YOUR TESTING EXPERTS: WSS is committed to providing the knowledge your team needs to create a safer workplace.
MUST AN EMPLOYEE LOSE HIS OR HER JOB IF HE OR SHE TESTS POSITIVE OR VIOLATES DRUG AND ALCOHOL TESTING POLICY?
This is why it is crucial to have a drug and alcohol policy in place before drug testing begins. The company policy determines if the employee needs to be removed. However, in all cases it is the employer’s responsibility is to immediately remove an employee from a safety sensitive operation.
WHAT IS THE DIFFERENCE BETWEEN A 5-PANEL AND A 10-PANEL DRUG TEST?
Either panel can be built by the client, but the standard panels test the following drugs:
5-Panel Drug Test: 1AMP-Amphetamines, 2MET-Methamphetamine, 3OPI-Opiates, 4PCP-Phencyclidine, 5THC-Marijuana
10-Panel Drug Test: 1AMP-Amphetamines, 2BAR-Barbiturates, 3BZO-Benzodiazepines, 4COC-Cocaine, 5MDMA-Ecstasy, 6MET-Methamphetamine, 7MTD-Methadone, 8OPI-Opiates, 9PCP-Phencyclidine, 10THC-Marijuana
DO I NEED TO HAVE A WRITTEN POLICY IN PLACE TO EXPLAIN MY PROGRAM?
Yes. The DOT Agencies and the United States Coast Guard require employers covered under their regulations to have policies in place that fully explain their drug and alcohol program. You must not only have a policy, but you must also make it available to employees covered under your DOT program.
WHAT HAPPENS IF AN EMPLOYEE TESTS POSITIVE, REFUSES TO TEST OR VIOLATES A RULE?
You will be immediately removed from your safety-sensitive position and will not be allowed to return to duty until proper treatment has been satisfied and a negative drug result has been submitted.
SHOULD AN EMPLOYEE REFUSE A TEST IF THEY FEEL THEY WERE SELECTED UNFAIRLY?
Never refuse a test. Take it if you are selected. Wait until after the test is taken and submitted to communicate with your current employer or DOT agency in the form of a letter stating you committed to company policy and procedure.
WHAT IF AN EMPLOYEE HAS A MEDICATION OR OVER-THE-COUNTER DRUG PRESCRIBED TO THEM?
You are allowed to consume medication or an over-the-counter drug as long as minimum standards are met with an adequate physician who has prescribed this medication or over-the-counter drug using best practices in adhering to best possible treatment.
WHICH DRUGS ARE CONSIDERED IN DOT TESTING?
Marijuana metabolites /THC
Amphetamines (including methamphetamine)
Opiates (including codeine, heroin, morphine)
DO I NEED TO PROVIDE EMPLOYEES WITH ANY INFORMATION PRIOR TO PERFORMING SAFETY SENSITIVE OPERATIONS?
You will need to provide you with a company policy along with educational information on drug and alcohol testing and abuse in the workplace. This should help inform employees of current policies and procedures along with regulations and requirements with which to comply.
WHY ARE SAFETY-SENSITIVE EMPLOYEES TESTED?
Safety-sensitive employees are tested for the traveling safety of all, including yourself, your coworkers, and the public. These employees are also tested to enforce a drug and alcohol-free transportation industry.
WHO IS SUBJECT TO DOT TESTING?
Anyone designated in DOT regulations as a safety-sensitive employee is subject to DOT drug and alcohol testing.
WHAT IS 49 CFR PART 40 AND HOW IS IT DIFFERENT FROM THE DOT AGENCY AND USCG REGULATIONS?
49 CFR Part 40, or Part 40, as we call it, is a DOT-wide regulation that states how to conduct testing and how to return employees to safety-sensitive duties after they violate a DOT drug and alcohol regulation. Part 40 applies to all DOT-required testing, regardless of what DOT agency-specific rule applies to an employer. For example, whether you are an airline covered by FAA rules or a trucking company covered by FMCSA rules, Part 40 procedures for collecting and testing specimens and reporting of test results apply to you. Each DOT agency-specific regulation spells out who is subject to testing, when and, in what situations for a safety-sensitive employee.
CAN I BECOME DOT COMPLIANT THROUGH YOUR COMPANY?
Yes, WSS provides a complete DOT program with all forms and training required. In addition, we keep an updated folder for each client to provide the DOT the required documentation in the event of an audit.
LOCATION AND FACTS: FAQ
WHERE IS YOUR FACILITY?
Houston’s East End: 1717 Turning Basin, Suite 148, Houston, TX 77029
ARE RESULTS CONFIDENTIAL?
Yes. Your employer is not allowed to disclose any information without your written consent.
WHAT IS A THIRD-PARTY ADMINISTRATOR?
Consortium/third-party administrators (C/TPAs) manage all or part of an employer’s DOT or non-DOT drug and alcohol testing program. It will include, at times, maintaining required testing records. They perform tasks as agreed to by the employer to assist in implementing the drug and alcohol testing program and help keep the employer compliant with the DOT/FMCSA drug and alcohol testing, state, federal, and other rules and regulations.
WHAT IS A SAP AND DO YOU HAVE A SAP IN PLACE?
Under DOT regulations, SAPs are substance abuse professionals. They play a critical role in the workplace testing program by professionally evaluating employees who have violated DOT drug and alcohol rules. SAPs recommend appropriate education, treatment, follow-up tests, and aftercare. They act as the gate-keepers to the re-entry program by determining when a safety-sensitive employee can be returned to duty.
WHAT IS A MEDICAL REVIEW OFFICER? IS ONE ON-SITE? DO YOU PERFORM PHYSICALS, AUDIOGRAMS, OR RESPIRATORY FIT TESTS ON-SITE OR AT YOUR FACILITY?
A medical review officer (MRO) is a licensed physician with knowledge and experience in substance abuse disorders. MROs must complete training courses and fulfill obligations for continuing education courses; they are DOT-certified and registered on the DOT website. Our MRO is onsite to perform examinations including health history review through physical examination and urinalysis. Yes, we can perform audiograms and respiratory FIT tests at our facility or onsite.
WHAT IS A DER AND WHAT FUNCTION DOES A DER PERFORM?
A DER is a designated employer representative. He/she is your key employee for several drug and alcohol program functions. The DER must be a company employee.
HOW IS A URINE DRUG TEST ADMINISTERED?
The test is administered in three steps: collection, testing at the laboratory, and review by the medical review officer.
WHAT DRUGS ARE TESTED?
We can test for a plethora of drugs at different cut-off levels based on our clients’ needs. We partner with the strongest laboratory for synthetic marijuana testing, medical professional panels, and company-specific panels.
WHAT LAB DO YOU USE?
We use different laboratories depending on the type of testing required: urine, hair, oral fluid, and/or alcohol. Labs we use include Quest Diagnostics, Clinic Reference Laboratories, Omega, Alere, etc. All urine testing laboratories are certified by the Substance Abuse and Mental Health Services Administration (SAMHSA).
HOW LONG DOES IT TAKE TO GET RESULTS BACK?
Turnaround time for lab-based drug screening results is one business day for negative results and 3–5 business days for results which include a medical review officer interview.
WHAT IS THE DIFFERENCE BETWEEN AN INSTANT (POCT) AND A LAB BASED TEST?
An instant test or POCT is defined as Point of Collection Testing, which provides an immediate result utilizing a urine specimen. A lab-based test is testing sent to a laboratory for confirmation. All non-negative (positive) specimens from the initial screen will be confirmed by the lab using a different technique and chemical principle utilizing the initial sample to ensure the reliability and accuracy of the result. All test results will be reported to a medical review officer (MRO) for verification prior to being transmitted to the employee and/or the company.
WHAT IS AN ORAL DRUG TEST?
An oral drug test, also called an oral fluid test, is a type of test which analyzes a saliva sample for parent drugs and their metabolites. An absorbent collection device is placed in the mouth and the saliva collected is screened for drugs of abuse. Oral fluid testing can detect drugs in the saliva in as little as 10 minutes after ingestion, making it excellent for post-accident and reasonable-suspicion testing situations.
WHAT DOES NEGATIVE DILUTE MEAN?
A negative dilute is defined when a lab reports a specimen as dilute. There are certain levels of creatinine and specific gravity that determine the specimen as dilute. This means that the donor has consumed a large quantity of water before providing the urine specimen. Specimens are classified under certain ranges with a normal creatinine concentration of 20 mg/dl and 250 mg/dl. Specimens having values outside these ranges are not consistent with normal human urine and are therefore classified as negative.
HOW LONG DO DRUGS STAY IN YOUR SYSTEM?
These answers depend on metabolism, exercise, and water consumption.
- Alcohol: 3–5 days in urine, and approximately 10–12 hours in the bloodstream
- Amphetamines: 1–3 days in urine, up to 90 days in hair, and approximately 12 hours in the bloodstream
- Barbiturates: 2–4 days in urine, up to 90 days in hair, and 1–2 days in the bloodstream
- Benzodiazepines: 3–6 weeks in urine, up to 90 days in hair, and 2–3 days in the bloodstream
- Marijuana: 7–30 days in urine or longer depending on length and consistency of usage, up to 90 days in hair, and two weeks in the bloodstream
- Cocaine: 3–4 days in urine, up to 90 days in hair, and 1–2 days in the bloodstream
- Codeine: One day in urine, up to 90 days in hair, and 12 hours in the bloodstream
- Heroin: 3–4 days in urine, up to 90 days in hair, and up to 12 hours in the bloodstream
- LSD: 1–3 days in urine, up to three days in hair, and 2–3 hours in the bloodstream
- MDMA (Ecstasy): 3–4 days in urine, up to 90 days in hair, and 1–2 days in the bloodstream
- Methamphetamine (Crystal Meth): 3–6 days in urine, up to 90 days in hair, and 24–72 hours in the bloodstream
- Methadone: 3–4 days in urine, up to 90 days in hair, and 24–36 hours in the bloodstream
- Morphine: 2–3 days in urine, up to 90 days in hair, and 6–8 hours in the bloodstream
ON-SITE TESTING: FAQ
DO YOU DO COLLECTION ONLY?
Yes. WSS is partnered with many third-party administrators around the country.
HOW FAR DO YOU TRAVEL FOR ON-SITE COLLECTIONS?
We travel throughout Houston and its 12 surrounding counties. Wherever you are, we will come to you.
DO YOU ARRIVE ON-SITE?
Yes, we arrive onsite 24 hours a day, seven days per week, 365 days a year in Houston and its 12 surrounding counties.
WHAT ARE THE BENEFITS OF ON-SITE TESTING?
DOT regulations have nothing to do with the hiring or firing process. It is up to the discretion and company policy to determine if the employee needs to be removed. The employer’s responsibility is to immediately remove an employee from a safety sensitive operation. An employee may be subject to losing certain certifications or licenses needed to perform such jobs.
TESTING PROCEDURES: FAQ
WHAT IS CONSIDERED REFUSAL TO TEST?
- Failure to remain at the testing site until the testing process is complete.
- Failure to appear for any test after being directed to do so by your employer.
- Failure to provide a urine or breath sample for any test required by federal regulations.
- Failure to permit the observation or monitoring of you providing a urine sample (Please note: Tests conducted under direct observation or monitoring occur in limited situations. The majority of specimens are provided in private).
- Failure to provide a sufficient urine or breath sample when directed, and it has been determined, through a required medical evaluation, that there was not an adequate medical explanation for the failure.
- Failure to take a second test when directed to do so.
- Failure to cooperate with any part of the testing process.
- Failure to undergo a medical evaluation as part of “shy bladder” or “shy lung” procedures.
- Failure to sign Step #2 of the CCF (Chain of Custody Form).
- Providing a specimen that is verified as adulterated or substituted.
WHAT SPECIMENS ARE COLLECTED FOR DOT DRUG AND ALCOHOL TESTS?
- DOT drug tests are conducted with urine specimens only.
- DOT alcohol screening tests are conducted using either breath or saliva.
- DOT alcohol confirmation tests must be conducted using Evidential Breath Testing Devices (EBTs) that only analyze breath.
WHY WILL EMPLOYEES BE TESTED?
There are five reasons to be tested:
- Reasonable suspicion/cause
DO YOU RUN RANDOMS?
WSS can/will run the random lists through our random algorithm system and provide the client with the complete list for each event. Random testing will help your company diffuse employee discrimination complaints about drug testing. We can provide a company with a computerized random pool from which employee names can be selected for random drug and alcohol testing. Random selections can be done at any time the client desires usually monthly, bi-monthly or quarterly depending on the size and need of the company.
WHAT IS THE DIFFERENCE BETWEEN A REASONABLE SUSPICION AND A SWEEP/BASELINE TEST?
Reasonable-suspicion testing is based on specific contemporaneous articulable observations of individual employee conduct, behavior, and appearance or body odors. The observation must be conducted and documented by a supervisor who has participated in training on the signs and symptoms of alcohol misuse, drug abuse, and requirements for reasonable-suspicion testing. It is recommended that both a drug and alcohol test are completed in these situations.
Sweep/baseline testing is for a client who is interested in implementing a drug policy when it is either nonexistent or altered in order to create a better drug-free workplace program. To start a new program, all employees are tested in order to establish a baseline and enforce a drug-free environment.
STEP 1: EMPLOYEE TRAINING
Proper employee education and training will result in refining the terms of the drug-free workplace policy and procedures while enforcing consequences for violation. Educated employees ultimately work toward success and cooperate as a team to efficiently and effectively manage a drug-free workplace. Once employees are educated about how to foster a drug-free workplace, they are more likely to boost morale while increasing productivity and help identify those coworkers in need of assistance.
WHAT IS A NON-CONTACT POSITIVE?
What is a non-contact positive? You may have seen this result on a recent drug test and had questions. It sounds a bit cryptic, but it’s actually very simple.
When a drug test is positive, meaning a drug of abuse was detected, the result goes to our Medical Review Officer (MRO). The MRO is a doctor with special training. Part of the MRO’s job is to validate any positive drug tests.
Generally this means contacting the donor to ask for explanation. If the donor can provide a valid prescription (which the MRO verifies with the pharmacy) or other reason a drug test result may be positive, then the MRO may report a negative result.
If the MRO is not able to contact the donor within a specific amount of time, then the result is reported as a Non-Contact Positive. The only reason for a WSS Non-Contact Positive is that the donor does not answer the phone or call back. We will work with you, the employer, to ensure that every attempt to contact the donor is made, so there's no issues such as illegible forms or invalid phone numbers creating Non-Contact Positive results.
What we see most often is that the donor knows she failed the test and avoids the call.
Other drug testing companies may report a non-contact positive for issues with the form. Some possible reasons the MRO may not be able to contact the donor include poor legibility on the Custody and Control Form. That is, if a paper CCF was used for collection and the MRO cannot accurately read the donor’s phone number, then the donor cannot be contacted.
In any case, a result must be reported, and if no donor contact is made, then it’s reported as a Non-Contact Positive.