Post Accident Drug/Alcohol Testing (DOT and non-DOT)

 

An employee who is involved in an on-the-job accident (vehicular or otherwise), which may have involved human error and may have caused a fatality, injury, or property damage, may be tested for drugs and/or alcohol using either a saliva or urine specimen.

 

Pre-Employment Testing

 

A candidate for employment must pass a drug and/or alcohol test as a condition for employment. This test can be administered: 1) as part of the application process, before an offer of employment is made; or 2) as part of the hiring process, after an offer is made but before the employee begins work. A hair sample is an excellent specimen choice for this test.

 

Random Drug/Alcohol Testing

 

The testing of employees who are chosen using a “neutral-selection” basis without advance notice. This is accomplished when an employer chooses a specific percentage of participants to be tested from the total number of employees. Those chosen, using a blind computer-generated selection process along with a small number of alternatives, will be drug tested with no advanced notice. Random urine testing is an excellent choice to help ensure a substance-free workplace.

 

Reasonable Suspicion/Cause Drug/Alcohol Testing

 

The “cause” required is an objective, factual, individualized basis for testing, such as when an employee’s behavior or physical appearance suggests use or possession of drugs and/or alcohol. This may also include alcohol on the breath, unusually slurred speech, lapses in performance, inability to respond to questions and physical symptoms of alcohol or drug influence. Either urine or saliva may be used for testing.