Kickas.org Forums Ankylosing Spondylitis General Discussion #1 AS Web Support Group Drug screen 4 work?

Hi all,

I seem to be finally coming out of the prolonged flare that started 3+ years ago. So much so that I've gotten an application with my local temp agency.

The issue is that since the NSAID anaphylaxis, I have to take a narcotic for breakthrough pain. So... how does one explain that to an employer.

And do I mention AS/RA & HMs when the application asks for disabilities? I haven't been declared disabled by a doctor. Yet. Uff...

I feel like I need a personal employment coach.

have no advice for you (i'd have an awful time deciding how to handle it myself)

but wanted to say "yay!" to your feeling better!

i'm sure someone will come along with sage advice on the topic.

I would only mention the diagnoses if you want consideration under the Americans With Disabilities Act. In that case, you would probably need to submit information from your doctor if/when you are hired to back up the disability. If you do not need/want accommodations, there is no need to mention the diagnosis. Employers are forbidden from asking about medical conditions during the hiring process that do not cause a disability or need accommodations for the interview. After offering you a job, they can/do need to ask if you are considered disabled to stay in compliance with the disability laws.

Is drug testing automatically done by the temp agency? for most jobs, there is nothing wrong with taking a prescribed narcotic as long as it does not impact your ability to perform the job. Whenever I have had drug testing done, I have been asked for a list of all medications (RX or not) along with dosage and prescribing physician. As long as the test results match up with my medication list I am fine. There are some jobs (nuclear worker, etc) where narcotics are a problem - prescribed or not. There are also some employers that have a problem with certain meds (medical marijuana - even in states where it is legal under state laws since it is still considered illegal under federal law). I don't think most of these positions would be using temporary agency workers.

http://www.eeoc.gov/facts/jobapplicant.html

Hi Erica,

Wonderful news that your coming out of a long flare!! There's a great website for the Job Accommodation Network http://askjan.org/

They have a ton of information about disabilities on the job, accommodations, legal issues, etc. I would recommend clicking on the tab Job Seekers on the righthand side of the home screen. There's a whole document on that section about when/how to disclose a disability when looking for a job.

Here's a snipet from one of the documents they have regarding the drug testing as it relates to the interview:
* May an employer ask applicants about their lawful drug use?

No, if the question is likely to elicit information about disability. Employers should know that many questions about current or prior lawful drug use are likely to elicit information about a disability, and are therefore impermissible at the pre-offer stage. For example, questions like, "What medications are you currently taking?" or "Have you ever taken AZT?" certainly elicit information about whether an applicant has a disability.
However, some innocuous questions about lawful drug use are not likely to elicit information about disability.

Example: During her interview, an applicant volunteers to the interviewer that she is coughing and wheezing because her allergies are acting up as a result of pollen in the air. The interviewer, who also has allergies, tells the applicant that he finds "Lemebreathe" (an over-the-counter antihistamine) to be effective, and asks the applicant if she has tried it. There are many reasons why someone might have tried "Lemebreathe" which have nothing to do with disability. Therefore, this question is not likely to elicit information about a disability.

* May an employer ask applicants about their lawful drug use if the employer is administering a test for illegal use of drugs?

Yes, if an applicant tests positive for illegal drug use. In that case, the employer may validate the test results by asking about lawful drug use or possible explanations for the positive result other than the illegal use of drugs.

Example: If an applicant tests positive for use of a controlled substance, the employer may lawfully ask questions such as, "What medications have you taken that might have resulted in this positive test result? Are you taking this medication under a lawful prescription?"


I would imagine with a narcotic, if you've been offered a job and they say next step is pre-employment drug screen, at that point it might be good to let them know you use it prescribed. It could open up a line of questioning but it would be illegal for them to rescind the job offer based on that if you would still be able to perform the necessary functions of the job.

Good luck! Hope the info is helpful.
Here's to a great weekend!!
Sarah

When I started working at my current hospital, I was asked to bring any and all meds I was taking, in their bottles, to my appt with Employee Health. I peed in the cup, signed the paperwork for the chain-of-custody on the sample. They said as long as nothing not on my list of meds showed up, I was fine.

It is unlawful for them to ask a lot of things in the interview. As long as you are applying for work that you can physically do (or could do with a minimum of accomodations), you shouldn't have a problem. Lots of people are on narcotics that don't affect their ability to work. <raising hand>

Congrats on feeling better!!! Yea!!!

Hi All. Thanks for the encouraging words and good info. It turns out I was freaking out for nought. A friend emailed me this link, and it pretty much spells out what y'all said. Feeling better about working, and decided to start out very part time - like 3 hrs per day - until I get my bearings. Peace