Last updated: December 6, 2021
Want to ensure a safe and drug-free workplace in Alvord? A drug testing program can help you do just that so that you can improve workplace safety, increase productivity, and you may even receive a discount on your workers’ compensation insurance. Many states offer the incentive, and the discounts ranges from four up to ten percent.
USAMDT provides numerous drug screening services for your business throughout the Alvord, TX area that enable you to screen out new employees with a substance abuse issue, discourage current employees from using drugs, and identify those who do. All while ensuring DOT compliance if you’re regulated, or just freeing you up to focus on other aspects of your company if you’re not. And we can conduct drug testing at your location or ours, 24/7/365.
Unlike old-fashioned labs, we’re available 24/7—and we come to your business to minimize downtime. When we’re managing your entire drug testing program, you get all of the benefits without dealing with the administrative details. With us in charge, you can be sure your employee drug testing is done on time, every time, no matter where your employees are or when you need them tested.
You don’t need to interrupt the employee’s sleep cycle to go to a testing laboratory during regular business hours. Never again will you have to pull workers off-site for a drug test at a facility leaving the crew short staffed. We arrive on-site—no matter where it is—totally prepared to professionally administer the test.
When should you perform drug testing
If you are regulated by the DOT, you must adhere to particular laws on workplace drug testing. Many employers for non-DOT-regulated companies use these same guidelines when developing their own drug free workplace program.
USAMDT offers Alvord employers a program that customizes your drug testing policies to meet your unique needs. We’ll even develop and then implement your policy, and provide employee education and staff training at your request.
There are many reasons to conduct workplace drug testing, including:
Pre-employment drug testing
The Department of Transportation requires an employee to have a negative drug test result on file before a driver is permitted to drive. Many employers for the general workforce require pre-employment drug testing before a new employee begins work as well.
Random drug testing
Most people associate random drug testing with DOT regulations, however, it’s also used in other industries too. The department requires all safety-sensitive employees to have their names added to a random pool. The pool is used to randomly generate a list of employees who are required to take a drug test.
DOT drug testing
The Department of Transportation requires that all safety-sensitive staff are drug tested before they operate a commercial motor vehicle (CMV). In addition, drivers are entered into the random test pool and may be called up for drug testing periodically throughout the year. Post-accident, probationary, reasonable suspicion, and return to duty testing are also required.
The DOT requires a urine test and looks for the following drugs:
- Amphetamines and methamphetamines
- Opiates including synthetic opiates
Reasonable suspicion drug testing
Your management personnel must be trained to spot substance impairment. If they believe someone is under the influence, they should know the company policy and have everything documented before approaching the employee. The suspected employee must then report for drug-testing immediately.
Post-accident drug testing
If there is a workplace accident, drug testing all employees involved can help identify who is to blame and protect you from legal liability.
Return to duty drug testing
A registered SAP (Substance Abuse Professional) works with the driver, or other safety-sensitive employees, who have tested positive for drugs. The SAP signs them off as able to return to work after the safety-sensitive employee has a negative drug test result.
Drug testing methods
We can perform drug tests throughout Alvord using a variety of different methods, depending on your circumstances. Each method has pros and cons, and you should talk to one of our specialists if you need help deciding which is best for you.
All test specimens undergo an initial screen. The immunoassay (IA) test determines a positive or negative result. Most drug tests are negative and this cost-efficient test saves employers money because no further testing is needed.
Tests registering a positive result go on for confirmation testing. The gas chromatography/mass spectrometry (GC/MS) test confirms the positive result by identifying the drug and the level contained in the sample.
The industry standard is the urine drug test. (This is currently the only method the DOT will accept.) Urinalysis is fast, simple, and inexpensive, but it does come with a few drawbacks.
You need access to a private bathroom, and you have to disable both the sink and toilet, and pour a bluing agent in the water in the toilet bowl. Privacy concerns may also present a challenge because a test must be performed by an administrator of the same gender.
In addition, the privacy factor also provides an opportunity to attempt to cheat the test by adulterating the specimen, which creates a negative dillute or positive dillute drug test result, or even substituting the specimen entirely. However, technological advances in both testing procedures and lab equipment make it increasingly difficult for drug users to succeed.
This testing method identifies drug use from about a half-hour of ingestion up to a few weeks after the last use. Chronic marijuana use is an exception to the rule. Regular users can test positive for over thirty days. You can learn more here: How Long Does Marijuana Stay in Your System?
Employers receive test results in a few days.
Mouth swab / oral fluid
This method of drug testing is relatively newer than other methods, yet is still just as accurate as a urinalysis. It’s also just as fast, easy, and inexpensive. It offers the smallest window of detection though. Still, it drug-testing most drugs within just a few minutes of use. It only detects drug use for a period of up to 72 hours prior to the test.
The most powerful advantage of mouth swab drug testing is that it can be administered literally anywhere—even in plain sight of staff. The test only requires putting a mouth swab between the lower cheek and gum. The employee holds it in place until it is saturated. The entire process usually takes less than. Despite the claims we hear many drug users make, the only way to pass a mouth swab drug test is to not use drugs.
Results are received in just a few days.
Because it identifies recent drug use, it’s becoming a popular choice for random drug testing. In fact, the HHS (The Health and Human Services Administration) approved the use of this test as an alternative drug testing method for all federally mandated employers as of January 1, 2020.
At this time, it’s uncertain whether or not the DOT will incorporate the test into its regulations.
The less common hair follicle drug test offers the same ease as mouth swab testing, however, it’s more expensive.
The fact that it offers a 90-day period of detection overrides the additional cost in the eyes of more and more employers. In fact, the DOT officially requested that the hair test replace the urine drug test. The request is working through the chain-of-command and many expect to hear the final decision soon.
This test requires the administrator to clip a small (less than 1” wide) section of hair, preferably from near the base of the scalp, and secure it in a zipper-lock plastic bag. While this testing method is simple and convenient, some staff may have an issue with having their hair cut.
Body hair can be used instead and is tested by volume rather than length. Administrators gather enough hair to equal the size of a cotton ball about an inch in diameter.
Body hair provides a longer detection window than head hair. Hair collected from an employee’s head can detect drug use for up to 90-days, while hair collected from the body will detect drug use for about a year.
The hair test can’t detect current impairment or very recent drug use.