Employee Drug Testing Services Managed for You
We handle pre-employment testingrandom testingpost-accident testingreasonable suspicion testingreturn-to-duty testingremote employee testing
Drug testing for employers, run end to end. Tell us what you need and the work moves off your desk: scheduling, collections, results, and records, in every location you operate in.
- Every testing reason under one program
- No clinic coordination, chasing, or paperwork for your team
- Results reported to the people you designate
Request a testing specialist
Tell us what you need. A specialist follows up within one business day.
- Specialists covering every state, on site or remotely
- A specialist replies within one business day
- Documented, compliance-focused process
- One point of contact for every location
How It Works
Three steps. The first one takes about a minute.
Tell Us What You Need
Testing reasons, headcount, locations, how soon you need it, and how to reach you. Five quick questions.
A Specialist Contacts You
Within one business day. They scope your program, answer compliance questions, and price it against your actual volume.
Testing Gets Handled
Collections get scheduled wherever your people are, non-negative results are confirmed and reviewed, and results come back to the people you designate.
Testing We Handle
Most employee drug screening programs combine several of these. A specialist can set up one or all of them.
Pre-Employment Testing
Screening candidates after a conditional offer, without slowing your hiring down.
Random Testing Programs
Defensible random selection, pool management, and the records to prove it.
Post-Accident Testing
Handled quickly after an incident, with the documentation that decision needs.
Reasonable Suspicion Testing
What supervisors must document, and testing once that threshold is met.
Return-to-Duty and Follow-Up
Bringing an employee back with the testing schedule that follows.
Remote Employee Testing
Collections for staff nowhere near a clinic, observed over live video.
DOT Compliance Help
Meeting 49 CFR Part 40 requirements for your safety-sensitive employees.
Drug-Free Workplace Programs
Policy, supervisor training, and the structure some states reward.
Full Program Management
Every testing reason under one program with one point of contact.
Built for Companies Testing at Scale
Testing five people a year is a scheduling task. Testing a few hundred across several states is a program, and the problems are different: random selections that hold up if challenged, supervisors in different locations applying the same standard, state rules that do not match each other, and results that need to reach the right person quickly.
That is the work we help employers hand off. Whether your people sit in one plant or in forty sites across a dozen states, the point stays the same: one program, one point of contact, consistent documentation.
Most of the companies we work with have a few hundred to several thousand employees. Smaller employers are welcome, and specialists can usually help, but the programs we are built around are the larger ones.
Would you rather test in-house?Some employers with on-site safety staff keep instant testing in house and only send non-negatives out for confirmation. Choose In-house supplies on the form, or read in-house vs outsourced first.
Start the formWhere Testing Programs Usually Overspend
When employers compare quotes, they compare per-test prices. That is rarely where the money is. Two structural choices usually account for most of what a program costs, and neither one shows up as a line item.
You are paying someone to drive to you
Mobile and on-site collection services send a collector to your location. That is convenient, and you pay for it: travel time, wait time, minimum visit charges, and a trip fee whether you are testing one person or ten. For a single large site with steady volume it can make sense. For scattered locations, one-off pre-employment tests, or a post-accident test at 9pm, the cost of getting a person to the employee is often larger than the test itself.
You are paying laboratory fees on every specimen
Some programs send every specimen to a laboratory for confirmation testing, whether or not the initial screen was negative. Confirmation is the right step for a non-negative result, and it protects everyone involved. Running it on results that were already negative simply adds a laboratory fee to every test in your program, and most tests come back negative.
The alternative is the sequence most programs are built on: screen first, then send only non-negative specimens for laboratory confirmation and Medical Review Officer review. Same protection where it matters, without paying lab rates on tests that never needed it.
Then there is the part nobody puts on an invoice
Staff hours. Someone books the appointments, chases the no-shows, calls for results, rebuilds the random pool, and finds the paperwork when it is needed a year later. That time is real money and it never appears on a quote.
A specialist will look at what you pay now, per test and in staff time, and tell you plainly where the difference is. If your current program is already priced well, that is a useful answer too.
Savings vary by volume, panel, specimen type, how your collections happen now, and what your current contract looks like. The only honest number comes from comparing your actual program.
What drives employee drug testing costs · Switching providers
Where the money usually goes
- Travel and trip fees for on-site collectors
- Lab confirmation run on every specimen
- Panels wider than the role requires
- Per-site clinic rates, not program pricing
- Staff hours spent coordinating
- Repeat collections after missed appointments
Industries We Serve
Testing requirements are not the same everywhere. A trucking company answers to federal rules that a hotel group never sees.
Drug Testing Laws by State
What you can test for, when you can test, and what has to be in writing depends on the state.
Guides for HR and Operations
Setting Up a Random Testing Program
Selection rates, pool management, and the records that make it defensible.
What Your Testing Policy Should Say
The sections most policies are missing, and why they matter later.
After a Workplace Accident
What to do first, what to document, and where employers get it wrong.
Questions Employers Ask Before Choosing a Provider
How much does employee drug testing cost?
There is no single price, and any provider that quotes one before asking questions is guessing. Cost depends on the panel you test for, the specimen type, whether the screen goes to a laboratory for confirmation, whether a Medical Review Officer reviews non-negative results, how collections happen, your testing volume, and whether the testing is DOT-regulated. A specialist will price your program once those details are settled.
How fast do results come back?
It depends on the test. An instant screen can show a negative result the same day. A non-negative screen normally goes to a laboratory for confirmation and then to a Medical Review Officer, who contacts the employee before reporting a verified result, and that adds time. Your specialist will tell you the expected turnaround for your program before testing starts, so you are not guessing during a hiring or post-accident decision.
How does remote drug testing work?
Remote testing lets an employee complete a collection where they are, rather than driving to a collection site. A trained collector runs the session over live video, verifies identity, and documents each step. It is used for non-DOT testing and is most useful for remote staff, multi-state teams, and sites far from a clinic. Your specialist will explain exactly how the process works, what the employee has to do, and how results are reported.
Do we need a written drug testing policy?
In practice, yes. Several states require a written policy and advance notice before an employer can test, and some tie benefits such as workers' compensation premium discounts to having a qualifying policy on file. Even where nothing is required, a written policy is what makes a testing decision defensible later. Specialists can work from the policy you already have or help you put one together.
Who sees the results?
Results go to the contacts you designate, usually your designated employer representative in HR. Several state drug testing laws require employers to keep test information confidential, so results should be stored separately from general personnel files and shared only with people who need them for an employment decision.
We would rather run tests ourselves. Can you help with that?
Yes. Some employers with on-site safety staff prefer to keep instant testing in house and only send non-negative results out for laboratory confirmation. Choose In-house supplies on the form and we will talk through what you would need, what training that requires, and where sending testing out still makes more sense.
Are you a lab?
No. We connect employers with testing specialists who run the program: collections, laboratory confirmation where it applies, Medical Review Officer review, and reporting. That means one point of contact instead of separate relationships with clinics in every city you operate in.
Tell Us What Your Program Needs
Five questions. A specialist follows up within one business day, with no cost and no obligation.
Request a testing specialist
Answer five quick questions. There is no cost and no obligation.
Sources and review
- 49 CFR Part 40 - Procedures for Transportation Workplace Drug and Alcohol Testing Programs (eCFR)
- SAMHSA - Drug-Free Workplace
- U.S. DOT Office of Drug and Alcohol Policy and Compliance
This page is general information about employer drug testing, not legal advice. Drug testing rules differ by state and by industry. Check with your own counsel before setting or changing a testing policy.