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Texas Drug Testing

Last updated : December 16, 2024

We’ve got drug testing locations scattered all over the great State of Texas.
You’re sure to find a location near you.

We offer all manners of employee drug testing.

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

Instant Testing

Random Testing

Medical Marijuana

Recreational Marijuana
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Texas 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.

Texas drug testing laws

Texas legislation doesn’t mandate that employees of the general workforce submit to drug testing. However, it adheres to the federal government’s stipulation that all federally contracted employers implement employee drug testing. Moreover, anyone regulated by the Department of Transportation (DOT) must be drug tested as well.

A drug-free workplace

Nearly two-thirds of employers in the state of Texas indicated that they currently have a drug screening or drug-testing program in place. These programs may involve a number of different types of testing, such as pre-employment, random, post-injury, or reasonable suspicion. Safety-sensitive employees, of course, submit to the DOT drug test.

Not surprisingly, the likelihood that a business has a drug-testing program increases significantly with the number of workers they employ. Fifty-four percent, of smaller companies that employ 15 to 49 workers have a drug-testing program. However, a significantly higher percentage of larger employers—72 percent of employers with 50 to 99 employees and 82 percent of employers with 100 or more employees—had drug testing programs in place.

Types of drug tests

As was the case with drug testing in general, the propensity of employers to use specific types of drug testing increased significantly with the number of workers a particular company employs. Pre-employment drug screening, post-injury drug testing, and random drug testing are the tests most commonly utilized by Texas employers, with probable-cause testing not far behind. 

Pre-employment drug testing

This type of drug testing occurs for all full-time and part-time applicants who are considered for a position. Applicants who test positive will not be considered suitable for employment.

Post-accident drug testing

A post-accident drug test can be an invaluable source of information. The results can help determine both cause and responsibility.

Employers should have the procedure well documented in the company drug policy ahead of time. Of course, employees are tested if they are involved in on-the-job accidents. However, what sort of accident will necessitate a drug test?

It’s up to each individual employer to identify the criteria for post-accident drug testing. Many choose to include:

  • Fatalities
  • Injuries requiring off-site medical assistance
  • Police citations
  • Property damage valued at a specified monetary amount

Employers take appropriate disciplinary action when test results are positive.

Reasonable suspicion drug testing

Employees are tested for reasonable suspicion under the following criteria:

  • Direct observation of drug use or the physical symptoms of being under the influence of a drug or alcohol
  • Abnormal conduct or erratic behavior while at work
  • Absenteeism, tardiness or deterioration in work performance which is continuous and repeated over time

If an employer feels the need to test an employee due to reasonable cause, that employee needs to cease all work duties until the results come back to help ensure an accident or injury doesn’t take place.

Return to duty

The DOT requires return to duty drug testing. Employees that successfully complete the rehabilitation process must test negative before being allowed to go back to work in the industry.

Probationary drug testing

Periodic retesting of employees who have acknowledged substance abuse problems and have participated in or completed substance abuse treatment or rehabilitation programs may be mandated for up to two years after the employee returns to the workplace.

Random

Random substance abuse testing is most likely to identify any abusers in the workplace. The process followed for random drug testing should be well documented in the company drug testing policy prior to testing employees.

The test pool must include everyone within the company. All employees should have an equal chance of being selected so there is no chance for subjectivity, favoritism, or manipulation of the process. The main reason being, of course, to guard against potential lawsuits.

This option should be implemented carefully. It’s wise to have a professional look over your drug-free policies.

We’d be happy to help you get everything lined out. Moreover, our drug-free programs take care of everything for you. We begin by ensuring your drug-free policies and procedures are in tune with state and federal laws.

Periodic

Periodic, or announced, testing is an effective way to minimize employee drug use. Companies that require employees to report for an annual physical, it’s typically administered then. 

Several issues must be given serious consideration before a testing policy is adopted. A company may choose to have an outside laboratory perform all of the company’s drug testing or to perform testing on-site.

When considering an outside laboratory for testing, the company should verify that the laboratory is SAMHSA certified.

If on-site testing is chosen, it’s necessary to have qualified staff available to operate the equipment. Also, the testing area must be secured from unauthorized entry and must have a refrigerator and adequate air conditioning.

We’ve got all that in the mobile unit by the way—just saying.

Positive test results obtained during on-site testing should be confirmed by an outside laboratory. Some companies use an alternative method of testing, however, the majority send a portion of the sample previously collected. Prior to testing, it’s important for the employer to receive written consent to test and to release the test results only to appropriate personnel.

Other drug testing laws to note

Employers are allowed, as per provisions under the Texas Labor Code dealing with the chapter on Employment Discrimination, to practice a policy prohibiting the employment of anyone who currently uses or possesses a controlled substance.

In addition, falsification of a drug test is an offense in Texas, with the person committing the act of using substances or devices to falsify drug tests guilty of a Class B misdemeanor. Furthermore, those aiding or delivering substances intended to falsify the test for drugs are guilty of a Class A misdemeanor.

Furthermore, any employee claims for workers’ compensation insurance coverage may be denied for employee injuries in which the cause is due mainly to the employee being in a state of intoxication.

Medical marijuana law

The state of Texas has no law that legitimizes the use and possession of medical marijuana. However, SB 339 was signed into law by Governor Greg Abbot. The law is called the Texas Compassionate Use Act because it allows some qualified patients to use and possess low-THC cannabis and marijuana with 10% or more cannabidiol (CBD) and up to 0.5% tetrahydrocannabinol (THC). The law stipulates that dispensing organizations are allowed to process, cultivate and distribute low-THC cannabis to qualified patients.

Furthermore, the law mandates that all participating, qualified medical doctors register and include information such as recommended dosage, means of administration, and the quantity of low-THC cannabis prescribed to the patient. If the prescription is issued to the patient, this includes delivery to the patient by the marijuana establishment.

There are limitations.

  • Only patients prescribed to take low-THC cannabis by a registered physician under particular conditions are qualified.
  • There must be a diagnosis of intractable epilepsy.
  • The patient must be a permanent resident of Texas.
  • Patients must have undergone at least two approved treatments by the US FDA but not improve.
  • All other means of FDA-approved treatment available for the patient are exhausted.
  • A qualified patient may only possess the amount of low-THC cannabis prescribed by his physician.

Recreational marijuana law

The use and possession of marijuana in Texas are both illegal. Texas lawmakers voted against legalization in 2017. However, advocates are hopeful to see it come to a vote in 2020 with a different result.

Currently, the penalty for possession of marijuana depends on the amount of marijuana a person has and how he intends to use it. Penalties for marijuana possession include treatment for marijuana addiction, fines, and incarceration. Convicted adults are most likely to face jail time, while minors may be sent to a juvenile center

Effects on workplace drug testing

Unlike some U.S. states, Texas legislation does not require drug testing of people employed in private businesses. This means that private employers may or may not conduct drug testing for applicants and employees. Federal laws on drug testing apply to federal grantees and contractors, as well as those employed in safety and security-sensitive work.

The Department of Transportation

The purpose of the DOT is to ensure the safe travel of the general public by land, sea, or while in the air. There are a number of administrations in place to oversee the process.

  • Federal Motor Carrier Safety Administration (FMCSA)
  • National Highway Traffic Safety Administration (NHTSA)
  • Federal Aviation Administration (FAA)
  • Federal Railroad Administration (FRA)
  • Federal Transit Administration (FTA)
  • Maritime Administration (MARAD)
  • Pipeline & Hazardous Materials Safety Administration (PHMSA)

FMCSA Clearinghouse

On January 6, 2020, the FMCSA Clearinghouse opens for business. The database was designed to eliminate the possibility of drivers continuing to work in the industry while having outstanding drug or alcohol violations. As a matter of fact, employers that fail to register prior to January 6th will be out of compliance.

Employers must query the database for all prospective employees searching for information related to unresolved drug or alcohol violations. Additionally, until January 6, 2023, employers must continue to contact previous employees listed in the applicant’s work history to inquire about violations. After the three year period, employers need only to access the database.

The DOT drug test

The DOT drug test is a standard 5 panel urine test, meaning that it tests for 5 of the most commonly abused drugs found in the workplace. They are:

  • Amphetamines—methamphetamine use also yields a positive result
  • Cocaine
  • Marijuana
  • Opiates
  • PCP (phencyclidine)

However, in January 2018, the DOT added an extended opiate panel. The DOT drug test now identifies four semi-synthetic opioids.

In addition to extending the test panel, the DOT has officially requested that they change the drug testing method to the hair follicle drug test. The request is making its way through the chain-of-command and the official go-ahead is expected soon.

Drug testing methods

Post-accident policies often call for blood testing. However, employers rarely use them for other drug testing scenarios. They’re expensive, intrusive, and must be administered in a proper medical setting by trained staff.

Laboratory testing consists of two sets of tests. An immunoassay (IA) test determines if the specimen tests positive or negative. Subsequently, those that yield a positive result go on for confirmation testing. The gas chromatography/mass spectrometry (GC/MS) test identifies the specific drug and the level contained in the specimen.

Urine drug test

Employers submit more than 55 million drug tests each year and at least 90% of them are urine tests. They’re cost-effective and, quite frankly, what employees expect.

Due to the privacy required for the test, there is a risk of someone exchanging the specimen or adultering it in some way. However, continuing advances in both testing technology and laboratory equipment are making it increasingly difficult for those who try to falsify a test.

Urine tests identify drugs for varying amounts of time. Most drugs show up on the test from within a few hours of use up to a few days or weeks. Marijuana, on the other hand, can stay in the system for over 30 days if used heavily for an extended period of time.

Employers receive urine test results in less than a week.

Saliva drug test

The saliva or mouth swab drug test makes it virtually impossible to pull a fast one and switch the specimen because the test subject is never out of the administrator’s sight. And, as for falsifying the results—There may be products out there touting to wipe away any trace of drug metabolites in the mouth and internet claims that doing this or that with something you have at home will work, but none of them are true.

The body constantly produces saliva, therefore, the swab collects the drug metabolites found in it.

This test is handy for detecting recent drug use and most often used for random drug testing. For instance, some law enforcement agencies use a mouth swab drug test when they suspect a driver of impairment during a routine traffic stop.

Test results return in just a few days.

Hair follicle drug test

The hair follicle test affords employers the longest detection period by far because this test identifies any and all drug use for a full 90 days!

Drug metabolites store themselves throughout the body until excretion. Some of them wind up in the hair follicle and actually grow out into the hair shaft. They become infused with the hair and leave a permanent record of drug use. Therefore, claims that a certain shampoo or wearing a mixture of vinegar and acne medication—or some such nonsense—on your hair for a couple of hours will strip all signs of drug use are false.

It takes a bit longer to receive the results, but employers have them in hand in about a week.

About detection windows

While it’s understandable that the body metabolizes different drugs at different levels, why is it that a specific drug is identified in one person longer than another?

Genetics has a lot to do with it.

Our bodies metabolize everything we ingest. However, the speed at which it happens depends entirely on the individual.

There are external factors as well.

  • Dosage and frequency of use
  • Drug potency
  • Body mass index
  • Overall health
  • Age

Identifying drugs

We have the ability to identify all types of drugs from those most commonly abused to “specialty” drugs such as bath salts, steroids, or synthetic marijuana no matter which testing method you choose.

Not sure which drugs to test for?

We offer a variety of standard drug tests. Our 5, 9, 10, or 12 panel drug tests offer a wide variety of choices. Furthermore, our customers aren’t limited to testing for only those drugs listed on the panel. We offer you the option of replacing something on the panel with a different choice. It’s also possible to extend your panel, as the DOT did with synthetic opioids for instance, or even create a totally unique drug test from scratch.

Employee FAQs

What drugs do they look for on a pre-employment test?

Employers typically use a standard 5 panel drug test because they’re the most cost-effective. The 5 panel test typically includes amphetamines, opiates, marijuana, cocaine, and PCP. However, the DOT drug test also includes four synthetic opioids. Furthermore, employers of the general workforce are free to choose the number of drugs on the company drug test.

If there isn’t notification of a drug test in the ad, does that mean there won’t be a drug test to get the job?

Not necessarily. Texas doesn’t restrict or in any way prohibit employee drug testing in the general workforce. so there’s no set rule on the matter. Typically, though, most employers include the fact that there’s a company drug test in the employment ad.

I have to report for a random drug test first thing in the morning. Is it better to fail the test or refuse?

Most company policies dictate treating a refusal to test in the same regard as a failed drug test.

Am I allowed to access the Clearinghouse to see if there is any information on me?

Yes. Drivers can register and access the database any time free of charge.

If I move to another state, is the Clearinghouse going to link my new CDL to my old one?

If there’s a drug or alcohol violation in one state, the database will report it to someone who’s inquiring about a driver in another.

How long does the database retain information relating to unresolved drug or alcohol violations?

The Clearinghouse retains any information pertaining to drug or alcohol violations for a period of five years or until the driver resolves the situation, whichever is longer.

The Clearinghouse retains documentation regarding a drug or alcohol violation resolution as well.

If there’s incorrect information recorded in the Clearinghouse about me, can I get it corrected?

Yes. Drivers may petition the Clearinghouse in the event of an error, however, only in an attempt to have inaccurate information corrected. A driver may not dispute the accuracy or validity of drug test results or refusals.

Does the Texas public school system drug test?

There is no state policy requiring that school district employees submit to drug testing. However, it isn’t out of the question as each district is free to make that decision.

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