As any high-minded stoner will tell you, the U.S. job market is a tough racket to break into. Like a fast food joint during lunch rush, it’s over-crowded with the hungry and frustrated, most of whom would trade benefits for a chance to get past the first interview. And that’s before the dreaded pre-employment drug test comes into play.
Consider that a functional alcoholic, who just happens to mainline coke and meth cocktails on the weekends, can pass a drug screening on any given Thursday. But a recreational toker, who only enjoys marijuana on weekends and with no other drugs, couldn’t pass that same drug test legitimately.
Every person’s metabolism is different, so there is no set period of time in which a person can cleanse their system enough to pass a drug test. But the one thing that is certain is that marijuana is a Schedule I narcotic, which means the feds have deemed it (marijuana), along with LSD and MDMA (hallucinogens), as having no medicinal value or purpose. The presence of any Schedule I narcotic in a urine or saliva sample causes it to come up reading positive, i.e. a failed drug test. Previously, we reviewed a great way to pass a drug test for those who need an immediate solution.
Cocaine, amphetamines, and most opiate derivatives are Schedule II narcotics, retaining their limited medicinal purpose and making them just slightly less illicit. This also means one can test positive for these narcotics and pass a drug test, providing they have the proper documentation. There is an unfair bias in this system; it stands to reason that it wasn’t intended to target those who prefer marijuana over other drugs as the clear-cut victims of so large an injustice, but that’s exactly what it has become. As long as employers share the opinions of federal law concerning degrees of illegality, this will be a fixed fight that cannot be won.
Employers didn’t create this problem, they’re just exploiting it. And why wouldn’t they? If they can get out of paying a single unemployment benefit through a loophole created in “random drug testing,” or get away with paying the most qualified person for the job the least through pre-employment drug test, does it not fit with a sound business plan?