PRUDENTIAL APPLICANT DRUG TESTING POLICY
Prudential Applicant Drug Testing Policy
The Prudential Insurance Company of America recognizes that the use of drugs can pose health, safety and security problems to the company, its employees and the public. Prudential’s drug policy expressly prohibits the unlawful distribution, use, sale or possession of controlled substances.
All applicants must pass a drug test after receiving a conditional offer of employment and prior to beginning work. The company tests applicants for marijuana, (cannabis, THC), cocaine, amphetamines (methamphetamine, speed), phencyclidine (PCP) and opiates (heroin, morphine, codeine, etc.). (See cut-off levels below)
Prior to testing, applicants may confidentially report non-prescription and prescription medication use or any other information that may affect the outcome of the test to the company’s medical review officer (“MRO”) by indicating such use or information on the chain of custody form. Over-the-counter medications and other substances can cause a positive test result. Therapeutic levels of medically prescribed drugs will not be reported. Applicants who submit a diluted specimen may be asked to submit another one. Applicants may also consult with the MRO for technical information about medications.
Urine specimens shall be collected by employees of licensed testing laboratories or medical professionals. Collected specimens will be transmitted to a state-licensed (if applicable), federally certified laboratory. The lab will inspect incoming specimens for damage, tampering, and missing or mismatched chain of custody forms. Specimens suitable for testing will be screened for the substances mentioned above. All positive screens will be retested by Gas Chromatography/Mass Spectrometry (GC/MS) or its technological equivalent and confirmed.
The MRO will report all verified and confirmed positive results to the company. The MRO or the company will notify applicants who test positive of their results and will provide such applicants with an opportunity to promptly contest or explain the results in confidence. In addition, an applicant who tests positive may request and pay for a retest of the original specimen.
The company will keep all records related to an applicant’s drug test confidential and will not disclose the results of an applicant’s drug test to third parties without the applicant’s written consent except as required or permitted by law.
An applicant may refuse to take a drug test. However, applicants who refuse to submit to a drug test, who test positive, or submit an adulterated or substituted specimen are unqualified for employment. In such cases, the company will rescind any offers of employment. Applicants who test positive may re-apply in six months.
* If you have questions about this drug testing policy, please contact your recruiter.
|Substance of Abuse Initial |Cut-off Level |Confirmatory Cut-off Level |
| |(nanogram per milliter) |(nanogram per milliter) |
|Marijuana |50 ng/ml (100ng/ml in Hawaii) |15 ng/ml |
|Cocaine |300 ng/ml |150 ng/ml |
|Amphetamines/Methamphetamines |1000 ng/ml |500 ng/ml |
|Phencyclidine |25 ng/ml |25 ng/ml |
|Opiates |2000 ng/ml |2000 ng/ml |
** This policy pertains to all Prudential employees and statutory agents.
(This does not include non-Prudential Marketing Assistants or Associate Producers).
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