If you or your workers operate certain commercial vehicles in the . (such as buses, trucks, or a transporter of hazardous materials), you may be a . DOT-regulated employer, where testing is mandatory. Certain railway workers, pipeline workers, aviation workers, and marine industry workers may also fall into this category.
If you and your workers are not impacted by . DOT regulations, you are a non-regulated employer. We call these companies “Workplace” clients.
Government and the Community »
If you are a municipality, provincial or federal government agency, or a charity or non-profit group, find information here on our testing programs.
Child Protection Agencies »
If you are a child protection agency that requires drug and/or alcohol testing, you’ll find information on our objective and defensible testing services here.
If you suspect someone close to you of using/abusing drugs and/or alcohol, if you are legally required to be tested, or if you want to demonstrate your alcohol and/or drug-test status, you’ll find information on our services here.
1. Lynds, Corinne. “Combatting alcohol and drug use in the workplace.” Canadian Manufacturing, 14 October 2009. Web. 23 July 2013.
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Drug testing is only one component of a comprehensive drug-free workplace program, which also includes a written policy that clearly outlines employer expectations regarding drug use; training for supervisors on the signs and symptoms of drug use and their role in enforcing the policy; education for employees about the dangers of drug use; and an Employee Assistance Program (EAP) to provide counseling and referral to employees struggling with drug problems. DOL’s online Drug-Free Workplace Advisor helps employers develop customized drug-free workplace policies (that may or may not including drug testing) by reviewing the different components of a comprehensive policy and then generating a written policy statement based on the user’s responses to pre-set questions and statements. (An organization’s name and logo can be incorporated and further modifications to the statement made if desired.) If an organization already has a drug-free workplace policy in place, this tool can be used to ensure it addresses all necessary issues. Because it is important to understand and incorporate the various state and Federal regulations that may apply, it is also recommended that legal consultation be sought before commencing a drug testing program.