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Wisconsin Drug Testing

Last updated : November 18, 2024

We’ve got you covered with thousands of Wisconsin drug testing locations.
We also provide all types of employee drug testing.

We offer a variety of standard test panels, such as the 5 panel, 9, 10, or 12 panel drug tests to aid employers who choose more comprehensive testing. We use the latest drug testing technology available in the industry. Furthermore, all our labs are SAMHSA certified as required by Illinois’ Drug-Free Workplace program.

Call us at 800-851-2021 to schedule a Wisconsin drug test now!

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Wisconsin drug testing locations

Don’t worry if your city isn’t listed. Just call 800-851-2021. We’ll be happy to assist you in finding a location nearby. However—and we’re sure to mention it during the conversation—you might decide to have us come to you instead.

That’s right. You’ll never have to search for “drug testing near me” again! We’ll send a mobile collection specialist to your location, anywhere throughout the state— 24/7/365.

Employees on the job site? We’ll find them.

Night shift coming due for the annual fitness-for-duty drug test? Why not have us show up during their shift rather than interrupting their sleep schedule to report for testing during normal business hours? The phrase “drug testing near me” takes on an entirely new meaning when the test rolls right up to your location, doesn’t it?

We offer employee education classes, management training, and DOT services. We can also create your company’s drug-free program. We’ll even customize your policies to specifically meet the needs of your business.

Wisconsin drug testing laws

Wisconsin has no laws or statutes which prohibit or restrict employee drug testing in the state. Although state contractors working on certain public projects are required to drug test, the Wisconsin statute takes no stand on drug testing in private employment. It neither requires nor prohibits workplace drug testing so private employers are free to use drug testing at their own discretion.

However, employers in some safety-sensitive industries such as transportation and aviation, as well as those contractors working with NASA and the Department of Defense are required to submit their employees or applicants to drug testing by the federal government.

Wisconsin public employers can require that their employees submit to drug testing prior to and after being hired. Often, after hiring an employee, a public work contractor can request that the employee submit to alcohol and drug testing under any of these categories:

Reasonable suspicion implies that the employer has a genuine reason, based on logic and facts, to believe that an employee has been using illicit drugs, and not just an assumption, speculation or discrimination against an employee. Reasonable suspicion varies in different circumstances. Some instances of reasonable suspicion are:

  • Direct observation of drug use or physical symptoms of drug use e.g. slurred speech, lack of coordination of movement etc.
  • Aberrant conduct
  • A reliable report indicating that an employee is taking drugs
  • Proof that shows that an employee has altered his/her drug results
  • Erratic conduct in the workplace or notable deterioration in work performance
  • Evidence that shows that the employee has used, has, sold, solicited, or transferred drugs while working or at work

Although drug testing job applicants and employees are allowed by Wisconsin state laws, these tests must be in line with the state rules against discrimination and proper handling of sample specimens to ensure the accuracy of the result. Therefore, in subjecting applicants to drug and alcohol testing, the following conditions must be adhered to:

  • Applicants must be notified that drug screening forms part of the entire employment process and there must be a written agreement before conducting the test.
  • The applicants should be sent for drug testing upon a contingent offer of employment.
  • Drug or alcohol testing must be administered on all applicants for the same job; and
  • The test must be carried out by a certified state drug testing lab.

Beginning in June 2017, Wisconsin employees who test positive for drugs or refuse to submit to drug testing may be at risk of losing his/her job. Unless an employee provides evidence, that shows that such an employee has been unfairly singled out or discriminated against, no employee is allowed to refuse a workplace drug test otherwise, such an employee may lose his/her job and be denied unemployment benefits.

Types of workplace drug testing

The state of Illinois doesn’t restrict employers regarding employee drug testing. When participating in the Drug-Free Workplace Program, an employer may choose to conduct the following types of drug tests:

Reasonable suspicion

Drug tests must be conducted following any observed behavior creating “reasonable suspicion.” These behaviors must be clearly defined in the policy. Some examples of reasonable suspicion might include:

  • Direct observation of drug or alcohol use, or the symptoms of being under the influence of a drug or alcohol.
  • Abnormal behavior while at work or a significant deterioration in work performance. Such behaviors should be properly documented if an employee contests the accusation.
  • A report of drug use is provided by a reliable and credible source.
  • Evidence that an individual has tampered with a drug test while working for you.
  • Information that an employee has caused or been involved in an accident while at work.
  • Evidence that an employee has used, possessed, sold, or solicited drugs while working or while on the employer’s premises or while operating the employer’s vehicle or equipment.
  • If the testing is conducted on a “reasonable suspicion” basis, the employer must promptly record the circumstances that formed the basis of the determination that reasonable suspicion existed to warrant the testing. Any documentation the employers have noted about an employee’s behavior must also be provided to the employee upon request.

Post Accident

Post accident drug testing must be completed within 2 hours of the accident if at all possible. Employers are instructed to contact their workers’ compensation agent immediately if a catastrophic accident occurs.

Random drug testing

An employer may conduct random drug testing on employees periodically throughout the year. The subjects to be randomly tested must come from a pool of all employee names.

Pre-employment

Once an applicant has been offered a job, they may be tested. The state of Wisconsin outlines the pre-employment drug testing guidelines, as follows:

Any applicant who tests positive for drug testing or refuses to submit to drug testing required by the employer as a condition of the offer of employment may be reported. The refusal to submit to a pre-employment drug test by the applicant can be assumed to be the applicant’s refusal of suitable work.

A claimant who fails a pre-employment drug test (without being under a legitimate prescription) and has no genuine explanation to contest the result will be offered the option of attending treatment and completing a skills assessment before Unemployment Insurance benefits are denied.

After agreeing to undergo drug treatment and completing a skills assessment within the required timeframes, a claimant may continue to receive the Unemployment Insurance benefits, while addressing the basic barriers keeping him from being work-ready. The Unemployment Insurance will provide the claimant with referrals and instructions in order to complete the assessment and have direct access to treatment.

Refusal of the claimant to undergo treatment will lead to the denial of such claimant of Unemployment Insurance benefits.

Submission of a failed or refused pre-employment drug testing form

  • A failed drug test form should be submitted within 3 working days of receiving the positive result from a DHHS-certified lab.
  • A refused drug test form should be submitted within 3 working days of the applicant’s refusal. Both forms can be submitted by mail to the Department of Workforce Development Unemployment Insurance within the stipulated time.

Probationary

If an employee returns to work after completing a rehab program, probationary drug testing may be conducted. The tests are unannounced and conducted over a predetermined length of time.

The drug-free workplace

Even though Wisconsin doesn’t mandate a drug-free workplace, it allows employers to take the initiative.

In order to have a drug-free workplace program in the State of Wisconsin implemented, the following guidelines must be taken note of:

  • The employer must have a clearly written drug test policy form and must be made available to all employees
  • The employer must obtain a written agreement from a state-accredited drug testing lab indicating their readiness to conduct the tests, provide the employer copies of the test results, indicating which type of tests were done, what substances were found, details description of how the sample specimen was handled during the entire testing process, and provide a confirmation of all initial positive test results.
  • The employer shall be responsible for the cost associated with drug testing of the employees.

Numerous studies document the fact that drug-free programs promote a safe workplace.

Studies have shown that a well-planned program reduces substance abuse and can increase productivity, reduce accidents, and decrease costs due to insurance claims. Moreover, all employees become more aware of the importance of safety in the workplace. Therefore, everyone benefits from a safer work environment.

An employer implementing a drug-free program will also receive additional benefits:

  • Improvements in morale and productivity
  • Decreases in absenteeism, accidents, downtime, turnover, and theft
  • Better health status among employees and family members
  • Reduced healthcare costs

As stated above: The refusal of the claimant to undergo treatment will lead to the denial of such claimant of Unemployment Insurance benefits. Moreover, an employee whose action as a result of alcohol intoxication or use of illicit drugs leads to work-related injuries may have his/her worker’s compensation benefits reduced by 15% up to a maximum value of $15,000.

Marijuana laws

Marijuana is illegal in Wisconsin. Stiff penalties are in place for those found with marijuana in their possession. Possession and sale of marijuana in Wisconsin is a felony punishable under law with at least 3 years and 5 months jail time.

However, the state has a medical CBD law. It permits patients with seizure disorders to use or possess cannabidiol or CBD. The law is applicable only if the patient has been recommended by the physician to use CBD and under the limitation that the strain used contains no psychoactive side effects.

Drug testing methods

There are three primary methods used for employee drug testing.

It’s also possible to drug test employees using a blood test, however, it’s extremely rare. They’re expensive, extremely intrusive, and must be performed by trained medical personnel under proper medical conditions. Blood tests may be named for post-accident testing, however, as they identify the parent drug and, therefore, can determine current impairment. This is useful information for investigators trying to determine the accident’s cause and who’s responsible.

All test samples, meaning hair, urine, and saliva, undergo an immunoassay (IA) test first. Subsequently, those testing positive go on for a second test to confirm the results. The gas chromatography/mass spectrometry (GC/MS) test identifies the drug level contained in the specimen as well.

Mouth swab test

Mouth swab drug tests identify recent drug use. The detection period begins just minutes after use in most cases and, depending on the drug, identifies drugs in the system for up to 72 hours prior to the test.

It’s impossible to fake these test results. The employee is unable to switch the sample as they never leave the administrator’s sight. Moreover, products claiming to “detoxify” the system are misrepresenting themselves because the body naturally cleanses itself at its own pace. Lastly, there’s no way to strip the drug metabolites from the saliva.

Urine test

By far, the most widely used drug test on the market is the urine test. They’re cost-effective, accurate, and, to be honest, although considered intrusive, they’re the ones employees expect upon learning there will be “a test.”

The range of detection varies from within a few hours of use up to a few days or weeks, depending on the drug itself. Heavy marijuana users, however, may test positive for over thirty days.

Employers receive results in less than a week.

Hair follicle drug test

The hair follicle drug test affords employers the longest detection period justifying its cost for many employers. This test identifies any drug use for ninety days. There’s no limit as to the length of time the hair test identifies drug use.

Drug metabolites store themselves all over the body until excreted. Those stored in the hair follicle don’t get too far away. They grow out into the hair shaft infusing themselves with the hair. Consequently, they remain there leaving a permanent record of drug use.

Human hair grows about half an inch every month. Hair samples are cut to a standard test length of one and one-half inches, thus, establishing the ninety-day window.

There are instances when a court order requests a longer period of detection. Laboratories can easily accommodate the request by increasing the length of the hair sample.

It takes about a week to receive results.

Drug identification

USA Mobile Drug Testing uses the above methods to identify all types of drugs. Unless regulated by the DOT or some other entity, employers are free to choose the drugs included in the company drug test.

We identify amphetamines and methamphetamines within our amphetamine test panel. THC identifies medical marijuana users and even CBD use when the product contains high levels of THC hidden within them due to poor extraction processes.

However, the opiate panel does not identify synthetic opioids, such as hydrocodone and oxycodone. Employers can add an extended opiate panel to the test to identify them though.

We also have the capability to identify “specialty” drugs, like bath salts or steroids, for instance. We have a panel to identify synthetic marijuana too.

Detection windows

We’ve established that the amount of time that a drug remains in the system is dependent on the drug itself. Subsequently, even those detection windows vary.

So, why is that?

Several factors play a part in the length of time that specific drugs can be identified in the body.

  • Genetics—The speed at which your body metabolizes everything is unique to your genetic makeup. Therefore, our DNA has everything to do with it.
  • Dosage and frequency—It makes sense that the amount of drug ingested and how often it’s taken determine the amount of time it remains in the system. For example, someone who uses drugs once in a great while versus someone with an addiction.
  • Body Mass Index—Your height, weight, and fat cell ratio play a part in how and where drug metabolites are stored. For instance, heavier people may retain drug metabolites in the system longer because those stored in fat cells take longer to clear.
  • Age—Younger people tend to metabolize things faster than older people.

DOT Information

The Department of Transportation was created to ensure the general public’s right to safe passage. It regulates the industries that transport people and products.

  • Federal Motor Carrier Safety Administration
  • Federal Railroad Administration
  • Federal Aviation Administration
  • Federal Transit Administration
  • United States Coastguard
  • Pipeline and Hazardous Materials Safety Administration

Part of the regulations includes employee drug testing.

DOT drug test

It won’t be much longer and the DOT will be changing from the urine drug test to the hair follicle test. At this time, an official request is circulating through the chain of command and is not expected to meet with resistance at any point.

This is the second change the DOT has made to its drug testing regulations in the past few years. In January 2019, it extended the opiate panel to include four synthetic opioids.

Physicians heavily prescribed these prescription painkillers until realizing their high potential for addiction. By then, however, the damage had been done and addiction to these drugs was and is running rampant through our country.

The trucking industry stands behind the DOT’s decision to use the hair follicle test. In fact, some employers in the industry incur the additional cost of using both the DOT drug test and the hair follicle test as well.

Moreover, the Department of Transportation (DOT) has proposed changes to its drug testing policy to include mouth swab testing. The proposals were published on Monday, February 28th, 2022. The proposal is aimed at saving employers in the trucking industry time and money because the mouth swab test is completed in minutes getting the driver back out on the road in the least amount of time.

FMCSA Clearinghouse

Beginning January 6, 2023, employers are no longer required to query both the FMCSA Clearinghouse and previous employers (for three years) on all potential drivers to search for unresolved drug or alcohol violations. As of that date, an accurate and “real-time” database was determined to be established. Employers need only access the Clearinghouse when hiring new employees.

Employers are required to report any drug or alcohol violations to the database within 3 business days. They may designate their C/TPA to handle testing and reporting on their behalf.

Drug Testing FAQs—

Can I dispute a drug test result if my employer used a mouth swab test? Won’t they get in trouble for that?

No, they won’t. All drug testing methods are allowed in the state of Wisconsin. Moreover, the DOT has approved the mouth swab test as an approved drug testing method. DOT-mandated employers will be free to use it as soon as laboratory certification is completed.

Can I access the Clearinghouse and see if there’s any information there about me?

Yes. Drivers can register with the Clearinghouse and are free to access it at any time, at no charge.

I’m an owner-operator so does that mean that I query myself?

The FMCSA requires that all drivers be queried once a year. However, you need to have your C/TPA (consortium/third-party administrator) handle the particulars for you. If you’ve already registered with the Clearinghouse, you’ve probably designated them to access the database on your behalf already.

I have a prescription for my oxy—my back’s in really bad shape—that’s going to keep me in the clear, right?

If you’re holding a safety-sensitive position, it’s technically possible. You’ll have a chance to provide medical evidence for your claim. But, a prescription isn’t going to do the trick. Your doctor needs to contact the MRO to discuss alternatives. If none can be decided upon, the doctor needs to state that in writing and verify that you can function normally while under the influence of the painkiller.

Ultimately, though, the decision is left up to your employer. It’s a pretty big risk to incur.

Can I admit that I have a problem with drugs to my employer and keep my job?

We really can’t predict how that conversation is going to go down. In all honesty, it largely depends on your employer’s drug-free program. Policies and procedures have to be followed to the letter. Still, if you’re considering getting help for your problem, reach out to your employer.

Then, enroll in rehab and fight like you’re fighting for your life! Even if your job isn’t waiting for you when you complete your rehab, you were looking for a job when you found that one, right? And, this round, you’re going to be drug-free. Your horizons just broadened considerably.

Go get’em, tiger! We’re rooting for you.

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