Types of tests

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Pre-Employment Drug Testing

This is the most common form of testing. In this type of testing, a job applicant is normally asked to take a urine drug screen as part of the application procedure. If applicants fail the test, they are not given a job with the company. Most employers use a standard five-panel test of "street drugs," consisting of marijuana (THC), cocaine, PCP, opiates (such as codeine and morphine) and amphetamines (including methamphetamine). Some employers use a 10-panel test, which includes prescription drugs that are legal to possess and use. Employers can also test for blood alcohol levels.
Although each drug and each person is different, most drugs will stay in the system about two to four days. For chronic users of certain drugs, such as marijuana or PCP, results can be detected for up to 14 days, and sometimes much longer. Sedatives such as Valium may stay in the system for up to 30 days.
To avoid the complications from "second hand" marijuana smoke, most labs will set a higher threshold before reporting THC in the system.
Most employers will require an applicant to give the urine sample within a specific period of time, so that a drug user does not wait until the drugs leave the system.

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Post Accident Drug Testing

This type of testing uses for testing employees after an accident (or other incident) on the job.
This test is not necessarily to cause the employee to lose his or her job, but rather to protect the company from liability in the event that the individual is under the influence at the time of the accident. If drugs or alcohol are detected in body, the argument can be made in court that the individual was intoxicated on the job, and for that reason, the company should not be held liable for injuries sustained by the employee.
For detect drugs or alcohol may use only blood or saliva for testing, it detects present drug use.
This form of testing dramatically reduces the number of on-the-job accidents.

Random Drug Testing

Random drug testing is the best way to make sure your employees comply with your drug testing policies. If your employees know they're subject to frequent and unpredictable drug tests, they're more likely to avoid drugs altogether. Random drug testing is a major deterrent for frequent drug users who are looking for employment.

All drivers are considered for random testing each time selections are made. The
possibility exists that some drivers may be selected several times for testing and other
drivers may not be selected at all. Additionally, some drivers may be required to test
for alcohol and controlled substance and some drivers may only test for one. There are
different criteria for the random alcohol and controlled substance testing:
1. At least ten percent (10%) of the covered employees will be randomly tested for
alcohol per year.
2. At least fifty percent (50%) of the covered employees will be tested for controlled
substances per year.
These percentages may be adjusted annually by the federal regulatory agencies.

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Reasonable Suspicion Drug Testing

Reasonable suspicion testing is required when the supervisor has reasonable cause to believe that a person may be impaired as a result of drug or alcohol use. The supervisor's assessment is based on personal observation of the driver's behavior.

Behavioral observations may include:
- The odor of alcohol on the employee's breath;
- Erratic behavior;
- Unsteady gait, etc.

Where possible, the supervisor's observation should be corroborated by another person.

Return-To-Duty Testing

Return-to-duty testing is a means of enabling employees to come back to work after testing positive for drugs of abuse and subsequently completing an employee assistance program and/or similar substance abuse recovery program.

Follow-up testing

Employees returning to work following treatment for drug and/or alcohol abuse will be subject to unannounced follow-up alcohol and/or controlled substance testing as directed by a substance abuse professional. Employees with a follow-up test result indicating some alcohol concentration shall be subject to disciplinary action including probable dismissal from employment. Employees with a follow-up test result indicating a positive controlled substance result shall be subject to termination from employment.