Archive for the ‘Employment’ Category

07.25
15

Types Of Employment Pass In Singapore

by como ·

If you are planning to put up a business in Singapore or just live and work there, it is important to consider some legal factors to make your stay a legit one.There are many choices for what should be the employment pass you need to get for you and your family.

When it comes to employment pass in Singapore the two main consideration is the salary and education.Work experience so do your age and nationality will also be a consideration.

Provided that several people are certain of a minimum of ONE factor of their employment criteria, employment pass options will be presented around key individual criterion to expedite identification of the employment alternatives available to you. Given below are the key variables that may affect the corresponding work pass options.

The Regular Employment Pass

This pass is split into 3 different categories (P1, P2, Q1) and is largely dependent on salary requirements.For P1 the salary should be above S$7, 000, for P2 it should be above S$2, 500 and Q1 is above S$2, 500.A diploma or certificate from a prestigious is required for EP.This will be on case to case basis.If an employer wants to hire an individual, they should take care of the EP for them as well as provide sponsorship for them.Therefore, the EP is only valid for the specific job it states, and if you leave that job, you will require a new EP.EP holder’s family will now be permitted for Dependents Pass that will be valid along with EP.Even if the family will not be given the chance to have the dependent pass, they will still be given the chance to have a Long Term Visit Pass (LTVP).This does not apply for Q1 holder family members.Having a DP or LTVP alone, does not allow the pass holder to work in Singapore, a relevant work pass is required.

Personalized Employment Pass

Personalized EP will be applicable to foreign individuals whose monthly salary is minimum of S$7,000, foreigners who graduate from Singapore universities, as well as current and former P1 holders whose last salary was above S$30,00 annually and current P2 and Q1 holders with at least S$30, 000 annually.Salary and work experience is being considered and that the individual should not be unemployed for six months so that he/she will be allowed to apply. Personalized Employment Pass holders’ families are eligible for Dependent’s Pass as well as Long Term Visit Pass.

EntrePass

For investors and foreign individuals who want to put up a business in Singapore, EntrePass would best fits them.The main requirement to be eligible for an EntrePass is to have a company registered with ACRA, the organization that deals with Company Registration in Singapore.Q1 and P are the two types of EntrePass which largely depends on the salary. The main things needed for an EntrePass are, the company should have a minimum paid up capital of at least S$50, 000 and 30% ownership and that the individual is active in the whole operation of the business.Owners of coffee shops, bars and night clubs are not allowed to apply for an EntrePass.The legit family of EntrePass holders are now permitted to apply for Dependent Pass and Long Term Visit Pass.

Dependent’s Pass

Dependent Pass will be applicable to family members of Singapore EP holders, Personalized EP holders, EntrePass holders and S Pass holders.Requirements should be met first before applying for dependent pass.Spouse of the holder and child of the holder who is below 21 years old is allowed.New born babies, legally adapt children and step children are also accepted. Past the age of 21, some DP holders who are the children of the work pass holder may be eligible to apply for a Long Term Visit Pass.The valid duration of EP, Personalized EP, EntrePass or S pass is the same with DP. DP holders are permitted to work in Singapore but should have a work permit.Working in Singapore is not allowed in DP but living and studying are only the inclusions.

Long Term Visit Pass

Long term visit pass will be applicable to the family of P1 and P2 EP, P1 and P2 Personalized Ep and P EntrePass holders.Common law spouse, unmarried daughters above 21 years of age , handicapped children which age is above 21 years old, step children, parents, parents in law are considered the direct family.Those who are above 21 years old of a work pass holder will be liable in providing for themselves and is not allowed to live in Singapore based on the working situation. However, daughters who are originally DP holders can apply for LTVP when their DP expires.60 months or 5 years will be the validation of LTVP.Much like a DP, a LTVP does not authorize employment of the LTVP holder, and LTVP holders must apply for their own relevant EP before being able to legally work in Singapore.

From the summary of main work pass types it should be possible to identify at least one that is relevant to

you and your family.To get enough knowledge on the pass that will be applicable to your family, take a visit on Singapore Ministry of Manpower website.If a professional service firm will help in incorporation of business in Singapore, then they will also be a big help in this matter.It is fact that the businesses in Singapore is achieving a lot.The qualifications for getting work permits is not that high for foreign investors than any other offshore business.Meanwhile, the whole process for application of work permits will be more organized.

07.22
15

What Is A Singapore Personalised Employment Pass

by como ·

You love Singapore. You want to work there. But what will you do if you are neither a Singapore citizen nor a resident of Singapore. Well, the answer is simple – you need a Personalised Employment Pass!
For foreigners who find Singapore an ideal place to visit, live in, find employment or even set up their own company, there are specific passes required before you can fully enjoy the benefits of being in the country. These passes are Personalised Employment Pass, Regular Employment Pass, EntrePass, Dependent’s Pass, and Long Term Visit Pass.

But if you only desire to find employment in Singapore, then you must apply for a Personalised Employment Pass.

A Personalised Employment Pass or PEP is a work visa granted to qualified foreigners who wish to find employment in Singapore but do not want to enter to an employment contract with a specific employer for a period of five (5) years.

Where will you apply for PEP? The Ministry of Manpower in Singapore is the department that processes applications for PEP and grants the same to a foreigner who possesses the requisite qualifications and professional attainment. It is not necessary that you must already be employed in Singapore before you apply for a PEP. But you must remember that upon the issuance of a PEP to you, you need to find employment within the period of 6 months from the date of issuance of PEP, otherwise the work visa issued to you will be revoked.

What are the requirements in order for an applicant to be granted a Personalised Employment Pass? The applicant should be either of the following: First, the applicant must earn a salary of at least S$7,000 per month. Second, he/she must be a former P1 category Employment Pass holder who resides overseas (it is important that he/she must not be unemployed for more than a continuous period of six months at the point of application). Third, he/she must be a current P1 category Employment Pass holder. Fourth, he/she must be a current P2 category Employment Pass holder with at least two years of working experience in a P category of Employment Pass that earns an annual income of at least S$30,000. Lastly, he/she must be a foreign graduate from institutions of higher learning in Singapore and has at least two years of working experience on a P or Q1 category Employment Pass (the annual income should be a minimum of S$30,000).

What are the documents that an applicant for PEP should prepare? Here is a summary: resume or CV stating your educational and employment history, copies of educational certificates and past employment testimonials, a copy of the personal particulars page of your passport, appointment letter from the current employer and copies of the last three months salary slip. All documents that are not in the English language should have an English translation provided by an official translation service.

Holders of PEP are not allowed to set up any business in Singapore. However, they are allowed to own at least the minority share in a company, and he/she is allowed to act as one of the directors. A PEP holder can apply for a Dependants Pass and/or Long-Term Visit Pass for the members of his/her family.

It is strongly advised that a foreigner seeking to apply for a Personalised Employment Pass engage the services of a professional firm in Singapore to assist him/her in the preparation of his/her application to its submission, processing and collection.

07.17
15

When S Corporations Make Tax-sense For Real Estate Investors

by como ·

Accountants and lawyers sometimes joke that there’s an eleventh commandment, “Thou shall not use corporations to invest in real estate.” And for good reason. Real estate loses many of its tax benefits when you invest through or inside a corporation.

In a handful of cases, however, a special sort of corporation– a subchapter S corporation–may be useful for real estate investors, as discussed below…

S Corporations Work Well for Real Estate Flippers

One situation where an S corporation works well is flipping.

If someone regularly flips real estate, profits and losses are not treated as capital gains or capital losses. Rather, profits and losses are treated as ordinary income and loss.

That “ordinary” treatment isn’t all bad. For example, while ordinary income never gets taxed using the low capital gains rates (which is bad), an ordinary loss unlike a capital loss can easily be used to offset other income (which is good).

However, “ordinary” treatment creates a trap for real estate flippers. Ordinary income is subject not just to income taxes–but also to self-employment taxes. Specifically, in addition to any income taxes a real estate flipper pays on his or her profits, a flipper also pays a 15.3% self-employment tax on roughly the first $100,000 of annual profit and a 2.9% self-employment tax on anything over $100,000 in annual profit.

For example, a house flipper that makes $100,000 in some year pays not only income taxes but also a 15.3% self-employment tax, or roughly $15,000.

An S corporation, however, offers up a loophole. In an S corporation, only that portion of the profit that gets paid out as designated wages gets subjected to the employment tax.

Suppose, for example, someone flipping houses operates as an S corp, earns $100,000 in profit, but pays only $50,000 of this profit out as wages (and then the remaining $50,000 as a shareholder “dividend”). In this case, the employment tax equals 15.3% of the $50,000 of wages, or roughly $7500. And the S corporation therefore saves the real estate investor about $7500.

S Corporations Work Well for Rehabbers

And there’s a related group of real estate investors for whom an S corporation works, too.

If you’re someone who’s buying fixers, making substantial improvements, and then re-selling, there’s a good chance that your real estate activities are considered an active trade or business (which means ordinary income treatment and self-employment taxes).

Accordingly, rehabbers may be able to use an S corporation to save on employment taxes, too, just like flippers do.

A quick digression: If you’re confused about why flipping or rehab-ing houses is treated as an active trade or business and subject to self-employment taxes, consider the cases of a retailer or a home builder. A retailer selling, for example, furniture does not get to call his profit capital gain. And a home builder constructing spec homes does not get to call his profit capital gain.

From the point of the tax laws, a flipper is just a “retailer” whose inventory consists of houses. And a rehabber is sort of a home builder.

S Corporations For Property Management Activities

One other S corporation opportunity exists for real estate investors. Specifically, passive real estate investors may sometimes benefit by setting up an S corporation to perform property management for their real estate. This S corporation then employs the real estate investor to do the work of managing, the properties.

A property management S corporation sometimes makes sense because the S corporation allows the real estate investor to accrue social security benefits and because the S corporation, by creating earned income for the real estate investor, also lets the investor provide him- or herself with tax-free fringe benefits like a retirement plan or health insurance.

A real estate investor with, for example, several rentals might form a property management S corporation, pay a reasonable salary, and then get tax-free health insurance and a 401(k). These sorts of tax-free fringe benefits could save a family $5,000 to $10,000 a year in taxes.

Note: Setting up an S corporation for property management purposes can be tricky. While real estate investors tend to be a do-it-yourself bunch, for an S corporation, you probably want to get expert help from a knowledgeable CPA, tax attorney or enrolled agent.

07.16
15

Employee Benefits Explained

by como ·

Whether youve just started a new business or youre simply an employee in a new job trying to understand employee benefits and how they relate to your tax obligations, this post is designed to answer some of the questions you might have and clear up exactly what employee benefits are, what the advantages are and how to make them work for you. Accountants and other tax professionals can definitely help you further with your specific situation, and it is a good idea to seek advice in order to make the most of your benefits.

What Are Employee Benefits?

Employee benefits, put simply, are any non-wage compensation an employee receives on top of a cash salary. Things like health insurance, discounted products, a work car, phone or salary sacrificing agreement are all employee benefits. These are often called fringe benefits or perks and are non-monetary ways that an employer can make a position within the company more attractive.

Salary Sacrificing

Salary Sacrificing is an agreement an employee enters into with their employer which sees a portion of their total wages being used in certain areas specified by the employee. For example, an employee can choose to have a insurance premiums, a certain amount of rent, a leased vehicle repayments or credit card repayments taken care of by his or her employer under a salary sacrificing agreement. These are most popular in not-for-profit organisations as the salary sacrificed portion of wages is not taxed.

According to the ATO, there should always be a written agreement when it comes to salary sacrificing:

It is advisable that you and your employer clearly state and agree on all the terms of any salary sacrifice arrangement. The contract is usually in writing, but may be a verbal one. If you enter into an undocumented salary sacrifice arrangement, you may have difficulty establishing the facts of your agreement. Subject to the terms of any contract of employment or industrial agreement, employees can renegotiate a salary sacrifice arrangement at any time. Where you have a renewable contract, you can renegotiate amounts of salary or wages to be sacrificed before the start of each renewal.
It is important to understand employee benefits regardless of whether you are an employer or an employee. A tax accountant can advise you as to how to make the arrangement work best for both parties, and can help you devise a mutually beneficial program.

07.11
15

Oil Field Employment Want To Get An Oilfield Job Faster Spend Some Money

by como ·

Most people try to get oil field employment without spending any cash. Unfortunately, there are only a few free methods to look for a job – submitting your resume to Monster, free online job boards, recruitment agencies and your local unemployment office (if you stay in an oil town); and scanning newspaper advertisements for oil job vacancies. With a ratio of 10,000 or more people all chasing the same 10 oilfield jobs, your chances of success are pretty poor.

Most of the people competing with you to chase for an oilfield job are not willing to spend any money. They are:

Afraid of scams

Stingy cheapskates

No money to spend

Ignorant of how the world really works

They think they are entitled to a job, so someone should give them one even if they don’t do anything to earn it

If you are doing the same things that everyone else is doing, and not getting any interviews, it is foolish to continue following the crowd. You have to seriously think about doing things that most job-seekers do not do. Firstly, do you have a good resume and cover letter suitable for jobs in oil field? Someone with 20 years of relevant experience can put together a slapdash resume and still get interviews. But a recent high school or college graduate does not have that same luxury. Don’t you think spending $50 to get a professionally written resume is worth the money?

Secondly, do you know that getting an oilfield job is a numbers game? This is especially the case when there is a recession. The more resumes you send out, the better your chance of a successful interview. Experience shows that for every 30 job applications an experienced guy submits, he will get three to six interviews. Depending on how greedy or competent he is, every 5 interviews he attends will get him at least one or two job offers.

In good times, sending out 10 resumes using only the free online job boards like Monster will get you one or even two job offers (as long as you don’t flub the job interview). But in tough times, you may need to send 100 to 200 resumes to get a decent offer for jobs in oil field. How many resumes have you sent out so far – 10, 50, 200? The person who sent out 200 resumes is much more likely to get hired for oil field jobs. But relying only on job boards and newspaper advertisements, it is very hard to see how you can send out even 100 resumes quickly. Even if you look on the internet, it is difficult to find the email address of the human resource departments for oil companies – especially the smaller oil service contractors who do the bulk of the hiring. The situation gets worse when you consider that many small companies do not have a website.

You have spend money to get all these contact phone numbers, postal addresses and email addresses:

Order the membership directories of trade associations in the oil industry

Order the membership directories published by business associations/bureaus

Buy the Yellow Pages from the telephone companies

If you want to save time and effort, you can try paying one of the resume submission companies who specialize in the oil and gas industry. They will send your resume to hundreds or even thousands of oil companies. Not all of them are good – you’ll have to do some research to find out which ones are reliable and can do a good job.

Getting hired for oil field employment fast, means doing more than what all your competitors are doing. If you follow the crowd like a lemming, you’ll join them when they go over the cliff. Is that what you want?

07.10
15

The Advantages And Disadvantages Of Pre-employment Drug-screens

by como ·

Many organizations consider pre-employment drug screening as an effective strategy to save their workplace from unwanted conflicts due to the drug abusers. Pre-employment drug screening is a proactive measure companies take to maintain high productivity environment. It helps them to make the workplace safer, and their employees free from frequent sick leaves and to prevent drug abuse on the job.

The Advantages of Pre-Employment Drug Screens
Pre-employment drug testing has many advantages.

Pre-employment drug testing helps organizations to check drug-abuse habits of the job applicants. Thus, it helps them to avoid hiring people with habit of frequent drug abuse.
Pre-employment drug testing not only helps organizations to create a safer and drug-free workplace but also reduces or avoids their chances of handling any future conflicts due to the drug abused employees in their organization. These conflicts include workplace violence or accidents, health benefit utilization and costs, lowered productivity, high insurance premiums, and frequent health-related absences.
The pre-employment drug-screening program in an organization also has an ample potential to drive the drug abusers away from applying in it. This can be very helpful for small and medium businesses where drug abusers are more likely to apply, as they dont need to invest much of their time and money on such applicants.

Drawbacks of pre-employment drug screens
Though pre-employment drug screening has many advantages, there are some issues associated with it.

The major drawback of drug screening is its sample collection process where job applicants are likely to feel violation of their privacy. This increases the hassle for organizations of handling the screening more sensitively.
Some drugs such as marijuana remain detectable for up to three weeks after their usage. Some other drugs such as cocaine might remain only for few hours after usage. Thus, making a hiring decision based on these results requires much caution as it may affect the career of a job applicant.
There are some possibilities of prescription-drugs affecting the drug-testing results. Organizations discriminating a job applicant based on the prescription drug-abuse could be violating the Americans with Disabilities Act.

Some latest advances in medical testing have resulted in evolvement of certain drug-screening products, which are easy to monitor, adulteration proof, affordable, and provide instant and reliable results. These enable organizations to conduct pre-employment drug-screening effectively, with a decreased potential of drawbacks.

06.24
15

Singapore Employment Service

by como ·

The employment services provides a number of human resources services to organizations. These services consist of providing temporary staff with other businesses; supporting employers identify ideal staff and provides human resources services to clients.

The Employment Services industry has four unique sections. Employment Placement Agencies list employment openings and place permanent employees. Temporary Assistance Services, also called Temporary Staffing Agencies, supply workers on an agreement schedule for a limited time to clients in need of staffs to support their work force. Executive Search Services, also known as headhunters, offer research, recruiting, and placement services with regard to clients with specific executive and senior management needs. Professional employer organizations are usually engaged in providing recruiting as well as hr administration solutions to staff client businesses. They might discuss duty as a co-employer of workers to provide a cost-effective method of the administration and also supervision of the recruiting capabilities of the clients.

The typical Employment Placement Agencies includes a comparatively little permanent employees, typically fewer than 10 staffs, who interview jobseekers and try to match their own qualifications and skills to people being searched by employers in regards to certain career opportunities.

Contrary to small employment placement agencies, Temporary Staffing Agencies usually utilize additional workers. They offer temporary staff to other businesses to help or enhance their particular workforce within specific circumstances, including worker absences, temporary talent shortages, as well as various periodic workloads. They are hired, paid and contracted to clients by the temporary staffing agencies either on a prearranged payment or on an agreed hourly salary. Some organizations prefer to use Temporary staff full-time on a continuous basis instead of hiring permanent employees, who certainly get greater wages and advantages.

Executive Search firms try to identify the most effective candidates for top-level administration and executive jobs. Clients hire professional recruiters to save time and protect discretion. They do keep a large data source of executives’ resumes and check these particular databases to identify and examine candidates who’re likely to heighten a client’s corporate tradition and strategic plan. Executive Search companies perform pre-screening selection interviews, research and background checks.

Professional Employer Organizations concentrate on performing a wide range of human resources and staff administration duties to their clients, including payroll processing, accounting, benefits management, recruiting, and labour associations. Staffs leasing institutions really are a kind of professional manager organization which usually specializes in acquiring and leasing several or all of their client’s employees; these people serve as the employer with the rented workers when it comes to administrating payroll, benefits and associated functions.

To find out more about Executive Search, visit the website: http://www.sgrecruiters.com/

06.23
15

How Obtaining A Criminal Pardon Improves Employment Prospects

by como ·

Anyone that has ever been arrested or convicted of a crime in Canada and the United States is at a distinct disadvantage when it comes to gaining and keeping a job. A person’s criminal record is readily available to the general public and can be easily accessed by anyone that wishes to check it, including current and potential employers. In today’s computer age, all it takes is the click of a computer mouse to access a wide variety of information on any individual, including details of their criminal record history.

It is standard procedure for many employers to conduct criminal record checks on all job applicants before hiring. It stands to reason that a prospective employee with a criminal record has less chance of being hired than a comparable candidate without a criminal past. Many employers would be hesitant to hire a candidate when it was revealed that he had a criminal record. Even if the charges on record are viewed as minor, they may cause employers to question the prospective employee’s character, as well as their honesty and judgement. In many professions, possessing a criminal record would all but eliminate any chance of being hired. Some jobs require that employees be bonded; however, bonding companies are cautious when insuring a person with a criminal record and typically charge employers more-often more than the employer is willing to spend.

Fortunately, it is possible, in most cases, to have a Canadian criminal record removed with a pardon. A criminal pardon will ensure that all of a person’s criminal records and charges are separated from other personal records and rendered inaccessible to individuals and organizations such as employers, educational institutions, volunteer organizations, and bonding companies; in essence, it is sealing the criminal record. In addition, anyone who has been convicted under Canadian law can apply to the Canadian government for a pardon once their sentence is completed and a certain period of time has passed.

There are many advantages in obtaining a criminal record pardon, especially for those seeking employment or career advancement. The Canadian Human Rights Act protects individuals who have received pardons from discrimination, particularly from employers and landlords. The Criminal Record Act eliminates the need for employees to reveal pardoned convictions on government employment forms. By using the professional services of a firm that specializes in obtaining pardons, the complicated pardon process can be completed in as little as 8 months.

Competition in today’s job market is tough, and employers are more meticulous and discriminating in the selection process than ever before. They have ready access to all types of data when researching the backgrounds of potential employees. Having a criminal record puts a prospective employee at a crippling disadvantage. For individual’s seeking employment, obtaining a criminal pardon can do more to improve their employability and career prospects than anything else they might do. For employees who live with the constant fear that at anytime their undisclosed criminal record could be revealed to their employer, causing embarrassment and wreaking havoc on their careers, obtaining a criminal pardon could offer peace of mind. A Canadian criminal pardon levels the playing field for those with criminal pasts, enabling them to find success and security.

06.22
15

Employment – your contract of employment

by como ·

A contract of employment is an agreement between an employer and an employee. This contract states your rights and duties as an employee as well as the rights and duties of your employer. These rights are known as -terms’ of contract. The contract doesn’t have to be in writing, but you’re entitled to a written statement of the main terms within two months of starting work.

Your contract of employment should be made up as soon as you accept a job offer and both you and your employer are then bound by its terms until the contract ends or until the terms of your contract are changed.

There are many aspects that have to be covered within your contract of employment so we will start with the basic information which is your job title and job description. Your employer technically doesn’t have to provide you with a job description but it is best that you try and get one as it will give you something to refer back to if you feel you are being forced to do unreasonable tasks, it will also state all of your responsibilities, including any extra ones that you may not have been aware of. Your contract of employment will also state your date of employment. This date of employment is the date that you officially become an employee of this particular employer. As well as showing the date that you officially become and employee, your contract, if not permanent, should state when your employment will end.

Two other aspects that will be placed within your contract of employment is your rate of pay and your hours of work. Your rate of pay will state how much you will be paid per year, before tax has been taken off, and when you will be paid, usually either monthly or weekly. When it comes to your hours of work it is important that you check you’re weekly hours and thoroughly read through your contract to see where you stand with overtime. Some contracts limit the amount of hours that you are able to work a week so checking your contracted hours is important to make sure that you are able to work the amount of hours that you agreed to.

Other aspects that should be placed within your contract of employment is your holiday entitlement and holiday pay. Most full-time workers have a statutory right to 24 days’ paid annual leave, and from 1 April, 2009 this increases to 28 days. There are merely just a few employees that might not automatically be given these rights. As well as having information about your holiday entitlement you will also need sick pay information. This part of your contract of employment will inform you about the amount of pay you are entitled to if you are enable to work due to illness If there are no terms or conditions related to pay due to injury or sickness, the work contract must say so.

Every aspect and detail of your employment should and needs to be stated within your contract of employment. If you feel that any part of your contract of employment is breeched at any time during your employment it is important that you seek professional help to find out where you stand legally.

06.21
15

Do You Have An Employment Drug Test In Place

by como ·

Drug testing is another precaution to have a peaceful working place. Drug testing can eliminate drug users in your firm. There are many types of drug test procedure that you can do. There are many applicants that use illegal drugs. Drug testing helps you determine a good worker. Check this article to learn some drug testing procedures.

Drug Testing is one pre-employment requirement that many Organizations implement. The primary objective is to maintain a workplace that is free from unnecessary and ugly scenarios arising from drug abuse.

High productivity is one of the goals of any corporations. By ensuring that all its employees are not hooked on illegal drugs, the performance of the company is geared toward success.

Of course, the success of the organization does not rely on having a drug-free working environment; however, drug abuse is a culprit that can affect the enterprise’s overall output.

Medical experts explained that people who use illegal drugs get high fast, making them feel powerful, and causing them to act fearlessly. Depending on the kind of illegal drug and the frequency of its use, these drugs can cause hallucinations and paranoia.

Now, without conducting drug testing, you are putting the safety and welfare of your company and its employees at higher risks. It could also damage your company’s reputation if managers already employed use drugs.

With employment drug screening, the company ensures that new hires are not into drug use. There are also corporations that initiate random drug tests on its existing employees to monitor and eliminate drug-abuse habits.

As drug screening becomes popular, some applicants may lie low in using drugs for the sake of passing drug tests, and resume their habits once they get hired. Hence, it is also necessary to conduct regular drug testing on all potential employees and existing employees.

Employment drug screening also creates a safer and drug-free working environment. It can reduce the conflict incidences involving employees who use illegal drugs. This is not to say that those who are involved in corporate brawls or verbal fights are using drugs.

Rather, statistics and medical evidence authenticate that people who are addicted to illegal drugs are quick to anger, vulnerable to physical violence, and an initiator of chaos. Mostly, drug users have frequent absences, low-productivity, utilization and cost of health benefits, higher insurance premiums and accidents.

Small and medium scale businesses can benefit more from initiating drug testing as drug users are more inclined to apply at their company. Just the thought of drug tests can scare away drug abusers. As a major determinant of employment, drug screening allows business owners to save time and effort by hiring the right individuals.

Since there are many types of substance abuse, it is important to specify which drug tests are necessary to administer to your employees and applicants. There are marijuana testing, cocaine drug tests, and many other drugs test that can be done.

Generally, companies follow a standard five-panel test, which is composed of Marijuana, Cocaine, PCP and Amphetamine. There is also a 10-panel test to include prescription substances that can be obtained legally, but which can also be addictive and abused. Only few companies use this type of drug testing.

Usually, all drug substances linger in our system between 2 and 4 days. In conducting the drug tests among regular drug users, the results become available in 14 days or even more. If the drug testing is done with hair, the substance can be detected for a period of 3 months.