizing error, and potential employer responsibility.

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