Jess,
I have the exact same question, and my possible job offer wants drug test, and medical exam.
My question is:
1. question on JOB app- do you have a mental impairment that would prevent you from doing this job?---well not if I take ADD meds
2, could I ? should I ? just stop the Adderall prior to the drug screen, and med exam?
3. and if I keep hush about the Adderall , ADD etc, there is always that nasty question ........somewhere on drug screen , med screen
"Have you been seen by/ being treated by any medical professional "? or some similar rubbish
I hope someone answers this post, and quickly!!!!
It seems like a total invasion of privacy if they need to know the meds you are taking. I can see the drug testing company knowing and letting the company know that you were passed since they know what meds you are prescribed. They cant ask how old you are or if you have kids but they can ask and have a right to know your MEDICAL HISTORY. Weird. Does anyone know what we should do? I am nervous about this and I really want this job!These links may help:
https://www.dol.gov/asp/programs/drugs/workingpartners/faq.a sp
http://www.hipaadvisory.com/regs/finalprivacymod/gpublic.htm
Q: Does the HIPAA Privacy Rule’s public health provision permit covered health care providers to disclose protected health information concerning the findings of preemployment physicals, drug tests, or fitness-for-duty examinations to an individual’s employer?
A: The public health provision permits covered health care providers to disclose an individual’s protected health information to the individual’s employer without authorization in very limited circumstances. First, the covered health care provider must provide the health care service to the individual at the request of the individual’s employer or as a member of the employer’s workforce. Second, the health care service provided must relate to the medical surveillance of the workplace or an evaluation to determine whether the individual has a work-related illness or injury. Third, the employer must have a duty under the Occupational Safety and Health Administration
(OSHA), the Mine Safety and Health Administration (MSHA), or the requirements of a similar State law, to keep records on or act on such information. For example, OSHA requires employers to monitor employees’ exposures to certain substances and to take specific actions when an employee’s exposure level exceeds a specified limit. A covered entity which tests an individual for such an exposure level at the request of the individual’s employer may disclose that test result to the employer without authorization.
Generally, pre-placement physicals, drug tests, and fitness-for-duty examinations are not performed for such purposes. However, to the extent such an examination is conducted at the request of the employer for the purpose of such workplace medical surveillance or work-related illness or injury, and the employer needs the information to comply with the requirements of OSHA, MSHA, or similar State law, the protected health information the employer needs to meet such legal obligation may be disclosed to the employer without authorization. Covered health care providers who make such disclosures must provide the individual with written notice that the information is to be disclosed to his or her employer (or by posting the notice at the worksite if the service is provided there).
When a health care service does not meet the above requirements, covered entities may not disclose an individual’s protected health information to the individual’s employer without an authorization, unless the disclosure is otherwise permitted without authorization by other provisions of the Rule. However, nothing in the Rule prohibits an employer from conditioning employment on an individual providing an authorization for the disclosure of such information.
http://www.thebody.com/Forums/AIDS/Workplace/Archive/Insuran ce/Q172463.html2. Drug tests: the best resource on any meds or combination of meds that could trigger a false positive drug test result is your pharmacist. We cannot keep up with the possible interactions as the formulary grows, but that's the pharmacist's job. Ask as well what else you shouldn't eat/drink right before an employment drug test, and you should be armed with everything you need to know.
They are not allowed to ask you what your prescription drugs are--another benefit of HIPAA, which strengthens your confidentiality. If they're out of line and do give you a form that asks, just write in "I am not taking any medication which would interfere with my fulfilling the essential functions of this job." That's what an employer needs. Specific meds are none of their beeswax.
vickie39281.8796875