November 22, have prompted inquiries about their use and subsequent effect on urine drug test results for individuals who have used these products. Published: Mar 10, , pm • Updated: May 4, , pm. By Susan Will using CBD products create a positive drug test result for marijuana?. He worries a positive drug test resulting from legal CBD oil use could cost him . performed more than 10 million workforce drug tests in
drug testing 2017 cbd results
The 1 most likely reason why you failed a drug test after taking CBD oil is because you simply bought a low-quality product that contained a little bit of THC in it, even though it was advertised as THC-free.
First of all, almost all marijuana drug screenings test for the presence of THC in your system, because this is the compound that actually makes you high. What sometimes happens, though, is trace amounts of THC that were in the same raw material that the CBD was extracted from, end up in your oil in a high enough volume that it becomes detectable on a test. This happens a little bit more frequently when you buy CBD oil from actual cannabis dispensaries in states where marijuana is legalized either recreationally or medically , rather than from an online seller.
The reason this is the case is because most dispensaries in legalized states that sell CBD oil extract their products from actual marijuana plants, rather than hemp plants. While hemp and marijuana are of the same species of plant, the major difference is that marijuana contains the female flowering buds which contain THC , while hemp only contains the male, non-THC parts.
CBD oil that was extracted from industrial hemp, on the other hand, is by law required to have no more than 0. The majority of CBD oils that are sold online and shipped to your doorstep, are sourced from industrial hemp or at least they claim they are. This is because industrial hemp is legal in all 50 states, whereas marijuana is only legal in a select few. Again, this is much more likely to occur at an actual marijuana dispensary than an online seller, as most dispensaries sell high-THC products in addition to their non-psychoactive CBD products.
However, you would have to be in an extremely poorly ventilated room for hours on end for this to be a viable possibility. This sounds really strange, but it actually happens from time to time as hair tests are usually much more thorough than urine tests.
Lastly — and probably least likely of all to happen — is that you failed a drug test after taking CBD oil because the CBD molecularly broke down into THC after interacting with the acids in your stomach and digestive system. In other words, it appeared that they were deliberately skewing data in order to make the transdermal patch look like a safer option than oral CBD oil.
It could, however, possibly occur in a high enough quantity to have you fail a urine test, though this would be incredibly rare and unlikely, if not impossible. All in all, if you purchase a quality, reputable CBD oil that has been extracted from a viable industrial hemp supply with less than 0. However, due to a few extenuating conditions like the ones mentioned above, it is certainly possible to be exposed to enough THC from a CBD product that you could fail a test.
It can and has happened before, and it will continue to happen as long as the use of CBD oil becomes more popular and more widespread. Workplace Drug Testing in the United States has become common, both in Federally regulated programs and in private industries.
Usually performed with urine as the matrix, and utilizing a two step process where an initial immunoassay is used as a screen with subsequent confirmatory testing if the screen is positive, an inactive marijuana metabolite THC-COOH in urine is most commonly used as the target analyte for marijuana use. Even though under this most commonly used procedure impairment cannot be directly determined, a positive confirmed test for this inactive metabolite may have profound consequences for both employers and employees.
Workplace urine drug testing is commonly used in pre employment evaluations, post accident, reasonable suspicion of impairment , and in random testing scenarios per company policy.
Because marijuana remains a Schedule 1 drug under federal law, federally regulated testing does not consider any marijuana use to be legitimate, with the exception of prescription cannabinoids as discussed below. Private employers not subject to federal regulations can make other policies at their discretion.
The purpose of this article is to summarize cannabinoid drug testing in the workplace, and not to discuss the acute or chronic clinical effects of THC and related, nor the pros and cons of legalization. In the United States, workplace drug testing became common after when Executive Order was signed, prohibiting federal employees from using illegal drugs [ 1 ]. The emphasis then, as now, is on illegal drugs, which has resulted in lack of regulatory testing for prescription drugs which can be impairing and commonly abused.
Examples of these non tested drugs include oxycodone, hydrocodone, hydromorphone, fentanyl, methadone, barbiturates, benzodiazepines, and the Z drugs prescription sleep aids.
Private industry commonly does test for at least some of these classes of drugs. In the Drugfree Workplace Act was passed by the US Congress establishing the 5 panel urine drug screen classes, which can be easily remembered by the mnemonic COMPA the first five letters in the word company: Cocaine metabolite, Opiates with morphine and codeine being the target analytes , Marijuana metabolite, Phencyclidine, and Amphetamines as a class which includes amphetamine and methamphetamine.
Procedures for urine collection, chain of custody, split specimens, and what to do if there is a refusal to test, a dilute or adulterated specimen, or when the employee cannot urinate were specified in with the Code of Federal Regulations 49 CFR Part 40 [ 2 , 3 ]. Under this model, a positive and confirmed urine drug test result is reviewed by a physician with extra training who has been certified as a Medical Review Officer MRO , which requires both training and passing an exam specific to these procedures, with recertification every five years.
This may be problematic when the employee is in a safety sensitive position and is taking a prescription medication that may cause impairment. The employer should have policies to deal with this common scenario. Alternative matrices for testing in these companies may include hair, oral fluid, breath, or blood. Additional classes of drugs can be assessed, which offers substantial advantage toward the goal of preventing prescription drug abuse in workers.
However, because there has been such an extensive experience with federally regulated testing, many private companies choose to use the same model of urine testing used by the Department of Transportation model, which includes only the 5 panel urine-based test.
The nomenclature used in drug testing for cannabinoids can be confusing. The carboxyl group in the inactive precursor is on carbon 2. Heat and drying will decarboxylate the inactive precursor forming the psychoactive drug THC. Inactive naturally occurring precursor tetrahydrocannabinolic acid becomes active THC upon heating and drying, which is metabolized to the inactive metabolite norCarboxy-THC, the target analyte for urine drug testing.
To avoid confusion it may be valuable to use the words precursor and metabolite, or specify which carbon 2 versus 11 has the carboxyl group, when discussing the inactive precursor versus the target analyte for Cannabis testing. The current regulatory testing for cannabinoids uses as the target analyte in urine an inactive THC metabolite that may persist for weeks or even months in chronic users after last use 4.
Because the concentration of THC in marijuana has progressively increased, passive inhalation has become more of a concern as a possible explanation for a positive test [ 5 , 6 ]. The legalization of medical and recreational marijuana under state law in many states has added complexity to policy issues involving workplace drug testing.
However, a recent survey of businesses found that only a small minority changed their drug testing policies based on changes in state law regarding legalization of medical or recreational marijuana [ 7 ]. However, internet sites and medical literature often claim a false positive test result from unrelated substances when only the initial screen has been performed, or long after the technology has been improved to address these limitations.
The negative result is laboratory nomenclature that medical toxicologists and all those who interpret drug test results should understand in detail. The lab that did the testing will likely know what cross reactivities exist, or can look it up in the testing manual, or can call the manufacturer for more information. If confirmatory testing has not yet been done, it should be under regulatory authority or if in private industry there will be negative consequences for the employee.
If confirmatory testing has been done, by what technology, and what are the potential problems with it concerning this specific drug? While urine has traditionally served as the matrix of choice for workplace drug testing, recent recommendations have been published advising that other matrices be accepted. The merits of both of these proposals are still being debated. There has been a large amount of research and experience with drug testing in these alternative matrices since they were last proposed by SAMHSA in The American College of Occupational and Environmental Medicine, which has been very involved in educational and regulatory activities regarding workplace drug testing, recently published two position statements [ 9 , 10 ] that included recommendations for Cannabis testing.
Although specifics varied somewhat, each emphasized documentation of impairment which might include blood or plasma THC and active metabolite levels or neuropsychiatric testing of employees as opposed to just the presence of an inactive metabolite in urine which is the status quo.
Synthetic cannabinoids such as those found in K2 and Spice pose a particular challenge in workplace testing. While clearly capable of causing severe impairment and life threatening medical problems [ 11 ], most workplace drug testing will not detect these substances because the initial screen target analyte COOH-THC is structurally different enough that a positive initial screen will not occur. Private industry can add synthetic cannabinoids to their routine workplace testing, but at considerable expense.
An ever changing array of chemical substitutions also makes detecting all currentlyl and potentially available products extremely difficult. Colorado voters approved medical marijuana in and recreational marijuana in
Interpretation of Workplace Tests for Cannabinoids
Warning Letters and Test Results for Cannabidiol-Related Products. Warning Letters Natural Alchemist, NV, ghid-supraveghere.info Mar; 13(1): – Positive confirmed drug tests are reviewed by a physician trained and certified as a . not yet the United States, and is a mixture of THC and cannabidiol (CBD), that is used as an oral spray. CBD oil is short for cannabidiol and is a compound found in cannabis, which has gained popularity over the last few years for its therapeutic.