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Nevada Drug Testing

Last updated : December 16, 2024

We have thousands of Nevada drug testing locations. However, you realize USA Mobile Drug Testing will come to you, right? Just let us know when and where. We’ve got you covered from there.

We do it all—24/7/365!

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

 

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Nevada 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.

We also offer employee education, supervisor training courses, background checks, and drug-free workplace programs.

Our drug-free workplace program isn’t just a “do-it-yourself kit” either. We customize your program to specifically meet your needs, set everything up, educate your staff, conduct all your employee drug testing at your location or job site, and maintain detailed records.

Can it get any better than that?

Nevada drug testing laws

Currently, Nevada is the only state that has banned having marijuana on pre-employment drug tests. Governor Steve Sisolak signed the bill into law on June 5, 2019. It goes into effect on January 1, 2020.

However, that’s the only Nevada state law regulating or restricting drug testing in the private sector. Employee drug-testing programs in the private workplace are solely based on the employers’ discretion. Even so, Nevada business owners must comply with federal government regulations in safety-related industries such as transportation, aviation, and those in the Department of Defense. Safety-sensitive employees must submit to drug testing as part of a safety measure initiative.

After making a job offer, an employer may request an applicant take a drug test as part of the job application process. To date, the basic 5 panel drug test in Nevada identified amphetamines (which includes methamphetamine), PCP, cocaine, marijuana, and opiates.

Make note

Information gathered from Nevada employers indicates that Nevada loses more than $96 million annually as a result of the use of drugs or alcohol in the workplace. Because Nevada doesn’t regulate drug testing, many employers in the private sector are reluctant to drug test employees. One reason is that drug testing is sometimes seen as a breach of employee rights, although when presented from a safety standpoint, it is not.

The Nevada Fair Employment Practices Act applies to private employers having 15 or more full-time employees. It forbids employment practices that discriminate based on certain classifications, including disability. Alcoholism can fall under this category, although illegal drug use does not.

Nevada is regarded as a “right to work” state, which implies that employees in Nevada are working at their own will. Therefore, an employee can either submit to a requested drug test or quit the position.

Nevada labor discrimination law

Nevada state policy dictates that employee recruitment, appointment, assignment, training, compensation, and promotion occur on the basis of merit and without regard to race, color, gender, gender identity or expression, sexual orientation, religion, national origin, age, pregnancy, genetic information, domestic partnership, or disability.

Furthermore, employers in Nevada are not allowed to engage in any job application process, hiring, firing, promotion schedule, compensation, and training that could discriminate against an individual with a disability as long as such an individual is qualified.

Nevada statutes define disability as “any physical or mental impairment that limits one or more of an individual’s major life activities, a record of such an impairment and being regarded as having such an impairment,” hence the use of alcohol or drugs can be technically regarded as a disability under certain circumstances. It’s wise for employers to drug test all employees rather than target a specific group of people to avoid liability and discrimination claims.

An employee or potential employee is regarded as “qualified” to be employed, regardless of his or her disability, if the employee or potential employee is able to perform the essential functions required by the job with or without reasonable accommodation.

Types of discrimination

Apart from discrimination against disability, other types of discrimination in the workplace include discrimination due to gender, race, pregnancy, sexual orientation, and age. In fact, Nevada state law even protects individuals aged 40 years and above from employment discrimination.

Nevada law not only protects employees and applicants from racial discrimination but also prohibits employment decisions based on stereotypes and assumptions based on liabilities, traits or the achievement of individuals of a certain race. Furthermore, denial of equal employment opportunity due to marriage or a relationship with a person of another race is prohibited.

Marijuana drug testing laws

Nevada opened the floodgates on recreational marijuana as of July 1, 2017, and hasn’t looked back. Between Nevada’s citizens and the tourists who partake while visiting the state, marijuana immediately became an astronomical source of revenue.

Despite legalization, Nevada employers still reserved the right to keep marijuana on their company drug tests—until last June anyway. Still, even though employers can no longer test candidates for marijuana during the pre-employment screening process, it stays put for any other testing the company’s drug-free policies mandate.

Nevada medical marijuana

Nevada legalized medical marijuana use in January 2017. The law cited as the Regulation and Taxation of Marijuana Act doesn’t demand that employers accommodate the use of medical marijuana in the workplace.

Employers have the right to ban the possession and use of medical marijuana while at work. Furthermore, employers can sanction any employee who is found to be under the influence of marijuana on the job.

Lastly, for the time being, possession and the use of marijuana still remain illegal for all purposes under federal law. Marijuana remains a Schedule 1 substance under the Controlled Substance Act.

Drug-free workplace policy

Other than having to remove marijuana from all pre-employment drug tests in January 2020, Nevada doesn’t have any statutory laws regulating drug-free workplace policies. However, it’s wise for employers to keep the following guidelines in mind when maintaining a drug-free workplace policy:

  • Employers should publish and educate employees on the organization’s drug-free workplace policy.
  • Employers are permitted to carry out workplace drug testing under limited circumstances. They include upon a conditional offer of employment, after an accident, when there is a reasonable suspicion of impairment, or after returning to duty from a substance abuse program.

It’s always a good idea to have a professional look over your policies to ensure you’re in compliance with all local, state, and federal regulations pertaining to drug testing in the workplace.

USA Mobil Drug Testing’s drug-free program takes care of all that and your employee drug testing besides—on location if you’d like, by the way. We take care of all documentation and any related paperwork too.

Testing methods

Unless regulated by the DOT, the method used to administer the test can be either the urine, saliva, or hair follicle drug test. Each of them offers accurate results, however, costs vary as do the detection periods.

All three testing methods undergo the same types of tests to determine drug use. Laboratory testing begins with an immunoassay (IA) test. Specimens testing positive go on for confirmation testing. The gas chromatography/mass spectrometry test (GC/MS) confirms the positive result by identifying both the drug and the drug level contained in the test sample.

Urine drug test

More employers choose the urine test for employee evaluation than any other. In fact, of the 55 million or so drug tests submitted for analysis each year, over 90% of them are urine tests. They’re the most cost-effective test on the market.

However, due to the privacy needed to provide a test sample, there is a chance of someone attempting to falsify the test with adulterants or substitutions. This isn’t near the problem that it’s been in the past though. Advances in testing technology coupled with the highly sophisticated laboratory equipment we have access to today have made it increasingly difficult for cheaters to succeed.

Urine tests provide a range of detection periods that are drug-specific and range from a few hours to a few days or weeks. Those who use marijuana heavily are at risk of testing positive for more than 30 days after they quit using the drug.

Results return within a week.

Hair follicle drug test

The only test that’s more costly than the hair follicle test is the blood test. It’s rarely used for employee drug testing and the majority of those circumstances are in post-accident situations. The blood tests only identify drugs in the system for a few hours.

The hair follicle test, on the other hand, identifies any and all drug use for a ninety-day period. The extended detection window is the reason for many employers to overlook the added cost. In fact, some employers in the trucking industry use both the DOT drug test and the hair follicle drug test.

Drug metabolites are stored throughout the body until excreted. Those that wind up in the hair follicles exit the body by growing into the hair shaft. The 90-day detection period stems from the fact that human hair grows approximately one-half inch each month. The standard test length of a hair sample is one and one-half inches.

Voila!

Technically, though. drug detection is possible for a longer period of time. If laboratories are called upon to provide a larger window of detection, they merely adjust the test length.

Despite claims of detoxifying shampoos or home remedies that require mixing a concoction including who knows what to soak your hair in, there is no way to strip the evidence of drug use from your hair.

It takes about a week to receive the results of this test.

Saliva drug test

The saliva drug test is in the mid-range concerning cost. Recent advancements in technology have made it much more reliable. So much so, in fact, that law enforcement agencies across the nation are beginning to use the mouth swab test if driver impairment is suspected during a routine traffic stop.

They’re an excellent choice for detecting recent drug use because most drugs are detected within minutes. However, the detection period only lasts up to 72 hours prior to the test.

Products, such as mouthwashes and gums, proclaiming to rid the mouth of the evidence of drug use are making false statements. The body constantly produces saliva and saliva contains drug metabolites.

Enough said.

Mouth swab tests provide quicker results. Employers hear back in just a couple of days.

Drugs detected

The standard 5 panel employee drug test is widely used by employers of the general workforce. As its name implies, it accurately detects five commonly abused drugs in the workplace. The drugs identified on the test typically include amphetamines, cocaine, opiates, marijuana, and PCP.

However, some employers choose to use a more extensive test and look to the 9, 10, or 12 panel drug tests. USA Mobile Drug Testing offers these test panels, however, we don’t limit employers to the drug panels we place on them. Employers are free to swap a drug on the test panel for another, add additional drugs to the test panel they’ve chosen, or even create their own unique drug screen panel.

Moreover, we have the capability to test for all manner of drugs, including “specialty” drugs such as bath salts, K2, steroids, or synthetic opioids.

Some specific drug identification periods

We’ve mentioned that the specific length of drug detection varies, with the exception of the hair follicle test. Some examples of detection periods follow:

  • Amphetamines and methamphetamines are detected on the urine test for two or three days, but habitual use may show up for four days. The saliva test identifies amphetamines for twenty-four to forty-eight hours.
  • Barbiturates remain detectable in urine for up to three weeks and in the saliva for up to three days.
  • Benzodiazepines show up in urine tests for up to ten days and in the saliva for about two and a half days.
  • Cocaine is traceable in urine tests for up to three days and in the saliva for up to two days.
  • It takes a couple of hours for ecstasy to show up in a urine test and it can be identified between one and three days thereafter. Saliva tests pick up on ecstasy in as little as 15 minutes after taking the drug. It remains traceable for one or two days.
  • Synthetic opioids, such as oxycodone, hydrocodone, and hydromorphone, are identifiable in urine between two to four days. Saliva tests vary a bit more ranging from up to 12 to 48 hours depending on the frequency of use.
  • Methaqualone detection lasts up to three days when using a urine drug test. The saliva test detects this drug for at least one day, however, if used frequently it shows up for a longer period of time.

DOT information

The DOT (Department of Transportation) was created to regulate the safety-sensitive workforce through the following administrations.

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

The goal of the DOT is to ensure the safety of the general public as they travel by land, air, or sea. One of the regulations includes safety-sensitive employee drug testing. Employers regulated by the DOT implement the following employee drug tests:

The DOT mandates the use of the urine drug test that includes a specific drug panel. However, it approved the oral fluid drug test for use as soon as there are two SAMHSA-certified laboratories to analyze oral fluid specimens. That’s expected to happen by early 2024 at the latest.

DOT drug test

The DOT drug test requires employers to test for five of the most commonly abused drugs in the workplace. They are amphetamines, opiates, cocaine, marijuana, and PCP (phencyclidine). However, in a direct attempt to combat the growing opiate addiction crisis plaguing our nation, they added four semi-synthetic opioids to the test panel in January 2018.

Hydrocodone, hydromorphone, oxycodone, and oxymorphone are highly addictive pain medications. Heavily prescribed by physicians for years, these drugs are highly addictive. Sadly, many who found themselves craving the drugs when they were no longer prescribed the medication turned to the black market. Or, perhaps, in an attempt to feed the addiction when their drug of choice became too costly, they turned to heroin use instead.

The DOT has long considered switching from the urine drug test to the hair follicle drug test. We previously stated that the official request is currently making its way through the chain of command. Many expect it to complete the process in the near future. In the meantime, the oral fluid test has been approved for use as soon as there are two SAMHSA-certified laboratories available to process the tests.

FMCSA Drug and Alcohol Clearinghouse

The FMCSA Clearinghouse has been up and running for over three years now. It tracks safety-sensitive employees who have outstanding drug or alcohol violations. Employers no longer need to conduct manual inquiries with previous employers in addition to the Clearinghouse query. Only Clearinghouse queries are necessary.

Now, it’s virtually impossible for drivers with violations to obtain a job with a new employer by simply not listing the employer they worked for when receiving the violation. Furthermore, less-than-honest drivers with drug or alcohol violations can no longer pick up and move to another state to apply for a new CDL. The Clearinghouse links the driver to his old CDL, thereby, maintaining complete and accurate information.

Drivers from Canada and Mexico who transport goods in the U.S. must be listed in the database as well.

Once a driver successfully completes their return to duty process, they will be allowed to operate a commercial motor vehicle again. However, records of drug and alcohol violations will remain on file in the Clearinghouse for five years or longer if the driver hasn’t yet completed the return to duty process.

FAQs / Employees want to know

Can my employer drug test me without an official policy?

Yes, but probably won’t due to the risk of an HR-related lawsuit. It would be a rare case, indeed, for an employer to drug test without proper policies and procedures in place.

Is it true that Nevada doesn’t let employers test for pot anymore?

Yes and no. Beginning January 1st of next year, employers can no longer have marijuana on their pre-employment drug tests. However, they’ll likely keep it on all other employee drug testing, especially until a test for current impairment hits the market.

If the STATES Act passes, will the DOT have to take marijuana off their drug test?

It currently looks like that would be the case, however, those who oppose the bill are calling for carve-outs to be implemented if the bill passes into law. Marijuana impairment is considered a safety hazard in many workplaces.

I’m an owner-operator. Do I have to query myself in the Clearinghouse database?

Actually, your consortium/third-party administrator (C/TPA) needs to access the Clearinghouse on your behalf.

I’m just wondering if someone smokes a joint who doesn’t normally smoke and has a drug test for a new job a week later will pass it?

Most likely. Well, unless it’s a hair test because the drug metabolites will have grown out into the hair shaft by then.

Is it true that gargling bleach will erase all traces of drugs from your mouth long enough to pass a swab test?

NO! As in answer to your question and as in, NO! Please, don’t try that. How that quick fix ever started its way around the internet is beyond us.

Gargling bleach is insanely dangerous. If you should swallow even a tiny amount, it can do extensive damage internally. Please, start that tidbit of information circulating immediately, will you? Yikes!

The body constantly produces saliva. Therefore, gargling with bleach, mouthwash, or anything else isn’t going to cleanse drug metabolites from it.

Can I access the Clearinghouse to see if there is any information about me there?

Yes, drivers just need to register to have free access to the database at any time. Your CDL number is your identification number.

If I admit to my boss that I have a drug problem, am I going to lose my job?

Well, we can’t answer that question with certainty, of course, but we’d hope not. Some employers do stipulate in their drug-free policies that if rehabilitation is instigated by employee admission rather than a failed drug test, they may return to work after completing rehabilitation.

Keep moving forward with this. We’re pulling for you.

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