Fentanyl’s Impact in the Workplace
The rise of fentanyl abuse poses significant challenges to workplace safety and productivity. Addressing these challenges requires comprehensive understanding and proactive measures. In a recent webinar, an expert from LabCorp discussed the impact of fentanyl on the workplace and the critical steps employers should take to mitigate its risks. Here's what you need to know.
A Brief History of Fentanyl
Fentanyl, a potent synthetic opioid, was first synthesized in 1959 and approved for medical use in 1968, primarily for its anesthetic and analgesic properties. Its potency makes it a dangerous substance when misused. Over the years, various analogs of fentanyl have been developed, some for medical use and others for veterinary purposes. For instance, Carfentanil, a tranquilizer for large animals, is 10,000 times more potent than morphine.
The Rising Threat of Fentanyl
The abuse of fentanyl has escalated dramatically in recent years, leading to a surge in overdose deaths. According to data from the DEA, while the amount of cocaine seized has decreased since 2021, the amount of fentanyl seized has steadily increased. Since 2021, the number of deaths due to fentanyl has also steadily increased, with currently over 50,000 traceable deaths in 2023 alone when compared to cocaine, methamphetamine, heroin, and other opiates. This trend underscores the urgent need for awareness and preventive measures, especially in the workplace.
Fentanyl Lab Studies and Impacts on Workplace Safety
Fentanyl's impact extends beyond public health, significantly affecting workplace safety and productivity. Employers must understand the risks associated with fentanyl use among employees and implement comprehensive drug testing and prevention programs. One of the critical steps in managing fentanyl abuse is effective testing. Studies from workplace labs have shown an alarming increase in the prevalence of fentanyl in drug tests. LabCorp’s study highlights the shifting landscape of polydrug use, combining heroin with designer opioids. Further testing looked for the presence of fentanyl, fentanyl analogs, and other designer opioids or related compounds. By far, fentanyl is the dominant synthetic opioid consumed by heroin users in the US. No other designer opioids appeared more prevalent or consistently between 2016 and 2024. Another lab indicated that nearly 3% of all specimens tested for fentanyl were positive in 2023, a rate approaching that of marijuana.
Federal Regulations and Workplace Policies
The federal government has recognized the need to include fentanyl in drug testing panels. In 2023, HHS proposed guidelines to add fentanyl to the federal workplace drug testing panel. Earlier in March 2024, guidelines were discussed and slightly revised with the Federal Urine Drug Testing Panel recommending screening each federal sample at 1ng/mL for the initial test and then performing confirmation testing for fentanyl and Norfentanyl at 1ng/mL, too. Once these guidelines are finalized, they will likely influence DOT regulations and workplace drug testing policies across various industries.
What Can You Do?
Fentanyl represents a grave threat to workplace safety, productivity, and the retention of top talent. By staying informed and vigilant, employers can take proactive steps to mitigate the risks associated with this powerful opioid. Peak Talent Capital Solutions is committed to helping employers prioritize the well-being of their workforce through comprehensive strategies, including:
Implementing Comprehensive Drug Policies: Ensure fentanyl is included in your workplace drug testing panels and policies.
Educating Employees: Provide ongoing education about the dangers of fentanyl and the importance of maintaining a safe work environment.
Offering Support and Resources: Facilitate access to counseling and rehabilitation services for employees struggling with substance abuse.
Additionally, Peak can assist employers in implementing and maintaining a drug-free workplace program.
Pre-Employment Drug Testing: Employers in Georgia who maintain a drug-free workplace program are required to drug test applicants who have received conditional offers of employment. Limited testing is allowed if it is based on reasonable classifications of job positions. For instance, employers may choose to test only those applying for positions that involve potentially dangerous activities, such as operating heavy machinery or carrying a weapon. Employers must include a notice regarding the testing requirement in job announcements or advertisements.
Drug Testing Rules for Georgia Employers: Georgia employers with a drug-free workplace program must test employees under specific circumstances.
After an accident resulting in lost work time.
On reasonable suspicion of drug use, with documented reasons for suspicion made available to the employee upon request.
As part of a routinely scheduled fitness-for-duty medical examination.
After the employee returns to work following rehabilitation for a positive drug test (testing is not required if the employee entered rehab voluntarily rather than after a positive test).
Employers may also conduct random drug testing as part of their drug-free workplace program.
Note: When you have a question about your state's drug testing laws, it is best to consult a competent labor law attorney to make sure that they comply with all legal requirements.
By implementing these measures, Peak Talent Capital Solutions helps employers create safer, more productive work environments while safeguarding the health and well-being of their workforce.
About Peak Talent Capital Solutions
Founded in 2005, Peak is the industry-leading provider of workforce and human optimization services, including our bespoke candidate and employee screening and compliance services. Headquartered in Augusta, Georgia, Peak’s comprehensive scope of solutions assists employers in making informed staffing decisions while building a culture of excellence and safety in their workplace.