Does Allied Universal Drug Test For Weed Clarified

Does allied universal drug test for weed? This is the burning question on many minds, especially with the ever-changing landscape of cannabis laws. We’re diving deep to give you the lowdown on what Allied Universal might be looking for when it comes to drug screenings, so you can navigate your job application with confidence.

Understanding a company’s drug testing policy is super crucial, and for Allied Universal, it’s no different. Companies often conduct these tests to ensure a safe work environment, comply with industry regulations, and maintain their reputation. The legal situation around marijuana use and employment is a bit of a maze, varying significantly depending on where you are, which adds another layer to this whole discussion.

Understanding the Question

The central query revolves around Allied Universal’s policy concerning drug testing, with a specific focus on whether cannabis is a substance they screen for. This is a pertinent question for potential and current employees, as drug policies can significantly impact an individual’s employment prospects and continued tenure. Understanding the company’s approach is crucial for navigating the hiring process and maintaining compliance with workplace regulations.Companies, in general, implement drug screening protocols for a multitude of reasons, primarily aimed at ensuring a safe and productive work environment.

These screenings serve as a deterrent against substance abuse, which can lead to accidents, decreased performance, and increased healthcare costs. Furthermore, in certain industries, particularly those involving public safety or the operation of heavy machinery, drug-free workplaces are a legal or contractual requirement.The legal landscape surrounding marijuana use and employment is a complex and evolving area. While many jurisdictions have legalised or decriminalised cannabis for medicinal or recreational purposes, these laws often do not directly translate into a prohibition of employer drug testing.

Many employers, including those in safety-sensitive roles, maintain policies that prohibit the use of cannabis, regardless of its legal status in a particular region. This is often due to federal regulations, insurance requirements, or the employer’s own risk management strategies.

Company Stance on Cannabis Testing

Allied Universal, as a prominent security services provider, operates within a sector where safety and reliability are paramount. Consequently, their drug testing policies are designed to mitigate risks associated with impaired judgment or performance. While specific policy details can vary and are best confirmed directly with the company, it is generally understood that many security firms, including Allied Universal, conduct pre-employment and, in some cases, random drug screenings.

The inclusion of cannabis in these screenings is a common practice, even in regions where its use is legal, due to the potential for impairment and the nature of the roles they fill.

Rationale for Workplace Drug Screenings

The implementation of drug screening by organisations like Allied Universal is underpinned by several critical factors:

• Safety and Risk Mitigation: The primary driver is to ensure the safety of employees, clients, and the public. Impairment from any substance can lead to accidents, errors in judgment, and potentially catastrophic outcomes, especially in security roles.
• Operational Efficiency: Drug use can negatively impact an employee’s concentration, reaction time, and overall productivity, leading to decreased performance and potential operational disruptions.
• Legal and Regulatory Compliance: Certain industries are subject to specific federal or state regulations that mandate drug testing for employees. This is particularly true for roles involving transportation, handling of hazardous materials, or working in government facilities.
• Insurance and Liability: Insurers may require employers to have drug-free workplace policies and testing programmes in place to qualify for certain coverage or to reduce premiums. It also helps to limit the company’s liability in case of an accident.
• Company Reputation: Maintaining a drug-free workplace contributes to a company’s reputation for professionalism and reliability, which is crucial for securing contracts and maintaining client trust.

Legal Framework for Marijuana and Employment

The legal status of marijuana is a patchwork across different regions, directly influencing how employers approach testing:

• Federal vs. State Laws: In the United States, marijuana remains illegal at the federal level under the Controlled Substances Act, even in states where it is legal for medical or recreational use. This federal prohibition can impact employers who are subject to federal regulations or who operate across state lines.
• State-Specific Protections: Some states have enacted laws that offer limited protections for medical marijuana users in the workplace, preventing employers from discriminating solely based on a positive test for THC, provided the employee is not impaired at work. However, these protections are not universal and often have exceptions for safety-sensitive positions.
• No Federal Protection for Recreational Use: Generally, there are no federal protections for employees who use marijuana recreationally, even in states where it is legal. Employers are typically permitted to enforce drug-free workplace policies that prohibit its use.
• International Variations: The legalisation of cannabis varies significantly by country. In countries where it remains illegal, employers are generally within their rights to prohibit its use and test for it. Even in countries with more liberal drug laws, workplace policies can still restrict use.

It is imperative for individuals to understand the specific laws in their jurisdiction and the drug policies of the company they are seeking to work for, as these can differ significantly.

Allied Universal’s Potential Drug Testing Policy

When considering employment with a prominent security firm like Allied Universal, it’s prudent to familiarise oneself with their prospective drug testing protocols. While definitive policy details are often proprietary and can fluctuate, understanding the general landscape of such screenings is paramount for any prospective candidate. This section aims to illuminate the typical methodologies employed, the factors influencing their decision-making regarding cannabis, and the common scenarios for pre-employment checks.Allied Universal, like many organisations in safety-sensitive industries, likely adheres to a structured approach when it comes to drug testing.

This approach is typically designed to ensure a safe working environment for employees, clients, and the public. The specific tests used and the substances screened for are often dictated by a combination of industry standards, client requirements, and legal regulations.

Typical Drug Test Methodologies

Organisations such as Allied Universal generally employ a variety of drug testing methods, each with its own detection windows and applications. These methods are chosen based on factors like cost-effectiveness, speed of results, and the type of drug being screened for.

• Urine Drug Screens: This is by far the most common method. It’s relatively inexpensive and can detect a wide range of substances. The detection window for cannabis in urine can range from a few days for occasional users to several weeks for chronic users.
• Saliva Drug Tests: These are often used for immediate, on-site screening. They are less invasive than urine tests and can detect recent drug use, typically within the last 24-48 hours.
• Hair Follicle Drug Tests: This method provides the longest detection window, often up to 90 days. It’s used when a more extensive history of drug use needs to be assessed, and it’s typically employed for certain positions where the risk profile is higher.
• Blood Drug Tests: Less common for routine pre-employment screening due to cost and invasiveness, blood tests can detect drug use within a very short timeframe, often just a few hours. They are more frequently used in post-incident investigations.

Factors Influencing Cannabis Testing

The decision of whether Allied Universal tests for cannabis, and how stringently, is not a monolithic one. Several variables come into play, reflecting the evolving legal landscape and industry considerations.

• Legal Status of Cannabis: In regions where cannabis remains illegal, employers are more likely to maintain a zero-tolerance policy. Conversely, in areas where cannabis is legal for recreational or medicinal use, some employers may adjust their policies, particularly if the role itself does not necessitate absolute impairment-free operation at all times.
• Client Contracts: A significant driver for drug testing policies, especially for security firms, is the contractual obligation to clients. Many clients, particularly those in government, aviation, or critical infrastructure sectors, mandate stringent drug-free workplace policies, which often include testing for cannabis, irrespective of its legal status in the employee’s jurisdiction.
• Nature of the Role: Positions that involve operating heavy machinery, driving, or direct public safety responsibilities are far more likely to have strict cannabis testing policies. Roles with less direct safety implications might have a more lenient approach, though this is not guaranteed.
• Industry Standards: The security industry, due to its inherent nature, often adopts conservative drug testing policies to mitigate risk and maintain a professional image.

Pre-Employment Screening Frequency and Circumstances

Pre-employment drug screenings are a standard part of the hiring process for many positions at Allied Universal. The frequency and specific circumstances under which these tests occur are generally consistent for initial hiring.

• Initial Application: Most candidates will undergo a drug test as a condition of employment, typically after receiving a conditional job offer. This is a standard part of the onboarding process to ensure all new hires meet the company’s safety and performance standards from the outset.
• Random Testing: For certain roles, particularly those deemed safety-sensitive or where client contracts mandate it, employees may be subject to random drug testing throughout their tenure. This is a proactive measure to deter drug use and maintain a drug-free workplace.
• Post-Incident Testing: In the event of a workplace accident, injury, or safety violation, employees may be required to undergo drug testing. This helps to determine if drug impairment was a contributing factor.
• Reasonable Suspicion Testing: If a supervisor has a reasonable, articulable suspicion that an employee is under the influence of drugs or alcohol while on duty, the employee may be required to submit to a drug test.

Policy Variations by Job Role and Location

It is crucial to recognise that Allied Universal’s drug testing policy is not a one-size-fits-all affair. Variations are common and are often driven by the specific demands and regulatory environments associated with different roles and geographical areas.

• High-Risk Roles: Positions that involve direct security responsibilities, operating vehicles, handling sensitive client information, or working in environments with strict regulatory oversight (e.g., airports, government facilities) will invariably face more rigorous drug testing protocols. This often includes testing for a broader spectrum of substances and potentially more frequent screenings. For instance, a security guard operating at a nuclear power plant would likely be subject to more stringent testing than an administrative assistant in a corporate office.

• Client-Specific Mandates: As mentioned previously, a substantial number of Allied Universal’s policies are dictated by the requirements of their clients. If a client operating in a state with strict drug-free workplace laws contracts Allied Universal, the security personnel assigned to that client will be expected to comply with those specific regulations, which may include more frequent or comprehensive testing than standard company policy.

• State and Local Laws: The legal framework surrounding drug testing, particularly concerning cannabis, varies significantly by state and even by city. Allied Universal must navigate these differing legal landscapes. In states where cannabis has been legalised, some employers might adopt a policy that does not automatically disqualify candidates for past cannabis use, focusing instead on impairment during work hours. However, this is often balanced against federal regulations and client demands.

• Federal Contractor Status: If Allied Universal undertakes contracts for federal agencies, they are often bound by federal regulations, such as the Drug-Free Workplace Act. These regulations may mandate specific testing protocols, irrespective of state laws, and can include a broader range of substances.

Methods of Drug Screening: Does Allied Universal Drug Test For Weed

When it comes to ascertaining whether an individual has recently partaken in cannabis consumption, a variety of sophisticated testing methodologies are employed. These techniques are designed to detect the presence of cannabinoids, the active compounds in marijuana, or their metabolites in biological samples. The choice of method often hinges on factors such as the desired detection window, cost-effectiveness, and the specific circumstances of the screening.The scientific principles behind these tests leverage the body’s metabolic processes.

After cannabis is ingested, its primary psychoactive component, THC (delta-9-tetrahydrocannabinol), is broken down into various metabolites. These metabolites are then distributed and eventually excreted from the body through different pathways, making them detectable in biological specimens for varying durations. Understanding these processes is paramount for both employers seeking to maintain a drug-free workplace and individuals concerned about potential detection.

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Common Methodologies for Cannabis Detection, Does allied universal drug test for weed

The detection of cannabis in the body is primarily achieved through several common biological sample analyses. Each method possesses distinct characteristics regarding sample collection, analysis, and the timeframe over which it can identify cannabis use.

Urine Testing

Urine drug testing is arguably the most prevalent method due to its cost-effectiveness and relatively straightforward collection process. It detects THC metabolites, specifically THC-COOH, which are filtered by the kidneys and present in urine.The detection window for urine tests is influenced by several variables, including the frequency and intensity of cannabis use, as well as an individual’s metabolism and body fat percentage.

For occasional users, cannabis may be detectable for up to three days. However, for chronic or heavy users, the detection period can extend significantly, sometimes up to 30 days or even longer in certain extreme cases, particularly if the individual has a higher body fat percentage where THC metabolites can be stored and slowly released.

Saliva Testing

Oral fluid or saliva testing offers a more immediate snapshot of recent cannabis use. This method detects the parent THC compound rather than its metabolites, as THC can be present in saliva shortly after smoking or vaping.The detection window for saliva tests is considerably shorter than for urine tests. Typically, THC can be detected in saliva for approximately 12 to 24 hours after consumption.

This makes saliva testing particularly useful for pre-employment screening or for detecting impairment shortly after potential use, as it reflects very recent exposure.

Hair Follicle Testing

Hair follicle testing provides the longest detection window among the common screening methods. It involves analysing a small sample of hair, typically from the scalp, to detect the presence of drug compounds that have become incorporated into the hair shaft as it grows.The standard detection period for hair testing is up to 90 days, reflecting the growth rate of hair.

This method is valuable for assessing long-term, habitual drug use. However, it is important to note that hair testing cannot typically detect very recent drug use, as it takes time for the drug to become incorporated into the hair. External contamination of hair is also a consideration that needs to be addressed in the testing protocol.

Pros and Cons of Different Drug Testing Techniques for Employers

Employers consider various factors when selecting a drug testing method, weighing the advantages and disadvantages of each technique to align with their specific policy objectives and operational needs.

• Urine Testing:
  • Pros: Widely accepted, relatively inexpensive, established technology, can detect metabolites for a considerable period, making it suitable for detecting past use.
  • Cons: Detection window is dependent on usage patterns and metabolism, potential for sample adulteration or substitution, less effective for detecting very recent use or impairment.
• Saliva Testing:
  • Pros: Detects recent use (within hours), difficult to adulterate, can be performed on-site, useful for immediate screening and detecting impairment.
  • Cons: Shorter detection window, may not detect chronic or infrequent use that occurred more than 24 hours prior, can be more expensive per test than urine.
• Hair Follicle Testing:
  • Pros: Longest detection window (up to 90 days), effective for identifying long-term patterns of use, difficult to circumvent.
  • Cons: Most expensive option, cannot detect very recent use (within days), potential for external contamination issues, requires specialised laboratory analysis.

Typical Detection Times for Cannabis

The following table provides an approximate overview of the detection windows for cannabis across different testing methods. It is crucial to remember that these are general guidelines, and individual detection times can vary.

Factors Influencing Policy and Enforcement

The intricacies of drug testing policies, particularly concerning substances like cannabis, are not formed in a vacuum. A confluence of legal frameworks, regulatory pressures, and operational demands shapes how organisations like Allied Universal approach these matters. Understanding these influencing factors is paramount to grasping the nuances of their potential drug testing protocols.The legal landscape surrounding marijuana is a dynamic and evolving area, directly impacting corporate drug testing policies.

As individual states and localities grapple with the decriminalisation and legalisation of cannabis, companies operating across multiple jurisdictions must navigate a patchwork of differing regulations. This necessitates a careful calibration of policies to ensure compliance while maintaining operational integrity.

State and Local Laws on Marijuana Legalisation

The proliferation of state-level cannabis legalisation presents a significant challenge for national employers. Some states have enacted “clean slate” laws or protections for off-duty cannabis use, making it unlawful to discriminate against employees solely based on a positive marijuana test if the use occurred outside of working hours and did not impair job performance. For instance, in states like New York or California, employers may face legal repercussions for terminating an employee based solely on a positive cannabis test result, provided the individual is not in a federally regulated safety-sensitive role.

Conversely, states with stricter drug enforcement may permit more stringent testing and disciplinary actions. Allied Universal, with its widespread operations, must therefore maintain a flexible policy framework that can adapt to these varying state-specific legal requirements.

Federal Regulations and Their Application

Despite state-level legalisation, federal law remains a critical consideration, particularly for companies engaged in industries regulated by federal agencies. The Drug-Free Workplace Act of 1988, for example, mandates that federal contractors and grant recipients maintain drug-free workplaces. Furthermore, the Department of Transportation (DOT) has stringent drug testing requirements for employees in safety-sensitive positions, such as commercial drivers, which often include testing for marijuana.

Even if a state legalises cannabis, federal regulations may still mandate its prohibition for certain roles. Allied Universal, which may provide security services to federal entities or have employees operating under DOT regulations, must adhere to these federal mandates, potentially overriding state-level protections for those specific roles.

“Federal law supersedes state law when it comes to federally regulated industries and employees.”

Industry-Specific Drug Testing Protocols

The nature of the industry in which Allied Universal operates significantly dictates the stringency of its drug testing protocols. Industries with inherent safety risks or those heavily regulated by federal agencies typically enforce more rigorous drug testing. For example, the aviation, transportation, and healthcare sectors often have zero-tolerance policies for many substances, including cannabis, due to the critical nature of their operations and the potential for severe consequences in case of impairment.

In contrast, administrative or non-safety-sensitive roles within the same company might have more lenient policies, potentially focusing more on observable impairment rather than off-duty substance use.

Testing Differences for Safety-Sensitive Versus Administrative Roles

A clear distinction is often drawn between testing protocols for safety-sensitive positions and those for administrative roles. Safety-sensitive roles, by their very definition, require a high degree of alertness and the absence of any impairment that could jeopardise the safety of the individual, colleagues, or the public. Therefore, these positions are more likely to be subject to pre-employment, random, post-accident, and reasonable suspicion testing for a broader range of substances, including cannabis, regardless of its legal status in a particular state.

For administrative roles, the focus might shift from a zero-tolerance approach to one that addresses demonstrable impairment on the job, with policies potentially being more accommodating of off-duty, legal substance use. This tiered approach allows companies to manage risk effectively while tailoring policies to the specific demands and liabilities of different job functions.

Employee and Applicant Perspectives

Navigating the prospect of employment at Allied Universal often brings forth a series of pertinent queries, particularly concerning drug testing protocols and their potential ramifications. Individuals seeking to join the company’s ranks, especially in light of evolving legal landscapes surrounding cannabis, are understandably keen to understand the nuances of these policies. This section aims to elucidate the concerns and considerations from the viewpoint of potential employees, alongside practical strategies and common interrogatives they might harbour.It is paramount for prospective employees to approach the drug testing process with a clear understanding of the potential consequences.

A positive result, irrespective of the substance, can significantly impact an individual’s employment prospects. Therefore, proactive consideration and informed decision-making are crucial.

Cannabis Use Concerns and Considerations

For individuals who partake in cannabis, even legally in some jurisdictions, applying for a position at Allied Universal necessitates a thorough appraisal of their personal circumstances against the company’s potential drug testing policies. The primary concern revolves around the risk of a positive test result and its subsequent impact on their eligibility for employment. This is particularly salient given that cannabis remains a controlled substance federally in many regions, and employer policies often align with these broader regulations, irrespective of state-level legalisation.

Applicants must weigh their personal choices against the professional opportunities available and the company’s likely stance.

Implications of a Positive Drug Test

A positive drug test for cannabis at Allied Universal, if their policy includes it, generally leads to the withdrawal of a job offer or, for existing employees, disciplinary action which could include termination of employment. The specific outcome often depends on the nature of the position, company policy, and the contractual agreements in place. For roles involving public safety, operating heavy machinery, or other safety-sensitive duties, the tolerance for any detected substance is typically very low, making a positive result almost invariably disqualifying.

Strategies for Potential Drug Screening Concerns

Individuals apprehensive about a potential drug screening can adopt several proactive strategies. Firstly, understanding the typical detection windows for cannabis in various drug tests is essential. This allows for informed decisions regarding recent use. Secondly, for those with a legitimate medical need for cannabis, researching the company’s policy on medical marijuana and any available accommodation processes is advisable. This might involve consulting with a legal professional or HR department to clarify requirements and options.

It is also prudent to ensure personal health information is up-to-date and to be prepared to provide necessary documentation if seeking an accommodation.

Common Applicant Questions Regarding Drug Testing Procedures

Prospective employees often have a standard set of queries when faced with the prospect of drug testing. These questions typically centre on the logistics, fairness, and potential outcomes of the screening process.

An applicant might have the following questions:

• The typical timeframe between a job offer and a drug test is generally quite short, often occurring within 24 to 72 hours of accepting a conditional offer of employment. This promptness is designed to ensure the integrity of the hiring process before an individual begins their duties.
• Regarding exceptions or accommodations for medical marijuana users, Allied Universal’s policy, like many employers, may depend on state laws and the specific nature of the role. While some jurisdictions offer protections for medical cannabis patients, employers may still have the right to enforce a drug-free workplace policy, especially for safety-sensitive positions. Applicants are encouraged to inquire directly about their specific circumstances.

• If a drug test result is inconclusive, it typically triggers a re-test, often using a more sensitive method or a different laboratory. This is a standard procedure to ensure accuracy and to avoid making employment decisions based on potentially flawed data. The applicant is usually informed of the inconclusive result and the subsequent steps.

Resources for Further Information

Navigating the complexities of workplace drug testing policies, particularly concerning substances like cannabis, can be rather daunting. It is therefore prudent to arm oneself with reliable information and to know where to turn for clarification. This section aims to equip you with the necessary resources to thoroughly understand Allied Universal’s stance on drug testing and the broader legal landscape.Understanding Allied Universal’s specific policies is paramount.

Direct engagement with their official channels is the most accurate way to ascertain their current practices. Furthermore, familiarising oneself with general employment law and drug testing regulations provides a crucial contextual framework for interpreting any company-specific guidelines.

Official Allied Universal Employment Policy Sources

To gain definitive insight into Allied Universal’s employment policies, including their drug testing protocols, consulting their official documentation is the most reliable approach. These sources are designed to provide clear and accurate information directly from the company.Official information regarding Allied Universal’s employment policies, including their drug testing procedures, can typically be found through the following avenues:

• Allied Universal’s official careers website, which often features sections on company culture, benefits, and employment standards.
• The employee handbook, distributed to all new hires, which comprehensively details company rules, expectations, and policies.
• Direct communication with the Allied Universal Human Resources department, who are the primary custodians of employment policy information.

General Workplace Drug Testing Laws and Regulations

The legal framework surrounding workplace drug testing is multifaceted and varies significantly by jurisdiction. Understanding these overarching regulations is essential for both employers and employees to ensure compliance and fair practice.A foundational understanding of workplace drug testing laws can be acquired through reputable government and legal resources. These platforms offer detailed explanations of employee rights, employer obligations, and the permissible scope of drug testing in various employment contexts.

Key areas to research include:

• Federal laws governing drug-free workplaces, particularly for contractors and those in safety-sensitive positions (e.g., Drug-Free Workplace Act of 1988).
• State-specific laws regarding drug testing, which may include provisions on reasonable suspicion, post-accident testing, and the legality of testing for certain substances like cannabis.
• Regulations pertaining to specific industries, such as transportation (e.g., Department of Transportation regulations) or healthcare, which often have stringent drug testing requirements.
• Information from organisations like the Society for Human Resource Management (SHRM) or legal databases that track employment law developments.

Inquiring Directly with Allied Universal’s HR Department

For the most precise and up-to-date information regarding Allied Universal’s drug testing policies, direct communication with their Human Resources department is the most effective method. HR professionals are equipped to provide specific details and address individual queries with accuracy.To initiate an inquiry with Allied Universal’s HR department:

• Locate the contact information for Allied Universal’s HR department, typically available on their official website’s “Contact Us” or “Careers” sections.
• Prepare your questions in advance, ensuring they are clear and specific. For instance, you might ask about their policy on pre-employment drug screening, their stance on cannabis testing, and whether different policies apply to different roles.
• Be prepared to provide relevant details if they are requested, such as the specific role you are applying for or your current employment status.
• Maintain a professional and courteous demeanour throughout the interaction.

Hypothetical Scenarios of Drug Testing Situations

To illustrate the practical application of drug testing policies, considering hypothetical scenarios can provide valuable context. These examples demonstrate how various circumstances, including legal substance use and specific job requirements, might influence testing outcomes.

Scenario 1: An applicant uses cannabis recreationally in a state where it is legal and is applying for a non-safety-sensitive role.

In this scenario, if Allied Universal’s policy permits pre-employment drug screening and does not explicitly exempt legal recreational cannabis use, the applicant might still be subject to a drug test. The outcome would depend on whether the test detects cannabis metabolites and if Allied Universal’s policy treats a positive result for a legal substance differently, especially for non-safety-sensitive roles. Some jurisdictions may offer protections for legal off-duty use, which could influence the employer’s action.

Scenario 2: An applicant uses medical marijuana for a diagnosed condition and is applying for a position requiring a federal security clearance.

This scenario presents a more complex situation. While medical marijuana use may be legal in certain states, federal law still classifies cannabis as a Schedule I controlled substance. Positions requiring a federal security clearance are typically governed by federal regulations, which often mandate strict adherence to federal drug laws. Consequently, even with a valid prescription, a positive test for marijuana could potentially jeopardise the applicant’s eligibility for the security clearance and, by extension, the position.

Allied Universal, in this instance, would likely be bound by the stringent requirements of the federal clearance process.

Final Wrap-Up

So, to wrap things up, while Allied Universal’s exact stance on weed testing can be nuanced and depend on a bunch of factors, knowing the basics about testing methods, legalities, and how to get direct answers is your best bet. Stay informed, be prepared, and you’ll be one step ahead in your job search journey.

Question Bank

How long does it usually take to get a drug test after a job offer from Allied Universal?

Typically, you’ll receive a drug test notification very shortly after accepting a job offer, often within a business day or two. It’s usually a condition of employment before your official start date.

Are there any exceptions or accommodations for medical marijuana users at Allied Universal?

This is a tricky area and often depends on state laws and the specific job role. While some states offer protections for medical marijuana users, federal regulations and company policies, especially for safety-sensitive roles, can still lead to disqualification. It’s best to inquire directly with HR.

What happens if a drug test result comes back inconclusive?

An inconclusive result usually means the test couldn’t definitively say yes or no. Allied Universal would likely require a re-test, often with a more sensitive or different type of testing method, to get a clear result.