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From: Robert Swotinsky MD
Password: orange
Date: 30 Jul 2009
Time: 10:09:51 -0700
Remote Name: 75.193.78.1
KCU, thank you for visiting this site and posting to it! Your most recent post in this thread is about (1) paragraphs and formatting, and (2) the perceived unfairness of employers not hiring those who submit dilute samples.
About the paragraphs and formatting: You can't do it. I can. I (your humble webmaster) created this discussion board with FrontPage 2003 software, a nowadays relatively primitive program that includes this discussion board format, i.e., no formatting by those posting to it. After someone has posted, I can, and often do, edit those posts to include paragraph structure and fix typos. I most often edit my own posts to make them clear and make the opinions reasonable. In person I am unclear and unreasonable, but improve with editing.
At times, well meaning readers have suggested alternative discussion board formats. I've not yet figured out how to transition to an alternative format while maintaining consistency w/the five years of posts already on this board. One of these January 1st's, I'll freeze the prior year's posts and will add a new discussion board format to this site for new posts. There's a number of discussion board options available at the price I'm willing to pay. Anyone who has a favorite discussion board option, please identify it here.
About the dilutes: Studies show that anywhere from 4-7% of urines submitted for drug testing meet dilute criteria. The dilute urines, when tested for drugs at very low limits, have much higher positive rates than nondilute urines. Urine dilution may be accidental, but it may also represent an effort to evade detection. My own opinion is that employers should not refuse to hire based on dilutes. This is because I don't like to see the person with the accidental dilute result harmed in an effort to weed out the intentional dilutes. But, as g woodall eloquently put it, private employers can make up their own minds about this. With few exceptions in nonregulated testing, employers are not required to accept dilute results. Private-sector employers have wide latitude in their hiring decisions. They can refuse to hire anyone who wears a white belt to the interview. They can refuse to hire anyone with a handlebar mustache. (Great idea!) And, they can refuse to hire anyone who drinks so much water that the urine meets dilute criteria, unless this occurs in the context of a DOT drug test or other situation where such action is specifically prohibited.