1. Obtaining test reports from other pre-employment and employer-ordered drug tests.
2. Placing the individual on our own program of random drug testing up through the time of the hearing to show he or she is not currently using any drugs (or alcohol) and is not impaired.
3. Having the individual evaluated by a physician who is a certified addictions professional or who specializes in substance abuse or addictions medicine.
4. Obtaining evidence (documents and witnesses) of the person’s good character and moral integrity, including, for example, documents from a military service record, statements from former supervisors, etc.
5. Taking a polygraph examination (lie detector test) regarding the issue of whether the individual knowingly took a drug. Note, however, this may not be admissible if the other side objects to it.