Hobby Lobby, the popular arts and crafts retailer, has over 900 stores across 47 states and employs more than 43,000 people. As a major employer, Hobby Lobby‘s drug testing policies can have a significant impact on job seekers and employees. While the company does not have a one-size-fits-all approach to drug screening, there are certain situations where employees may be required to take a drug test. Let‘s dive into the details of Hobby Lobby‘s drug testing stance and what it means for workers.
Hobby Lobby‘s Drug Testing Policy Explained
According to current and former employees, Hobby Lobby does not have a blanket policy of drug testing all job applicants. Most entry-level positions, such as cashiers and sales associates, do not require a pre-employment drug screen. However, management roles are a notable exception. Prospective managers at Hobby Lobby are typically required to pass a drug test before starting the job.
For existing employees, Hobby Lobby generally conducts drug tests on a case-by-case basis if there is reasonable suspicion that an employee is under the influence of drugs at work. Suspicious behavior could include a sudden drop in job performance, excessive tardiness or absences, erratic behavior or other signs of impairment. Failing a reasonable suspicion drug test is grounds for termination.
Random drug testing appears to be rare for most rank-and-file Hobby Lobby employees. However, some workers in safety-sensitive positions, such as those in warehouses or distribution centers, have reported a higher frequency of drug screenings. This is likely due to the increased risk associated with operating heavy machinery and equipment while impaired. An on-the-job accident or injury may also trigger a post-incident drug test.
Drug Testing Methods Used by Hobby Lobby
If a drug test is deemed necessary, Hobby Lobby typically uses one of two methods: urine testing or mouth swab testing. Urine tests are the most common type of drug screening used by employers. They can detect a variety of illegal and prescription drugs, including marijuana, cocaine, amphetamines, opioids and more. Urine tests have a longer detection window compared to other methods, meaning they can identify drug use from several days to several weeks prior, depending on the substance and frequency of use.
Mouth swab tests, also referred to as oral fluid or saliva tests, are becoming increasingly popular among employers due to their ease of use. A swab collects a saliva sample from the inside of the cheek, which is then analyzed for drugs. Mouth swab tests excel at detecting very recent drug use, often within a few hours to a few days. However, they have a shorter detection window overall compared to urine tests.
Some Hobby Lobby employees have reported that their drug test was paired with a basic math or skills assessment. While the specifics of this portion are not well-documented, it likely serves as an additional tool to screen candidates for job-related competencies.
How Hobby Lobby Compares to Other Retailers
Hobby Lobby‘s targeted approach to drug testing sets it apart from some of its retail peers. Many major companies in the industry, such as Walmart, Target, and Lowe‘s, require a pre-employment drug screening for all new hires, regardless of position. Hobby Lobby‘s policy of generally not testing non-management candidates during the hiring process is more uncommon.
However, the tide may be turning when it comes to widespread pre-employment drug testing in retail. In 2021, crafting competitor Michaels amended its policy and no longer drug tests most prospective employees. Amazon, the retail giant, also made headlines when it announced it would stop screening for marijuana and now treats cannabis similar to alcohol in its drug testing protocols.
This shift away from blanket pre-employment drug testing reflects a larger trend driven by several factors. Changing state laws around marijuana legalization, including for medical use, have caused some employers to reevaluate their stance. In a tight labor market, drug testing can also be seen as a hiring hurdle and competitive disadvantage. Many retailers have calculated that the time and expense of testing every new hire is not worth it in a high-turnover industry.
Statistics on Workplace Drug Testing
To put Hobby Lobby‘s approach in context, let‘s look at some key statistics on workplace drug testing:
- According to a 2021 survey by Current Consulting Group, 36.4% of employers do not conduct drug testing for any employees.
- The same survey found that 39.1% of employers drug test only certain "safety-sensitive" roles, while 24.5% test all job candidates.
- Positive drug test rates in the U.S. workforce hit a 16-year high in 2019, with 4.5% of tests coming back positive, per Quest Diagnostics. Marijuana was the most commonly detected substance.
- False positive results on drug tests are estimated to occur between 5-10% of the time and can be triggered by certain foods, medications and other factors.
- A 2016 study estimated that the average cost of a pre-employment drug test is $30-$50 per test, a significant expense for high-volume hiring.
If you currently work at Hobby Lobby or are considering applying, it‘s wise to familiarize yourself with the company‘s drug testing policies and your rights as an employee.
Job seekers, especially those pursuing management positions, should be prepared for a possible pre-employment drug screening. Abstaining from drugs for at least several weeks prior to the anticipated test date is advisable. For non-management roles, pre-hire testing is less common but still a possibility.
Once employed, it‘s crucial to avoid coming to work under the influence of any impairing substances. Hobby Lobby can test any employee at any time based on reasonable suspicion, and a failed test is likely to result in job loss. Termination for a positive drug test can also disqualify you from collecting unemployment benefits or worker‘s compensation.
It‘s worth noting that Hobby Lobby has a reputation for taking conservative stances on various social and political issues. The company‘s drug testing policies may be influenced by the owners‘ religious beliefs. Employees have characterized the culture as having little tolerance for drug use.
If substance abuse is impacting your life and job, seeking support is important. While Hobby Lobby‘s employee benefits are somewhat limited, the company‘s health insurance plans appear to offer some coverage for addiction treatment services, if you are enrolled. Confidential assistance may also be available through community organizations or health care providers.
The Role of State Laws
Workplace drug testing regulations can differ considerably by state, so Hobby Lobby‘s policies and procedures may have some location-specific variations.
Oklahoma, where Hobby Lobby was founded and maintains its headquarters, allows employers to drug test applicants and employees. However, drug testing must adhere to the state‘s Standards for Workplace Drug and Alcohol Testing Act. This law requires employers to have a written drug testing policy, use licensed testing facilities, and confirm positive results with a second methodology.
Oklahoma also has a medical marijuana program, but this does not prevent employers from screening for marijuana or terminating workers who test positive, even if they are registered patients. Hobby Lobby employees in Oklahoma should understand their rights and obligations under these rules.
In contrast, states like California and New York place more restrictions on when and how employers can conduct drug testing. Recreational marijuana is also legal in an increasing number of states, although employers can still test for it. It‘s essential for employees to stay informed about the specific laws in their state and any updates to Hobby Lobby‘s policies.
The Pros and Cons of Workplace Drug Testing
The practice of employer drug testing, which gained traction in the 1980s, has long been a topic of debate. Proponents argue that drug screening promotes workplace safety, reduces liability risks, and discourages substance abuse. Critics counter that testing is invasive, often ineffective, and can unfairly penalize responsible drug users or medical marijuana patients.
Research on the actual efficacy of workplace drug testing is mixed. A 2015 analysis by the American Civil Liberties Union (ACLU) concluded that "drug testing is not only an unreliable indicator of impairment or job performance, but frequently and unfairly excludes productive workers and applicants who engage in harmless off-duty conduct."
However, some studies have linked workplace drug testing to reductions in occupational injuries and absenteeism rates. A 2016 review published in the Journal of Studies on Alcohol and Drugs found "a robust association between [workplace drug testing] and a decrease in cocaine and marijuana use" among employees.
The type of testing method used can also impact outcomes. While urine tests are the most common, they are more susceptible to tampering and false positives. Hair follicle testing has a longer detection window but is more expensive. Saliva testing is less invasive but has a shorter look-back period.
Ultimately, the decision to drug test employees is up to individual employers, subject to applicable laws. Companies must weigh the potential benefits against the financial costs, administrative burdens, and impact on employee morale and privacy. Some employers are moving away from punitive measures and adopting more holistic approaches to substance abuse prevention and treatment.
Expert Insight and Recommendations
As a retail industry expert and consumer advocate, I believe Hobby Lobby could strike a better balance with its drug testing approach. The company‘s focus on testing mainly managers and suspicious cases, rather than all employees, is a reasonable middle ground. However, there may be room for improvement.
Random testing, especially for non-safety-sensitive roles, can breed distrust and negatively impact morale. A more supportive and transparent drug policy, with clearly defined criteria for reasonable suspicion testing, could help alleviate employee concerns. Providing education on the company‘s stance, testing procedures and available resources for those struggling with addiction is also valuable.
Oral fluid testing, while not perfect, offers a less invasive option compared to urine testing. Exploring alternative methods and staying apprised of drug testing technology advancements could be worthwhile. Partnering with certified third-party testing agencies can lend credibility to the process and results.
When it comes to marijuana, Hobby Lobby may want to reevaluate its stance as legalization efforts expand. Differentiating between on-duty impairment and off-duty use, or establishing thresholds for what constitutes a positive test, are potential considerations. Accommodations for registered medical marijuana patients may also become necessary in certain states.
Broader substance abuse prevention efforts, such as robust employee assistance programs, wellness initiatives and a supportive company culture, can be powerful tools for maintaining a safe and healthy workforce. Focusing on job performance and observable behaviors, rather than relying solely on drug tests, is another best practice.
At the end of the day, both employers and employees want a productive, positive and fair work environment. Open communication, clear expectations and a commitment to balancing competing interests can go a long way. As attitudes and laws around drug use continue to evolve, Hobby Lobby and other retailers will need to adapt their policies accordingly.
