Your previous work history shows if you are one who hops from job to job or are a long term employee. A job application gives the company a chance to ask pre-interview questions of candidates, and it gives you another chance to highlight your skills and experience.
Come prepared and always bring information that you may need such as the required documents for identification (W-9), social security number, and your former supervisor’s information such as name, address, telephone number and email. Also bring the addresses and phone numbers of personal references or information that may be required for a credit check. Fill in all the information asked for. Avoid answering questions with “See Resume” or “N/A” or “Upon Request”.
If you fill out a job application online, use spell check to edit your answers for grammatical errors. If you fill it a paper application use dark pen and carefully print all answers. Ask for help rather than turning in an incomplete job application and remember to say “please” and “thank you”.
Be dressed appropriately. Be clean and neat in your appearance. The first impression is really important. A picture is worth a thousand words, and so the “picture” you first present says much about you to the person you are meeting.
For more information contact:
Brenda Bailey
Email: brenda.bailey.1@hotmail.com
Be a Great Employee!
The old fashioned principles of honesty, integrity and reliability remain the cornerstones of modern business. Being on time is not good enough. Being 10 minutes early allows you to be at your work station ready to work as scheduled. This means you left your home in plenty of time to be to early. This means you turned the TV off before midnight so you could get a good night sleep. This allows you to get up on time refreshed and ready to put in an honest days work.
Adding just a little extra time on your time card is not honest. Using company time to text or talk on your cell phone is a major problem in today’s world. Your employer is not paying you to take care of your personal business during work hours. Use your lunch hours and breaks to make the necessary appointments and phone calls. A favorite saying of mine is “When you clock in your personal life is put on hold until you clock out.” Give your employer your undivided attention and you will be rewarded for your honesty.
Excessive absences are a problem in our society. Sickness or death should be the only reason you can’t work as scheduled. Your employer needs to have a doctor’s excuse if you are ill so they will know you have a valid reason why you are not at work. We all have problems in life but work should be our first priority as we accepted the job and promised to do our best.
If you've got the right sort of attitude you can pretty much do anything. Having the ability to listen and take instructions without being a know-it-all gives you a better chance to be hired and keep your job. Being willing and able to learn on the job is so important instead of the attitude of “Well, this is how we did this on the last job I was on;” Or “Everyone does it”.
Most employers look for employees who are self-motivated and able to work independently with as little supervision as possible. Technology is constantly changing and more and more employers are looking for employees who can improve their skills on the job.
Multi-tasking skills mean that you can effectively juggle more than one task at a time. This is a skill that can be learned. Answer the phone, receive and send faxes, use the copy machine, have a line of customers waiting, watch several machines at one time, stack the boxes, sweep the floor etc. is just a few examples. There is always something you can do to be just a little bit better than the average employee or co-worker.
Always remember your boss or supervisor started out at the bottom just like you, but they have excelled above the rest to become the supervisor, plant manager, CEO or owner of the business. They have worked nights and weekends, swept floors, washed dishes, waited tables, moved sprinklers, dug ditches etc. to be where they are today.
Decide what you can do to become the best employee ever. Be honest, be on time and be dependable and you will succeed.
Brenda Bailey, email brenda.bailey.1@hotmail.com
Hours restrictions on agricultural employees
The hours restrictions are the same for all youth, migrant children as well as local resident children.
U.S. law requires companies to employ only individuals who may legally work in the United States – either U.S.
Drug-Free Workplace Act of 1988-Part 1
It is important to note that the U.S. Department of Labor (DOL) does not regulate the area of workplace drug testing. Generally, employers have a fair amount of latitude in handling drug
testing as they see fit, unless their organization is subject to certain Federal laws such as U.S. Department of Transportation alcohol and drug testing rules for employees in safety sensitive positions.
DOL does strongly recommend that before any drug-testing program is implemented, an employer have a written policy that is shared with all employees and clearly outlines why drug testing is being implemented, prohibited behaviors and the consequences for violating the policy. DOL also
recommends that if drug testing is used, it be only one component of a comprehensive drug-free workplace program that also includes training for supervisors on signs and symptoms of substance abuse, education for employees about the dangers of substance abuse and some form of assistance or support for employees who may have problems with alcohol and other drugs.
The Drug-Free Workplace Act can be found on the Department of Labor’s web site under Title 72-1702 and http://www.dol.gov/asp/programs/drugs/workingpartners/faq.asp#q1
The old fashioned principles of honesty, integrity and reliability remain the cornerstones of modern business. Being on time is not good enough. Being 10 minutes early allows you to be at your work station ready to work as scheduled. This means you left your home in plenty of time to be to early. This means you turned the TV off before midnight so you could get a good night sleep. This allows you to get up on time refreshed and ready to put in an honest days work.
Adding just a little extra time on your time card is not honest. Using company time to text or talk on your cell phone is a major problem in today’s world. Your employer is not paying you to take care of your personal business during work hours. Use your lunch hours and breaks to make the necessary appointments and phone calls. A favorite saying of mine is “When you clock in your personal life is put on hold until you clock out.” Give your employer your undivided attention and you will be rewarded for your honesty.
Excessive absences are a problem in our society. Sickness or death should be the only reason you can’t work as scheduled. Your employer needs to have a doctor’s excuse if you are ill so they will know you have a valid reason why you are not at work. We all have problems in life but work should be our first priority as we accepted the job and promised to do our best.
If you've got the right sort of attitude you can pretty much do anything. Having the ability to listen and take instructions without being a know-it-all gives you a better chance to be hired and keep your job. Being willing and able to learn on the job is so important instead of the attitude of “Well, this is how we did this on the last job I was on;” Or “Everyone does it”.
Most employers look for employees who are self-motivated and able to work independently with as little supervision as possible. Technology is constantly changing and more and more employers are looking for employees who can improve their skills on the job.
Multi-tasking skills mean that you can effectively juggle more than one task at a time. This is a skill that can be learned. Answer the phone, receive and send faxes, use the copy machine, have a line of customers waiting, watch several machines at one time, stack the boxes, sweep the floor etc. is just a few examples. There is always something you can do to be just a little bit better than the average employee or co-worker.
Always remember your boss or supervisor started out at the bottom just like you, but they have excelled above the rest to become the supervisor, plant manager, CEO or owner of the business. They have worked nights and weekends, swept floors, washed dishes, waited tables, moved sprinklers, dug ditches etc. to be where they are today.
Decide what you can do to become the best employee ever. Be honest, be on time and be dependable and you will succeed.
Brenda Bailey, email brenda.bailey.1@hotmail.com
On June 25, 1938, President Franklin D. Roosevelt signed the Fair Labor Standards Act to become effective on October 24, 1938. In its final form, the act applied to industries whose combined employment represented only about one-fifth of the labor force. In these industries, it banned oppressive child labor and set the minimum hourly wage at 25 cents, and the maximum workweek at 44 hours.
In light of the social legislation of 1978, Americans today may be astonished that a law with such moderate standards could have been thought so revolutionary. http://www.dol.gov/oasam/programs/history/flsa1938.htm
The DOL Wage and Hour Division (WHD) is responsible for enforcing some of our nation’s most comprehensive federal labor laws on topics such as child labor laws.
Hours Restrictions
The age of the young worker typically determines which child labor rules apply. In particular, the age of the young worker determines how many hours in a day or week, or what hours in the day they may work. In addition to restrictions on hours, the Secretary of Labor has found that certain jobs are too hazardous for anyone under 16 years of age to perform. The section on Prohibited Occupations explains what jobs are considered hazardous for youth.Hours restrictions for non-agricultural employees
14 years old is the minimum age for non-agricultural employment covered by the FLSA. The basic rules for when and where a youth may work are:- Youth 18 years or older may perform any job, whether hazardous or not, for unlimited hours.
- Youth 16 or 17 years old may perform any non-hazardous job for unlimited hours.
- Youth 14 and 15 years old may work outside school hours in various non-manufacturing, non-mining, non-hazardous jobs. They cannot work:
- More than 3 hours a day on school days, including Fridays;
- More than 18 hours per week in school weeks;
- More than 8 hours a day on non-school days;
- More than 40 hours per week when school is not in session.
Hours restrictions on agricultural employees
The hours restrictions are the same for all youth, migrant children as well as local resident children.
- Once a young person turns 16 years old, he or she can work on any day, for any number of hours and in any job in agriculture.
- A youth 14 or 15 years old can work in agriculture, on any farm, but only during hours when school is not in session and only in non-hazardous jobs.
- If the youth is 12 or 13 years of age, he or she can only work in agriculture on a farm if a parent has given written permission, or a parent is working on the same farm. Again, the work can only be performed during hours when school is not in session and in non-hazardous jobs.
- If the youth is younger than 12, he or she can only work in agriculture on a farm if the farm is not required to pay the Federal minimum wage. Under the FLSA, "small" farms ( are exempt from the minimum wage requirements. "Small" farm means any farm that did not use more than 500 "man-days" of agricultural labor in any calendar quarter (3-month period) during the preceding calendar year. "Man-day" means any day during which an employee works at least one hour. If the farm is "small," workers under 12 years of age can be employed in non-hazardous jobs, but only during hours when school is not in session, and only with a parent's permission.
Put your children to work. Work helps alleviate stress, builds character and self esteem, helps overcome obstacles, provides financial freedom and gives one a sense of accomplishment. Today’s youth are tomorrow’s leaders. Teach them how to work.
Brenda Bailey
email: brenda.bailey.1@hotmail.com
Interviewing for a Job - Do’s and Don’ts!
Before you go to an interview you should learn all you can about the company you are applying with and become familiar with the job description of the position open. Only apply if you qualify. For example, if the job requirement is 2 years experience you shouldn’t apply if you do not have the qualifications. You might apply for a different position within the company that you qualify for.
Arrive 10 minutes early. Dress appropriately for the interview. Look like you put some effort into getting ready and not like you just climbed out of bed and threw something on. Clean clothes neatly pressed that are business casual usually work best. For men a long sleeve dress shirt with buttons and tie is always good and pants without holes. For women a modest dress or pant suit without showing a lot of skin is nice. Clean shoes with covered toes are best. No flip-flops or sandals. Clean hair neatly combed, hands washed, fingernails manicured, teeth brushed helps you feel good about yourself and prepares you to be more confident during the interview.
The first impression is made in the first 15 seconds of an interview. A hand shake, looking the interviewer in the eye and a smile are important. Don’t sit down until you are asked to be seated. Stay calm and avoid fidgeting and slouching.
Be prepared to answer questions and always tell the truth. Dishonesty gets discovered and is grounds for withdrawing a job offer and termination. If you have had gaps in your employment and have had several jobs in the past, explain why. Be honest!
Never talk about your previous employer in a negative way. Have a positive attitude as you are being evaluated as a potential co-worker. Let the interviewer know what your skills are. Don’t make excuses. Take responsibility for your decisions and your actions. Don’t treat the interview casually as if you are just shopping around or doing the interview for practice.
Don’t give the impression that you are only interested in the salary and benefits, especially disclosing you are in debt and in need of a job. Everyone applying needs a job or a change in employment or they wouldn’t be applying. Remember the interviewer is looking for qualified candidates that will be an asset to their company because of their knowledge and skills, dependability and attitude.
Don’t chew gum, smell like smoke or use too much cologne or perfume. Don’t take your cell phone into the interview or turn it off during the interview. Don’t take your parents, spouse, fiancé, friends or pets to an interview. If you are not grown up and independent enough to attend an interview alone, your probably not grown up and independent enough for a job.
When the interviewer concludes the interview, offer a firm handshake, make eye contact and exit gracefully. After the interview make notes right away so you don’t forget critical details and when you should expect to hear what action you are expected to take next, if any. Write a thank you letter to your interviewer promptly after the interview.
Learn from each interview and don’t be too discouraged if you don’t get the position you applied for. When one door closes another always opens. Try to determine what went wrong and apply your experience to become better at the next interview. Continue to learn and improve your skills. There are classes and people in our community who can help you.
Happy Job Hunting!
Brenda Bailey
Email: brenda.bailey.1@hotmail.com
Let’s Get to Work – Questions you can or cannot ask in an interview
I have had the opportunity to participate in many interviews and have watched as people are selected from several candidates decisions are made on who the lucky one is that gets hired. Many times the process of elimination is due to the answers applicants give during the interview.
The most common mistake made during the interview process is not keeping questions related to the job description. Personal questions such as: ‘Are you married?” “How many children do you have?” “Where do you live?” “What church do you belong to?” “Are you pregnant?” “Do you have a babysitter?” “Who are your parents?” etc. are questions that do not have any relevance to work.
When interviewing multiple candidates, use the same criteria for evaluating each candidate. After selecting questions that are appropriate to use, give some thought to each answer given as there is not always going to be a “No” or “Yes” answer. The questions that can be asked will give the interviewer a lot of information about the applicant. Divide the questions into categories such as:
Category 1: Pre-Screening Interview Questions
A. Discuss Salary-Is the wage we are offering suitable?
B. Why are you currently seeking a new position?
C. What were the top 3 job duties you had at your last job?
Category 2: Behavioral Questions
A. If someone told you that you had made an error, describe how you would react.
B. Tell me about a situation you would have handled differently.
C. What would you do if a supervisor asked you to get confidential information for them?
D. What strengths do you have to make you a successful worker?
Category 3: General Questions
A. What skills do you have that would make you the best candidate for this position?
B. If you were offered this position, when would you be able to start?
C. What are your short term goals? What are your long term goals?
D. Why have you applied for this position?
E. Are you willing to work overtime and on holidays and week-ends?
Basic questions can give you most of the information you need such as:
A. Are you available to work any shift and day? (If yes, this means they have day care taken care of and have a ride to work)
B. The job requires you to lift about 35 lbs. regularly during your shift. Question: Are you able to lift 35 lbs? (If yes, this means they are physically able to work)
C. The job requires you to stand on scaffolding. Question: Are you afraid of heights?
D. The job requires you to work around chemicals. Question: Are you allergic to any chemicals?
The question “Where do you see yourself in 5 years?” gives the interviewer a good idea to see if the applicant is only thinking about themselves or how they would benefit your company. Answers such as “I want to earn enough money to own my own house, buy an expensive car or take my family on a vacation” are all good answers and shows long term goals. Answers such as “I want to learn all I can and develop skills to help your company achieve their goals” is more suitable to being a good employee and caring more about the company instead of themselves.
Develop a good list of questions that pertain to the job description and you will have success interviewing and selecting the best candidates available.
Comments send email to brenda.bailey.1@hotmail.com
Let’s Get to Work - Employment Eligibility Verification
The following information is taken from the United States Government web site http://www.uscis.gov/portal/site/uscis/ as a review in the hiring process regarding I 9 Form:
The Immigration Reform and Control Act require all United States (U.S.) employers to verify the identity and employment eligibility of all employees hired to work in the U.S.
The Form I-9 Employment Eligibility Verification can be found on the internet at: http://www.uscis.gov/i-9 . When applying with any company you must provide identification with any of the following documents listed on the last page of the I-9 Form. List A is documents that establish both identity and employment authorization such as an U.S. Passport, Permanent Resident Card or Alien Registration Receipt Card. If you do not have the required documents from List A, you will need one document from List B which is documents that establish identity and one document from List C which is documents that establish employment authorization.
All U.S. employers must complete and retain a Form I-9 for each individual they hire for employment in the United States
Deciding to become a U.S. U.S. citizen, you will be showing your commitment to the United States U.S.
"I hereby declare, on oath, that I absolutely and entirely renounce and abjure all allegiance and fidelity to any foreign prince, potentate, state or sovereignty, of whom or which I have heretofore been a subject or citizen; that I will support and defend the Constitution and laws of the United States of America against all enemies, foreign and domestic; that I will bear true faith and allegiance to the same; that I will bear arms on behalf of the United States when required by the law; that I will perform noncombatant service in the armed forces of the United States when required by the law; that I will perform work of national importance under civilian direction when required by the law; and that I take this obligation freely without any mental reservation or purpose of evasion; so help me God."
The United States America
Brenda Bailey,
For more information contact brenda.bailey.1@hotmail.com
Copies of my articles can be found at http://www.baileysonestop.blogspot.com
LET’S GET TO WORK
Drug-Free Workplace Act of 1988-Part 1
The benefits of have a drug and alcohol policy in the business world is to increase staff morale, employee motivation and creativity, customer satisfaction, positive public image, savings through incentive programs offered by insurance companies and savings through fewer accidents and
property damage. A drug-free workplace also decreases accidents, errors, incidents involving disciplinary action, absenteeism, tardiness, employee theft and fraud, legal expenses, insurance
claim, staff turnover, the chances of hiring a substance abuser and Worker’s Compensation
costs. Absenteeism can be decreased by 50% and accidents by 82% after enforcing the Drug-Free Workplace Act in a business. Companies report that their absenteeism decreased by 50% and accidents by 82% after enforcing the Drug-Free Workplace Act.
property damage. A drug-free workplace also decreases accidents, errors, incidents involving disciplinary action, absenteeism, tardiness, employee theft and fraud, legal expenses, insurance
claim, staff turnover, the chances of hiring a substance abuser and Worker’s Compensation
costs. Absenteeism can be decreased by 50% and accidents by 82% after enforcing the Drug-Free Workplace Act in a business. Companies report that their absenteeism decreased by 50% and accidents by 82% after enforcing the Drug-Free Workplace Act.
Most Workers’ Compensation Insurance Companies give 5% discount to companies that have a drug-free workplace. The cost of the drug testing is minimal compared to hiring and retaining employees who chose to use illegal drugs. Using drugs is a choice and our community provides many support groups with free classes to help overcome addiction. Our community has a neighborhood watch
program also and encourages anyone who witness’s unusual behavior contact the local law enforcement. You can remain anonymous and give information that will help our local law enforcement solve crimes.
program also and encourages anyone who witness’s unusual behavior contact the local law enforcement. You can remain anonymous and give information that will help our local law enforcement solve crimes.
The Drug Free Workplace Act allows businesses to test for pre-employment, random, reasonable suspicion and post accident drug tests. Alcohol testing can only be done as the employee clocks in for work, during work or as they clock out of work as drinking is legal in Idaho
the applicant is hired the employer must pay for all drug and alcohol tests.
the applicant is hired the employer must pay for all drug and alcohol tests.
I became certified to drug test in the year of 2000 so I have had over a decade of drug and alcohol testing experiences. Being an employer too, gives me a lot of experience in dealing with prospective or current employees who are positive on illegal drugs. I have heard many stories and the most interesting part is watching those who are not yet willing to admit they have a drug or alcohol problem and try to blame someone else for their unacceptable behavior. Admittal is one of the most important steps in the rehabilitation process.
There are several local facilities who have adopted a tobacco free workplace. As safety is a concern some facilities provide smoking areas. I have seen several people turn down a job because they can’t go without a cigarette for a full 8 hour shift. Addictions of all kinds cause loss time at work and people to be unemployed.
A company can request which drugs their employees are tested for. The common ones in our area are
Methamphetamines, Amphetamines, Marijuana, Cocaine, and Opiates. Laboratories are now able to detect Pep-Spice and other synthetic drugs. Other drugs can be requested as some facilities such as medical institutions and schools require testing for nine or ten drugs.
Methamphetamines, Amphetamines, Marijuana, Cocaine, and Opiates. Laboratories are now able to detect Pep-Spice and other synthetic drugs. Other drugs can be requested as some facilities such as medical institutions and schools require testing for nine or ten drugs.
It is important to note that the U.S. Department of Labor (DOL) does not regulate the area of workplace drug testing. Generally, employers have a fair amount of latitude in handling drug
testing as they see fit, unless their organization is subject to certain Federal laws such as U.S. Department of Transportation alcohol and drug testing rules for employees in safety sensitive positions.
DOL does strongly recommend that before any drug-testing program is implemented, an employer have a written policy that is shared with all employees and clearly outlines why drug testing is being implemented, prohibited behaviors and the consequences for violating the policy. DOL also
recommends that if drug testing is used, it be only one component of a comprehensive drug-free workplace program that also includes training for supervisors on signs and symptoms of substance abuse, education for employees about the dangers of substance abuse and some form of assistance or support for employees who may have problems with alcohol and other drugs.
The Drug-Free Workplace Act can be found on the Department of Labor’s web site under Title 72-1702 and http://www.dol.gov/asp/programs/drugs/workingpartners/faq.asp#q1
Brenda Bailey is a Certified Drug Testing Collector. For more
information contact brenda.bailey.1@hotmail.com. Copies of my articles can be found at http://www.baileysonestop.blogspot.com
information contact brenda.bailey.1@hotmail.com. Copies of my articles can be found at http://www.baileysonestop.blogspot.com
LET’S GET TO WORK
Drug-Free Workplace Act of 1988-Part 2
Substance abuse is the use of any substance to the extent that it causes physical, mental or emotional damage, either temporary or permanent. Abused substances can be legal or illegal. Individuals may abuse substances such as alcohol, over-the-counter medications, household chemicals, prescription drugs or illegal drugs.
A drug-free workplace program consists of having a comprehensive, clear and concise policy
in place that is compliant with the Idaho Employer Drug-Free Workplace Act of 1988 and provides training of managers and supervisors so they can identify specific behaviors or performance indicators of employees who are involved in substance abuse and understand the drug policy of the company.
About 70% of drug abusers are employed and find jobs in companies that do not have a drug
policy. Addictions are diseases based on compulsive, obsessive and dependent behaviors that take priority over all other human needs. Alcohol and other drugs become more important than family, friends and careers, food, clothing and shelter.
The blood alcohol content or concentration of alcohol in the bloodstream is measured by how many
drinks taken and the body weight in pounds. One drink is 1.25 oz of 80 proof liquor, 12 oz. of beer or 5 oz. of table wine. If a male weighs about 180 lbs. and tests .13 is considered legally intoxicated and has consumed approximately 6 drinks. If a female who weighs 180 lbs. and tests .15 is considered legally intoxicated and has consumed approximately 6 drinks. A breath meter measures the concentration of alcohol in the bloodstream.
The Ethyl Glucuronide/Ethyl Sulfate (EtG/EtS is a direct metabolite of alcohol (ethanol) urine test available to confirm the presence of alcohol within the previous 3 to 4 days or approximately 80 hours after ethanol has been ingested. A positive EtG test above 100 ng/ml and EtS above 25 ng/ml indicates recent ethanol ingestion.
The presence of drugs in hair is based on a simple scientific fact. Drugs which are ingested circulate in a person’s bloodstream which nourishes the developing hair follicle. Trace amounts of the drugs become entrapped in the core of the hair shaft in amounts roughly proportional to those ingested. These trace amounts of drugs remain in the hair as it grows out from the head at a rate of approximately ½ inch per month. Drug residues cannot be washed or flushed out and are stable over time. Thus, a drug history can be obtained from the hair of any individual. A standard test covers a
period of approximately 90 days. The primary differences of a urine test verses a hair test are a wider window of detection and the inability to tamper with the test.
Analyzing a urine sample is a common way to test for drugs used. A rapid, one step screening test for the simultaneous, qualitative detection of multiple drugs and drug metabolites in the urine gives an instant result. The test utilizes antibodies to selectively detect elevated levels of specific
drugs in the urine. Tests can be performed for Amphetamine, barbiturates, benzodiazepines, Cocaine, Marijuana, Methadone, Methamphetamine, Ecstasy, Opiate, Oxycodone, Phencyclidine, Propoxyphene, Tricyclic & Antidepressants. Synthetic stimulants such as Spice and Bath Salts can also be detected
in the urine.
Today, employers have available to them a powerful array of resources to protect their business, their employees, and the public they serve from the risks and harm that can result from worker drug use.
Substance abuse is the use of any substance to the extent that it causes physical, mental or emotional damage, either temporary or permanent. Abused substances can be legal or illegal. Individuals may abuse substances such as alcohol, over-the-counter medications, household chemicals, prescription drugs or illegal drugs.
A drug-free workplace program consists of having a comprehensive, clear and concise policy
in place that is compliant with the Idaho Employer Drug-Free Workplace Act of 1988 and provides training of managers and supervisors so they can identify specific behaviors or performance indicators of employees who are involved in substance abuse and understand the drug policy of the company.
About 70% of drug abusers are employed and find jobs in companies that do not have a drug
policy. Addictions are diseases based on compulsive, obsessive and dependent behaviors that take priority over all other human needs. Alcohol and other drugs become more important than family, friends and careers, food, clothing and shelter.
The blood alcohol content or concentration of alcohol in the bloodstream is measured by how many
drinks taken and the body weight in pounds. One drink is 1.25 oz of 80 proof liquor, 12 oz. of beer or 5 oz. of table wine. If a male weighs about 180 lbs. and tests .13 is considered legally intoxicated and has consumed approximately 6 drinks. If a female who weighs 180 lbs. and tests .15 is considered legally intoxicated and has consumed approximately 6 drinks. A breath meter measures the concentration of alcohol in the bloodstream.
The Ethyl Glucuronide/Ethyl Sulfate (EtG/EtS is a direct metabolite of alcohol (ethanol) urine test available to confirm the presence of alcohol within the previous 3 to 4 days or approximately 80 hours after ethanol has been ingested. A positive EtG test above 100 ng/ml and EtS above 25 ng/ml indicates recent ethanol ingestion.
The presence of drugs in hair is based on a simple scientific fact. Drugs which are ingested circulate in a person’s bloodstream which nourishes the developing hair follicle. Trace amounts of the drugs become entrapped in the core of the hair shaft in amounts roughly proportional to those ingested. These trace amounts of drugs remain in the hair as it grows out from the head at a rate of approximately ½ inch per month. Drug residues cannot be washed or flushed out and are stable over time. Thus, a drug history can be obtained from the hair of any individual. A standard test covers a
period of approximately 90 days. The primary differences of a urine test verses a hair test are a wider window of detection and the inability to tamper with the test.
Analyzing a urine sample is a common way to test for drugs used. A rapid, one step screening test for the simultaneous, qualitative detection of multiple drugs and drug metabolites in the urine gives an instant result. The test utilizes antibodies to selectively detect elevated levels of specific
drugs in the urine. Tests can be performed for Amphetamine, barbiturates, benzodiazepines, Cocaine, Marijuana, Methadone, Methamphetamine, Ecstasy, Opiate, Oxycodone, Phencyclidine, Propoxyphene, Tricyclic & Antidepressants. Synthetic stimulants such as Spice and Bath Salts can also be detected
in the urine.
Today, employers have available to them a powerful array of resources to protect their business, their employees, and the public they serve from the risks and harm that can result from worker drug use.
Brenda Bailey is a Certified Drug Testing Collector. For more
information contact brenda.bailey.1@hotmail.com. Copies of my articles can be found at http://www.baileysonestop.blogspot.com
information contact brenda.bailey.1@hotmail.com. Copies of my articles can be found at http://www.baileysonestop.blogspot.com
LET’S GET TO WORK
IDAHO LAW AND A GREAT PLACE TO LIVE
Every day I become more grateful for the opportunity I have to live in the Mini-Cassia area and in the great state of Idaho. There are so many opportunities for residents in Idaho to work in so many different occupations.
Idaho law allows an employer the freedom to make their own policies to fit their own workplace. Idaho Law does not require vacation, holiday, severance or sick pay; a discharge notice or a reason for discharge; rest periods, breaks, lunch breaks, holidays off or vacations; premium pay rates for weekends or holidays worked; pay raises or fringe benefits; or a limit on the number of hours an employee can work per day or week for employees 16 years of age or older. I have known of several applicants who have turned down employment because they had heard that the law required breaks and a lunch hour and that is incorrect information.
Some employer’s only have an 8 hour shift and allow the employee to eat in between customers. They also require the employee to clock out for breaks. Why should an employer have to pay an employee to take a break every hour or so, especially for personal time? The employee is being paid to work. Employers are concerned about the safety of their employees and will allow them to take necessary breaks to help with fatigue etc.
I believe that when an employee clocks in to work, he/she closes the door on their personal life and begins their life at work. They should be giving 100% or more to their employer. The more efficient and productive they are, the more business is generated and the more the employer can afford to give raises and/or bonuses. It is a circle of work ethics.
If you owned a business with five phone lines, six employees and each employee received ten, three minute personal phone calls daily, you would have 180 minutes of usage each day for personal phone calls, 900 minutes each week and 46,800 minutes each year. Can you imagine how much productivity could have been done to increase the business during this time?
If the employee was paid $8.00 an hour, the employer paid $6,084.00 in wages to unproductive time and then the employees don’t understand why they don’t get a raise. The cost increases when other breaks occur that last eight or nine minutes several times during a shift.
A good employee shows up for work early ready to start the shift at the scheduled time. Has had enough sleep, clean clothes, taken care of personal hygiene items, arranged for lunch, has transportation, babysitting etc. taken care of and is able to leave the personal problems at home. While at work they do their very best, grateful to have a job and be able to support themselves and/or a family.
Comments email: brenda.bailey.1@hotmail.com
Idaho law allows an employer the freedom to make their own policies to fit their own workplace. Idaho Law does not require vacation, holiday, severance or sick pay; a discharge notice or a reason for discharge; rest periods, breaks, lunch breaks, holidays off or vacations; premium pay rates for weekends or holidays worked; pay raises or fringe benefits; or a limit on the number of hours an employee can work per day or week for employees 16 years of age or older. I have known of several applicants who have turned down employment because they had heard that the law required breaks and a lunch hour and that is incorrect information.
Some employer’s only have an 8 hour shift and allow the employee to eat in between customers. They also require the employee to clock out for breaks. Why should an employer have to pay an employee to take a break every hour or so, especially for personal time? The employee is being paid to work. Employers are concerned about the safety of their employees and will allow them to take necessary breaks to help with fatigue etc.
I believe that when an employee clocks in to work, he/she closes the door on their personal life and begins their life at work. They should be giving 100% or more to their employer. The more efficient and productive they are, the more business is generated and the more the employer can afford to give raises and/or bonuses. It is a circle of work ethics.
If you owned a business with five phone lines, six employees and each employee received ten, three minute personal phone calls daily, you would have 180 minutes of usage each day for personal phone calls, 900 minutes each week and 46,800 minutes each year. Can you imagine how much productivity could have been done to increase the business during this time?
If the employee was paid $8.00 an hour, the employer paid $6,084.00 in wages to unproductive time and then the employees don’t understand why they don’t get a raise. The cost increases when other breaks occur that last eight or nine minutes several times during a shift.
A good employee shows up for work early ready to start the shift at the scheduled time. Has had enough sleep, clean clothes, taken care of personal hygiene items, arranged for lunch, has transportation, babysitting etc. taken care of and is able to leave the personal problems at home. While at work they do their very best, grateful to have a job and be able to support themselves and/or a family.
Comments email: brenda.bailey.1@hotmail.com
