DOT Alcohol and Drug Testing Services
Develop and Implement Ongoing Dot Drug and Alcohol Testing Programs
As an employer, you are required to follow specific rules and regulations to keep your business safe and productive. To ensure that your employees maintain a healthy lifestyle and are productive members of your company, we offer Houston’s most accurate dot drug and alcohol testing programs on an on-going basis.
This program not just helps you to identify the drug or alcohol abuse at your workplace but also enables you to keep an eye on the unhealthy substance abuse habits of your employees. You may schedule your dot drug and alcohol testing programs online by completing the details while making an appointment form at Houston drug testing facilities.
Offering A Full Range of DOT-Compliant Drug Testing Solutions
Whether you need DOT or TDLR drug and alcohol testing in Houston, blood testing, physical exams, or background testing for employment, Our Local Dot Drug testing Houston facilities have you covered with our comprehensive employer testing solutions. Our dot testing services are accurate and reliable, enabling you to worry less about your employees and focus on what matters most to your business.
Dot Drug Testing in Houston With our reliable, effective, and affordable Dot compliant testing program, you can ensure a drug/alcohol-free workplace. We offer a variety of employer testing solutions in Houston that helps you in maintaining a healthy and safe culture in the workplace. We use various testing methods such as urine, hair, blood, breath, nail, saliva, etc. to provide you the most precise results in a timely manner.
Why Optimal Lab Test for Employer Solutions?
- Collectors certified under D.O.T 49 CFR Part 40
- Customized drug and alcohol polices
- On-site testing
- TDLR regulated testing
- D.O.T Physicals
- Hair follicle / nail testing
- Pre-employment, random, post-accident, and other testing
- Nationwide collection site database
- 24 hour emergency response
- Ten minute test instant results
- D.O.T approved urine and breath alcohol testing
- Medical Review Officer for presumptive positive results
- ETG test blood/hair/saliva/nail
Pre-Employment
Pre-employment drug testing may be done prior to hiring an individual for or prior to an individual being placed in or returned t o a safety-sensitive position. The regulations state that the employee cannot be placed in a safety-sensitive position until such testing has been performed, and a negative result has been obtained. We work hard to keep your program cost effective and secure from court challenges and main tain excellent customer service.
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Post Accident
A covered employee may be required to submit a urine specimen for drug testing if the employee’s performance either contributed to or cannot be discounted as a contributing to or cannot be discounted as a contributing factor to an accident. In such cases, guidelines require that the employee submit a specimen as soon as possible after the accident. Some federal agencies have specific time limits by which the specimen must be collected.
Return to Duty
A covered employee may be required to submit a urine specimen for drug testing if the employee’s performance either contributed to or cannot be discounted as a contributing to or cannot be discounted as a contributing factor to an accident. In such cases, guidelines require that the employee submit a specimen as soon as possible after the accident. Some federal agencies have specific time limits by which the specimen must be collected.
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Random
Employers who are subject to DOT regulations must randomly select and test a fixed percentage of their covered workforce each year. Covered positions are those that have been designated as safety sensitive. The percentage tested may vary from year to year depending on the detection or increase of the positive test rate within a specific industry such as the railroad or airline industry. The Federal Agenci es determine the random testing rates for their particular industry
Reasonable Suspicion / just cause
If an employee is suspected by his/her employer of using a prohibited drug, the employee may be required to submit to drug testing. The decision to have such a test conducted generally requires two of the employee’s supervisors to substantiate and concur that some physical behavior or performance indicator constitutes reasonable suspicion of probable drug use. At least one of these supervisors must have rece ived training in detecting the symptoms of possible drug use.
Follow Up
An employee who has returned to duty in a covered position after a negative return-to-duty test, may be required to submit to a series of unannounced tests, as determined by the Medical Review Officer of Substance Abuse Professional. These tests may be performed over a period of time and at random frequency. Limitations on such testing vary between agencies.
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