Types of Workplace Drug Testing
Every reason you test, handled under one program: pre-employment, random, post-accident, reasonable suspicion, return-to-duty, and follow-up. You tell us what your company needs, a specialist scopes and prices it, and testing runs from there.
Pre-Employment Testing
Screening new hires without slowing your time to hire.
Random Testing Programs
Defensible selection, pool management, and the records to prove it.
Post-Accident Testing
Testing after an incident, done quickly and documented properly.
Reasonable Suspicion
What supervisors must document, and testing once that bar is met.
Non-DOT Testing
Everyone outside federal regulation, and the rules that replace it.
Supervisor Training
Training that lets supervisors make the call and document it.
Return-to-Duty and Follow-Up
Bringing an employee back, and the testing schedule that follows.
Alcohol Testing
Breath and laboratory alcohol testing, and when each applies.
Onsite & Mobile Testing
Bringing the collection to your people instead of the reverse.
Remote Employee Testing
Collections for employees nowhere near a clinic, observed over live video.
Full Program Management
Every testing reason under one program, with one point of contact.
Drug-Free Workplace Programs
Policy, training, and the structure some states reward.
DOT Compliance Help
Meeting DOT requirements alongside your non-regulated program.
Choosing a Panel
What each panel covers, and when wider is worth it.
Which Services Does Your Company Actually Need?
Most testing programs grow one problem at a time. A company starts testing new hires, then adds random testing after an incident, then discovers nobody documented the last reasonable suspicion decision properly. By the time someone in HR steps back to look, there are three different practices running in four locations.
The useful way to think about it is by trigger. Each service below exists because something specific happened: you made an offer, a name came up in a random draw, there was an accident, a supervisor observed something, or an employee is coming back to work.
Two pieces sit alongside the testing itself and get overlooked: alcohol testing, which works on a much tighter clock than drug testing, and supervisor training, without which the reasonable suspicion part of your policy never really operates. If you are unsure what you should be testing for at all, start with choosing a panel.
If You Are Starting From Nothing
Begin with a written policy and pre-employment testing. The policy decides everything downstream: who is covered, what you test for, what happens after a confirmed result, and how records are kept. Testing without it is where employers get into trouble, because a decision made without a written standard is hard to defend later.
If You Already Test but It Is Inconsistent
The usual culprits are random selection that is not genuinely random, post-accident testing applied unevenly, and supervisors making reasonable suspicion calls without documentation or training. Each of those is fixable, and each is worth fixing before it turns into a dispute.
If You Are Growing or Adding Locations
Scale changes the problem. Coordinating separate clinic relationships in every city stops working somewhere around the third or fourth state. This is where consolidating into one program with one point of contact saves the most time, and where remote collection options matter most for employees far from a collection site.
If what you actually need is somebody to run the whole thing, that is third party administration, where one party maintains the pool, makes the selections, arranges the collections, manages results, and keeps the records.
Each of these is a component rather than a standalone product. Run together they become the managed employee drug testing services most employers are actually looking for.
Not sure which applies? Choose "Not sure yet" on the form. A specialist will work through it with you, and that conversation costs nothing.
Common questions
Do we have to use every service listed here?
No. Most employers start with one or two, usually pre-employment and random, and add others as the program matures. Some only need help with a single piece, such as running the random pool or handling post-accident testing after hours. You can also hand over the whole program.
Can one program cover several states?
That is the normal case for the employers we work with. The program is built once, then adjusted where a state requires something different, such as advance notice, restrictions on random selection, or specific handling of a confirmed result. The goal is one standard applied consistently, with exceptions only where the law requires them.
What is the difference between a screen and a confirmed result?
A screening test is the first pass. A negative screen is reported as negative. A non-negative screen is not a positive result: the specimen goes to a laboratory for confirmation testing, and a Medical Review Officer, a licensed physician, reviews any confirmed result and contacts the employee about legitimate medical explanations before a verified result is reported to you.
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Sources and review
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.