Thing is, apart from the places that drop random UAs for the sake of being officious, almost no one gets fired for being stoned or drunk: they get fired for the effect it has on their work. First time I got stoned, I was at work, and the effect it had was that I got everything done in about a third the usual time. So, if I want efficient workers who can concentrate on the job, telling them they cannot ever smoke weed seems a little like the opposite of what I should do – maybe I should have the weed at work and tell them they are not to get wasted at home.
I’m not quite getting the outrage at the OP’s concern here. Regardless of how wonderfully skunk girl might perform at her job being THC free is apparently a non-negotiable part of her employment, and if she disregards this requirement it potentially puts the entire contract and the entire work crew in danger of being terminated.
She might be a pot smoker or have a medical issue. Assuming she has reasonable hygiene given the prevalence of very rare medical conditions that would cause this vs recreational pot smoking it’s more likely to be weed use than most other explanations.
The OP absolutely needs to nip this in the bud with a private conversation with her, if he doesn’t a lot of bad stuff could happen to a lot of people.
Maybe she raises Ferrets??
By all means, please start yourself a thread to discuss it! 
Again, please, start a thread to talk this through to your heart’s content!!!
The thread police wouldn’t give me no peace
They claimed I was a nasty person
Take it to the Pit, but don’t post in this thread again if you’re just going to post pot shots.
Put up or shut up. I’ve been an employer for 30 years. I live in Colorado and there is a dispensary in the same building as my business. Please tell me what magical strain this was so I can buy some a give it to my employees to increase their productivity and my profit.
I see what you did there. Don’t try to weasel out of it.
Sorry. Your issue is pretty straightforward. You will see that this person gets tested and deal with the outcome as it happens. She will probably be clean, because, IME, skunk-whiff is usually a hygiene issue – or you might not find out she is a dealer with poorly packaged product (the best dealers are not users, meaning she would have a clean UA).
Plain old Acapulco Gold, you will find nothing like it these days, the stuff they sell now is five or ten times as strong.
Let’s see… if the employee is, in fact, smoking pot, she’s threatening the jobs of 154 of her co-workers and her employer. On the other hand, if she just had a run-in with a skunk, she needs to get some fabreeze or something. I think it’s possible if someone had a serious skunk episode, after the initial clean up, they might not even notice a slight, residual smell.
I suppose one could ask her if she’s had a run in with a skunk recently. And if she denies that, fast track her for a random drug screening. Frankly, I can’t see how fast tracking someone for a drug screen that turns out to be Negative can have a bad effect on her career.
Another vote for a spraying male cat. We visited friends whose cat decided to mark his territory in my open suitcase. There were some items I just had to throw away, because no amount of laundering would stop that smell from slowing emerging as they warmed up.
“I see here that your previous employer has indicated your supervisor requested a drug screen. Would you mind telling us what that’s all about?”
“It was just a misunderstanding. She said I smelled like a ‘skunk’ and was concerned that I may have been smoking marijuana.”
“Were you smoking marijuana?”
“Of course not.”
“So why did she request a drug screen?”
“I don’t know, to be honest. It was all very strange.”
“Strange indeed. NEXT!”
And just how would a prospective employer know that, in this day and age where previous employers won’t reveal anything beyond dates of employment?
You seem to have an intense fixation on this issue, to the point where it appears you’re ignoring the facts of the situation as laid out by TruCelt and others in this thread. Perhaps it’s time you give it a rest.
1: I’m not sure that an intelligent person involved in HR would be asking “So why did she request a drug screen?”. Most people would be able to connect the dots of stink= pot smoking suspicion.
2: In what scenario, on what planet would a prior employer be reporting a supervisor’s drug screen request as part of another potential employers job history inquiry? Most of the time you would have a hard time getting more than the barest minimum of information because of legal concerns.
I get you are outraged at a suspected pot smoker being tested but you are pulling these “It was crazy to test you!” scenarios out of your nether regions.
We were smelling a strong skunk smell last night–so much so that we started checking around the house. Nope–it was basil stems that had gone into the sink disposal.
Lucky you. ‘Bad’ and ‘unpleasant’ don’t even begin to describe it. Especially a fresh spray.
Don’t think it would be quite as relevant to getting another job, but should she be looking to get ahead within the same company, I could see the issue coming up and preventing a raise or promotion that otherwise would be deserved. It does seem as though suspicion of drug use should require some level or work performance or safety concern, or at least some sort of distinctive impaired effects of being under the influence.
If she can be added to the next round with no one ever knowing that it was not part of the random, then that’s fine. If it is something that even after passing, she may still be looked at with suspicion for even needing the test, I would think you should look to get a bit more probable cause before potentially damaging a person’s career and livelihood.
In any case, being an employer, I can tell you that many previous employers will go on and on about why they let an employee go, or what discipline actions they took, often admitting to having taken illegal disciplinary actions (Like withholding pay as punishment for “insubordinate acts”). I am not allowed to ask, and they are not technically supposed to offer, but there are a surprising number of employers out there that do not know or follow such rules.
Having been an employee, I have sat in on phone calls and heard what my previous employers have said about me, not all of it true, and all of it well above the general reporting of begin/end dates and salary. I could see this person looking to get another job, and the HR department of this small company happens to be run by someone who likes to gossip, and telling all about the time she needed to be drug tested for smelling like skunk to every potential employer. So yeah, while it may not be a requested piece of information, it still could be a piece of information that haunts her career, and on this very planet.
Why can’t he just drop a random drug test on everybody on the entire contract?
If a reason is needed, just state that you smelled what you thought was marijuana in the office on two occasions.
If the results come back negative, I don’t see why it would ever turn up in a personnel file.
If it comes back negative, the employer looks like an idiot, though.