(432) 685-9150Employers have several choices to pick from when screening employment applicants. Your testing protocol will be driven by both Department of Transportation regulations and your company’s written drug policy. First the determination must be made as to whether or not the applicant will be in a safety sensitive position which is regulated by the Department Transportation. For instance, if the applicant holds a CDL, or commercial drivers license, then he/she is regulated by DOT.
Pre-Employment Testing
DOT
Pre-Employment Testing
DOT has very specific guidelines for pre-employment drug and alcohol testing. The Department of Transportation requires a split vial laboratory based urine test to check for five drugs of abuse. Pre-Employment Alcohol testing is optional.
- Laboratory Based Split Vial Urine Test required
- Alcohol test is optional
Many companies want to put an employee to work right away and utilize Instant/Rapid urine tests to screen for drug use.
Non-DOT
Pre-Employment Testing
For your employment applicants who are not in safety sensitive positions, your company policy dictates what pre-employment testing you perform. In this day and age of increasing drug usage, many employers are turning to hair follicle tests so that they can examine a longer window of time for potential hires. Hair follicle testing looks back up to 90 days for drug use compared to urine testing which has a much shorter detection period.
Instant testing can be utilized to test an employee that needs to be put to work right away.
- Lab Based Drug Testing – Single vial or Split Vial
- Instant Drug Testing – 5, 7, 10 or 12 panel
- Hair Follicle Drug Testing
- Alcohol Testing
- K2/Spice Screening