Last updated : December 16, 2024
If judging from the term, “non-DOT” alone, it may appear as if a DOT or a non-DOT drug test are the only two types. However, the term originated because the workforce is separated into two categories. They are the general workforce and the safety-sensitive workforce. The federal government regulates the latter. The safety-sensitive workforce transports goods or people over the road, in the air, or on the water. Monitored by the Department of Transportation (DOT), these employees must adhere to strict rules and regulations.
Drug testing is part of the protocol.
Employee drug testing was a rarity until Congress passed the Omnibus Transportation Employee Testing Act in 1991. It mandated that employees of the safety-sensitive workforce undergo testing for the following drugs:
Employers of the general workforce began jumping on the employee drug testing bandwagon shortly afterward. Because they viewed the DOT as a trusted source, many opted—and still opt—to test for the same drugs when setting up their own drug-free workplace program. Thus, the non-DOT drug test was a way of differentiating between the two types.
Actual differences between the two
The DOT drug test is performed adhering to strict regulations that begin from the moment that the employee shows up for the test. One of those is that the urine drug test is the only test approved for the time being. In recent years, requests to allow both the hair follicle and saliva drug tests have been submitted. The saliva, otherwise known as the bodily fluids, drug test was approved for use last year, however, no laboratories have been SAMHSA-approved to accept specimens at this time.
The non-DOT drug test can be administered using any means available unless its use is restricted by the state government in which the company is operating. Another difference between the two types of tests is the scenarios that require testing. The DOT requires employee testing far more frequently than most general workforce employers mandate. For instance, many companies require a pre-employment drug test and once the employee is hired, never test them again. Providing, of course, the employee isn’t involved in a work-related accident at some point. Post-accident drug testing is required by workers’ compensation insurance as it can help determine who is at fault.
Changes have occurred
The illicit drug epidemic caused the DOT to make changes to the original list of drugs that were on the test. In January 2018. it added a panel to identify the following synthetic opioids:
- Oxycodone
- Oxymorphone
- Hydrocodone
- Hydromorphone
When general workforce employers ask for the non-DOT drug test, they need to specify if they want these drugs included as well. It’s not a “given.” It’s also important to note that back on October 1, 2010, the DOT added heroin under the opiate panel and initial testing for MDMA—extremely popular at the time—and test panels for MDMA, MDA, & MDEA were added to the amphetamine panel.
General workforce drug testing
The non-DOT drug test is available by name and only tests for the five initial drugs on the DOT drug test. Employers of the general workforce, however, don’t have to test for any of those. They can contact a drug testing company and easily set up a company-specific drug test that includes any type of drug.
There are standard 5 panel, 9 panel, 10 panel and 12 panel drug tests. The tests aren’t universal, however. because there’s no overall regulation. It’s a good idea to ascertain which test panels the tests contain. Moreover, employers are free to remove certain panels and replace them with another type of drug. Discuss your options with your drug testing representative and they can make it happen.
Want your company to be drug-free?
If you’ve decided to make your company a drug-free zone, don’t perform any testing until you have your policies completely lined out in writing. The first step is to determine if there are any employee drug testing stipulations put in place by the state in which you operate your business. If you’d like help writing your policies and procedures, drug testing companies—such as ours, for instance—will create a customized protocol specific to your needs.
Employee drug testing isn’t a negative thing by any means. The majority of people in the general workforce don’t use drugs and understand that employee drug testing weeds out those who do. It’s a huge safety factor for them because people who use drugs aren’t in the right frame of mind. It’s far more likely that the user could cause an accident if under the influence at work. That means that anyone working around them is at increased risk too.
Other benefits of operating a drug-free workplace include:
- Less absenteeism
- Fewer tardy employees
- Productivity levels go up
- Lowers medical costs
- Reduces illicit drug use on the premises
Making your company a drug-free zone is a benefit for the entire community. It starts as soon as you announce that you’re making the change. As soon as word gets out that there is a drug test, it works as a deterrent in that most people who use drugs won’t even bother to apply for a position. Moreover, employees who use drugs have the opportunity to stop before you begin drug testing.
You won’t regret making the choice and your employees won’t either. Statistics show that working in a drug-free environment increases satisfaction levels. And, employees who feel satisfied that they’ve made the right career choice tend to work harder. That fact can make quite an impact on your business as a whole too.
