Minot
Monday – Friday, 7 am to 5 pm

New Town
Tuesday – Thursday, 8:30 am to 4 pm

DRUG & Alcohol Testing \ Background Checks
Serving Customers nationwide – 24/7

Access a network of drug testing locations and track your drug tests via phone or computer from start to finish.

Access a network of drug testing locations and track your drug tests via phone or computer from start to finish.

701.839.4730

Emergency Call: 701.240.0550

northerntesting@drugtestminot.com

2201 15th St SW Minot, ND 58701​​​​​​​​​​

Click here to Apply Online for the Hazardous Materials Endorsement Threat Assessment Program

Click here to Apply Online for the Transportation Worker Identification Credential, also known as TWIC®

Consortium & Third Party Administrator (TPA) Services

Consortiums for DOT and Non-regulated random pools are managed in house. We will not contract your services out. We use an internet based program where you can choose to manage your employee information or our expert staff can manage it for you. This program allows you to update personnel, view outstanding random draws, print and review test results as well as customize reports. Monthly, quarterly, semi-annual, annual, or custom random draws can be set.

Northern Testing gives you the same personalized service you expect employees to give your customers. Consortium members receive free consulting along with policy development and review, if needed.

Needing technical advice or clarification? We’ll research the regulations and find an answer for any question regarding 49CFR, Parts 40, 382, 383, and 391.

You tell us what you want, and we will create it, insuring your program meets applicable regulations. Your Third Party Administrator (TPA) should not be dictating the parameters of your program.

Testing Services

For Northern Testing, Inc., registered customers, tests can be scheduled by clicking the button below.

Electronic & Paper Forms

Northern Testing, Inc., utilizes both electronic and paper drug test forms. Electronic forms can be created using either the or . We can use a paper Chain of Custody Form if you prefer the “Classic” method of testing.

For Northern Testing, Inc., registered customers, tests can be scheduled by using this link: Schedule A Test!

If you are not registered with Northern Testing,
please Contact us!

DOT Testing

The DOT drug test is the mandated urine drug test for all Federally Regulated employees. This includes FMCSA, FTA, PHMSA, FAA, Coast Guard and FRA. This drug test panel consists of marijuana, cocaine, amphetamine, opiates and phencyclidine (PCP).

Urine Collection Services

Collections performed for any employer, using any laboratory. We carry supplies for Alere, CRL, Quest, LabCorp, MedTox, Paml, OneSource, etc… We’ll alter Custody and Control forms to match your company information for that one-time test when your employee is far from home. 

New Substances of Abuse

We also offer testing for substances that until just recently were unavailable. Our laboratory constantly updates their technology to keep up with the latest recipes and substances used in the illegal manufacture of drugs such as bath salts, Fentenyl, and synthetic marijuana (aka K2 or spice).

Training

Training can be provided at your location (subject to travel costs) or at our Minot facility. Training subjects include:

  • Reasonable Suspicion Training for Supervisors
  • Understanding your roll as a Designated Employer Representative (DER)
  • MSA Controlled Substances Requirements (Oilfield) Explained
  • DOT Urine Collector Training
  • DOT Breathalyzer (LifeLoc) Training (BAT)
  • Hair Collection Training

Alcohol Testing

Northern Testing has breathalyzers that are both portable and meet DOT regulation for an evidential machine. We can test for alcohol in our office, at your shop or anywhere you need a test done.

Urine Alcohol Testing, (EtG) can be added to any drug test panel. This is used primarily by parents and Courts. EtG, is a metabolized alcohol detected in the urine up to 80 hours after consumption of alcohol.

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Non DOT Testing

Non-DOT test panels can be any configuration of substances you wish. Most frequently, they are either a 5- 9- or 10-panel drug test. These consist of any combination of marijuana, cocaine, opium, phencyclidine (PCP), benzodiazepine, barbiturates, oxycodone, oxycontin, amphetamine, meth-amphetamine, methadone, ecstasy and many, many others.

Hair Testing

Northern Testing, Inc. can perform hair collections for Quest, Omega, and Psychemedics. Your test may be 5,7,9 or 13 panel hair tests, and include expanded opiates, if required. Contact us for testing options.

DNA Testing

We are proud to provide DNA testing for paternity purposes that will stand scrutiny by the courts. It is a simple, non-invasive cheek swab so no needles or blood draw is necessary. DNA testing for ancestry purposes is also available.

Saliva Testing

Northern Testing, Inc., provides Saliva collection and lab testing for Non-DOT applications. We offer either a 5-panel or 9-panel oral fluid test for Non-DOT drug testing.

The US Health and Human Services Department, which controls the Mandatory Guidelines for DOT Drug testing regulations has added oral fluid specimen testing to Federal Workplace Drug Testing Programs. The US Department of Transportation (DOT), under Federal Law, must follow these guidelines. However, regulation has not yet been written to define oral fluid (saliva) testing for controlled substances in a DOT drug test. More information will be posted as it becomes available.

Driver Qualification Files

Companies that employ DOT drivers must maintain a Driver Qualification File (DQF) for each DOT regulated driver. The DQF includes a Driver Application (in compliance with 391.21), copies of current commercial drivers’ license, medical card, and annual motor vehicle record received from the State in which the driving license was issued.  The file also includes an annual listing or a violation certification relating to any citations (other than a parking ticket) the driver has received in the prior 12 months.  We’ll contact the previous employers for any safety issues and drug & alcohol testing history within the last three years.

Northern Testing makes this job easy, convenient and economical.  After completing the background, we will create a driver qualification file and send electronically or mail in a 6-part classification folder. By having us do all the paperwork, you are able to focus your efforts on training new drivers.

Background Checks

We offer the following services:

  • Driving records.
  • Criminal background checks.
  • Local and national sexual predator search.
  • ​Social security address trace.
  • ​Tenant Credit Check.
  • Eviction Check and Employment Credit History.
  • ​Credit Report Check.
  • Package pricing available!

Our Background Reports are completed within 24 hours (a few State searches may take longer). There is no need to wait 2 – 3 weeks for your pre-employment background check to be completed.

Fingerprinting

Northern Testing, Inc., offers 3 separate services for fingerprinting. Electronic and Paper Card fingerprinting is available.

Electronic

, TWIC or Endorsement HAZMAT Tuesdays and Thursdays. To schedule an appointment for
one or more of these services click Here.
Hours of Service: Appointment only 8:30 am – 11:00 am.
Walk-in service (without an appointment) 12:30 pm – 4:30 pm.

Fieldprint

We are a Fieldprint Service Center To schedule an appointments forElectronic Fingerprinting click Here
Hours of Service: Monday – Friday, 8:30 am to 4:30 pm

Manual Paper

Manual paper fingerprinting available, using ink and roll cards.
Hours of Service: Monday – Friday, 8:30 am to 4:30 pm
Closed from 11:30 am to 12:30 pm

We supply FBI Approved (FD-258) cards. If other cards are required, please bring when you come.

DNA Testing

Discover your Family Heritage, or confirm your child’s paternity.

​​GENEALOGICAL DNA TESTING

A genealogical DNA test looks at a person’s genome at specific locations. The results are only to give genealogical information about genealogy or personal ancestry. In general, these tests compare the results of an individual to others from the same lineage or to current and historic ethnic groups. The test results are not for medical use, as a different type of testing is needed. The results will not determine genetic diseases or disorders.

PATERNITY DNA TESTING

DNA paternity testing is the use of DNA profiling or genetic fingerprinting so to speak. This will determine whether two individuals are biologically parent and child. A paternity test establishes genetic proof whether a man is the biological father of a person, and a maternity test establishes whether a woman is the biological mother of a person. Tests can also determine if someone could be a biological grandparent to a grandchild.

DNA testing is currently the most advanced and accurate technology to determine parentage. In a DNA parentage test, the result (called the ‘probability of parentage) is 0% when the alleged parent is not biologically related to the child and the probability of parentage is typically 99.99% when the alleged parent is biologically related to the child.

However, while almost all individuals have a single and distinct set of genes, there are rare individuals, known as “chimeras”. Chimeras have at least two different sets of genes, which can result in a false negative result if their reproductive tissue has a different genetic make-up from the tissue sampled for the test.

Northern Testing, Inc. can provide ancestry and paternity testing at a reasonable cost with a quick turn around. Call us today for additional information, (701) 839-4730 or stop by our Minot, ND location at 2201 15th St SW.

Parent Information​

A Proactive Approach to Drug Abuse Prevention

We’ve spoken to many parents who are frustrated, scared and exhausted from worrying about their children being involved with drugs or alcohol. The prospect that your child may be using illegal substances can be overwhelming. No one ever wants to think that it could be “my child”. One of the biggest mistakes a parent can make is to do nothing.

Children need to know that you love them too much to allow them to go down the wrong path. Testing can help; whether you are trying to prevent, discover or stop drug use. Drug testing, when used with disciplinary consequences, can be an effective way to help keep your children drug free.

Affordable drug testing allows parents to take control before experimentation or peer pressure creates serious problems in school, at home or at work.

Test Options

We offer several inexpensive, accurate, FDA approved drug tests that are easy to use in the privacy of your own home. As a parent, whether you are trying to prevent drug use, discover possible drug use, stop current use, or just be reassured that your teen is on the right road, home testing will help. Knowing the truth is the first step to a solution.

Northern Testing offers at-home drug test kits or you can bring your child into our office for drug and alcohol testing.

We will train you in the best techniques to use when screening your child and give you options for more advanced laboratory testing to confirm your at-home results.

FAQ

Looking for Answers?

Here are a few common questions when it comes to apporaching your children about drug testing.

Am I invading my child’s privacy?

Testing can aid in parenting and is not intended to be an invasion of privacy. Testing can give the child an excuse to avoid peer pressure. They will thank you later, if you keep them drug free now.

What if my teen says the test is wrong?

The tests are 99% accurate, FDA approved and meet the same standards as employers and law enforcement tests. We also offer laboratory confirmation with a doctor reviewing the test results if necessary.

Can my teenager "trick" the test?

There is always that possibility, there are many products sold on the internet, however; we can educate parents on how to detect these products. We will also give instruction on “dilution” techniques and how to prevent this common method used to try to alter the drug test result.

What if my child takes prescription drugs?

Some drugs can present as a positive test and a lab test with a doctors review can separate illegal drugs from legally prescribed drugs. Adderall, for example, will show positive for amphetamine but not show as marijuana or methamphetamine.

Does mouthwash interfere with a breath alcohol test?

Yes. However, testing procedure requires that we wait at least 15 minutes after a positive alcohol test, then give a second test. That allows any “mouth alcohol” (from mouthwash for example) to dissipate. The second test is then the final, confirmed result

Will second-hand Marijuana smoke cause a positive drug test result?

No. Second hand Marijuana smoke in the ambient air is not a high enough concentration of THC to cause a positive drug test result.

The Department of Transportation has created a database for reporting positive drug & alcohol tests
and refusals to test by truck drivers who are required to participate in DOT Drug/Alcohol testing. All
Motor Carriers, including Owner/Operators, must enroll with the Clearinghouse. To enroll click
HERE. Drivers can click HERE to register.

The Clearinghouse is in place to allow Medical Review Officers, Third Party Administrators, Collection
Sites and Employers to report positive drug / alcohol tests and report refusals to test.

It is free to register and takes literally 5 minutes! Don’t fall into an expensive trap by a third-party
website that will charge you a fee to register. Be wary of any company charging a fee to register your
company.

In the past, there was no place to report drivers who, for example, failed or attempted to cheat and
were caught on a Pre-employment test, then applied to another company without going through the
Substance Abuse Professional (SAP) process first. Or, Owner/Operators who failed a drug/alcohol test
but continue to drive. The Clearinghouse will notify the State in which the driver holds his Commercial
Driver’s License and that State will then suspend the driver’s CDL until he/she has completed the SAP
process. The Clearinghouse will make it impossible for a driver to “job hop” when after the driver fails a
drug/alcohol test.

There is a process that we recommend be followed when hiring new drivers:

Once you determine that you want to hire an applicant, you should ask if that applicant is registered
with the Clearinghouse. If so, let us know, we will have the Clearinghouse begin the “Query” process.
Once the Clearinghouse obtains permission from the Applicant, we can then complete the Query. All of
this is done electronically using email. If the Applicant does not give permission, we cannot complete the
Query, and this Applicant is ineligible for hire. You cannot hire a driver who is not registered and/or does
not give permission for a query.

If the Applicant is not registered with the Clearinghouse, then before you hire that Applicant, he/she
must register.

For this process to work, your company must also register with the Clearinghouse and purchase a
“Query package”. Call our office (701-839-4730) or drop by and ask for the Backgrounds Department, if
you need help with getting registered. We can also email information and walk you through it on the
phone for registering if you are having trouble getting registered.

It is a little bit more work, but worth it in the end. The Federal Government is trying to weed out the
problem drivers.

Random Drug and Alcohol Testing

What’s the best tool employers have for deterring drug and alcohol use in the workplace? Random Testing.

Why? Here are some reasons:

  • Saves lives and prevents injuries. 
  • Helps identify employees with substance abuse issues and provide options for their treatment. 
  • Allows employees to say no to illegal drug use/abuse. “No, thanks, I have to drug test at work.” 
  • Reduces employer liability and Workers’ Comp costs. 
  • It is a fair way of testing.

Random Testing Rates & Frequency

What makes random testing so effective is the element of surprise. While employees know they will be tested, they are never quite sure of when, so random selections and testing are performed periodically.

Just prior to performing a random selection, the pool should be updated with a current employee list.

Best practices:

  • Test throughout the draw cycle to not be predictable and try to spread over different shifts.
  • Conduct random alcohol tests anytime during a shift. Not just before and after.
  • The worst thing that could happen is for employees to say, “Yup, the last Friday of every month the second shift gets tested.”
  • All employees should be included in testing, this also means management. It sets a good example if management is willing to also test. 

Every employer shall have procedures in place to ensure that each employee receives no advanced notice of selection. But be sure to allow sufficient time for supervisors to schedule for the administration of the test and to ensure that collection sites are available for testing.

Every employee should be discreetly notified according to your company’s policy, but random testing must also be conducted in strict confidence with a limited number of people having knowledge of the selection list. Why? Because it helps maintain the element of surprise & protects the confidentiality of the employee.

How are employees selected for testing?

Everyone in the pool has an equal chance of being selected and tested in each selection period using a scientifically valid method: computer-based random number generator. This is traceable to a specific employee.

Once an employee is selected and tested, that employee is then eligible to be drawn again the next time a random draw is made.

What happens if a selected employee is not available for testing?

If the employee selected for a random test cannot test because they are on leave and won’t return before the end of the draw cycle or no longer are employed, document the reason and make-up the rate shortfall by making another selection, or make an extra selection during the next selection cycle. Keep in mind, an employee can be tested anywhere across the U.S., at any time, even on leave.

What must employees do when notified of a random test?

Once an employee is notified, he or she must proceed immediately to the collection site. Immediately means that after notification, all the employee’s actions must lead to an immediate specimen collection. Why? For the integrity of the testing process.

What should an employer keep for records?

You should maintain and keep all drug and alcohol testing records confidential providing access only to designate company representatives. Not for general use.  Go to the DOT (HERE)  for more information.

For more detailed information may be obtained by contacting your program administrator or Northern Testing via phone (701-839-4730) or email (Northerntesting@drugtestminot.com).  

Employer Info & Facts

SAP Process for the Employer
The DOT and some non-DOT contracts (such as Oilfield) requires the following specific steps to be taken following a positive test.

1. Removal from safety-sensitive functions (i.e., driving, pipeline) immediately: Even if on the road in another state, he/she must be notified to cease driving as soon it’s safe to do so.

2. Initial evaluation with a DOT-qualified Substance Abuse Professional (SAP): During this face-to-face interview, the SAP will evaluate the employee to understand his/her situation and history. This evaluation allows the SAP to determine what type of activities or treatment the employee must undergo.

3. Education and Treatment Program: The SAP will prescribe a treatment program for the donor based on the initial interview.

4. Follow-Up Evaluation with the SAP: After the employee has completed the SAP’s treatment program, another evaluation must take place with the same SAP. At that time, he/she will determine whether the employee may take an RTD (Return to Duty) test and resume safety-sensitive functions.

5. Follow-Up Test Schedule: The SAP will provide the Designated Employer Representative (DER) with a schedule of Follow-Up Tests, which will include a minimum of 6 tests over the next year, and up to to 60 months follow up testing.

6. Drug Test: Here’s where the RTD comes in. Once the SAP confirms that the employee has successfully completed all requirements, he/she will recommend to the DER that the donor may take an observed RTD test. Once a negative test result is received, the employee may resume safety-sensitive functions.

Follow Up Tests do not replace Random Tests. The employee must also be included in a regular random testing pool and complete any selections he/she may receive. A Random test cannot replace a Follow-Up and a Follow-Up cannot replace a Random, as Random tests are not taken under direct observation.

There is no requirement that the employer must do this. Your only requirement is that you must provide a SAP contact. You do not have to hire or retain the employee. The employee, however, must finish the steps above.

If you choose to keep/hire an employee that has failed a test, the cost can be paid by the company or it can be a requirement that the employer pays. The employee cannot be added to your testing pools until the SAP process and return to duty test have been completed.

SAP Process for the Employee

What will happen to me if I violate a DOT drug & alcohol rule (e.g. test positive, or refuse a test)?
Your employer is required to immediately remove you from performing safety-sensitive functions. You will not be permitted to return to DOT regulated safety-sensitive functions until you have:

1. Undergone an evaluation by a Substance Abuse Professional (SAP). Your employer must provide you with a list of SAPs that you can use.
2. Successfully completed any course, counseling or treatment prescribed by the SAP prior to returning to service.
3. Undergone a follow-up evaluation by the same SAP to determine your compliance with their recommendations.
4. Provided a breath and/or urine specimen that tests negative for drugs and/or alcohol prior to returning to DOT regulated safety-sensitive functions.

You will also be subject to unannounced “Follow-Up” testing for drugs and/or alcohol for at least 6 times during the first 12 months of active service with the possibility of unannounced testing for up to 60 months (as prescribed by the SAP). The Return-to-Duty and Follow-Up drug tests will be conducted under direct observation.

Link to the DOT

https://www.transportation.gov/odapc/employee

List of Some DOT Qualified SAPs 

There are many substance abuse professionals you can choose from. Here are a few places to get started. 

https://www.saplist.com/find-a-sap/
https://www.naadac.org/sap-directory
https://go2asap.com/positive-test/find-a-sap/

Dilute Test Results Information

Negative Dilute Drug Test Result

There are times an employer gets back a negative dilute drug test result. What does it mean that the specimen is negative dilute? Perhaps the donor drinks a lot of water or perhaps the donor is trying to cheat the test.

When the lab reports a specimen as dilute, there are certain levels of creatinine and specific gravity that determine that the specimen may be dilute.  This basically means that the donor consumed a larger quantity of water before providing the urine specimen.  This may be normal for some people who drink an excess of water for health reasons drank a lot of water for fear of not being able to urinate at the time of their drug test collection. Or this may be abnormal as perhaps the donor is drinking an excessive quantity of water in an attempt to cheat on the drug test.  So there is a little bit of “gray” area concerning specimens that are reported as dilute.

Positive Dilute Tests

If the report from your Medical Review Officer (MRO) is Positive Dilute, the results is Positive and the company should follow policy for the Positive result.  The indication that the specimen was dilute is not relevant to the handling of the positive test result.

Negative Federal/DOT Dilute Tests

For negative dilute results, Federal employees or DOT drug testing the following guidelines apply:

In the regulated drug testing program negative dilutes are handled in one of two ways depending on the creatinine levels. 

 

1. When specimens have creatinine levels of greater than or equal to 2 mg/dl but less than 5 mg/dl; Specific Gravity less than or equal to 1.0010 the medical review officer (MRO) will report the results as negative dilute with a requirement that the donor go for a second collection under direct observation.

2. When specimens have creatinine levels of 5 mg/dl or greater but less than 20 mg/dl and Specific Gravity greater than 1.0010 but less than 1.0200, this is a negative dilute and the employer should have a policy on how to handle this situation.  The MRO drug test result report will simply state Negative Dilute. The policy should either be to accept the result as is or to have the donor go for a second collection.  DOT rules (49 CFR Part 40.197) allow the employer to make a decision to re-collect these donors one time under the following circumstances:

• There is a policy statement in place before the fact that allows the practice.

• All employees are treated equally.

• The re-collections are not observed re-collections.

• Only one re-collection is allowed, and the result of the second collection is the result of record, even if it is another negative, dilute.

• The decision to re-collect may vary by reason for test. In other words, an employer may decide to re-collect all pre-employment dilute negatives, but not random dilutes, or vice versa.

NON – DOT Negative Dilutes

The decision on how to handle the non-regulated Negative Dilute drug test is an employer decision.

A dilute specimen is a urine specimen that has a creatinine of greater than 5 mg/dl or less than 20 g/dl and a specific gravity is less than 1.0010 (or greater than 1.0200). These 2 tests are performed on every urine sample that is tested at a Lab. If the specimen meets the above 2 criteria, it is reported as a “Dilute specimen”. When a urine specimen is “dilute”, it is possible that drugs in their system may not be detected. For this reason, we highly recommend employers have a section in their drug testing policy stating that another specimen be collected with minimum advance notice, this will help prevent false negative results. However, the employer may also elect to accept the negative results with the notation “dilute” from the lab. The company policy should be consistent in all cases.

As with DOT testing, there is a highly suspicious level of dilution which would be where the creatinine levels are greater than or equal to 2 mg/dl but less than 5 mg/dl; Specific Gravity less than or equal to 1.0010 the medical review officer (MRO) will report the results as negative dilute with a recommendation that the donor go for a second collection under direct observation.

We recommend a second collection with little advance notice and instructions to not drink an unusually large quantity of fluids before the testing.  For applicants the second test would determine eligibility for employment and should be negative, not negative dilute.  For employees, a supervisor should escort the employee to the test to insure that large quantities of fluids are not consumed.

Sample policy language for regulated and non-regulated drug testing programs is included below.

DOT Policy Language Recommendations

DILUTE SPECIMEN

If the MRO informs the Company that a negative test was dilute, the Company may take the following action depending on Company policy and/or guidance provided by the MRO:

(1) If the MRO directs that a recollection take place under direct observation (i.e., because the creatinine concentration of the specimen was equal to or greater than 2mg/dL, but less than or equal to 5 mg/dL), the Company will do so immediately. Failure of the employee or applicant to submit for this recollection is classified by the DOT as a refusal to test.

(2) Otherwise (i.e., if the creatinine concentration of the negative dilute specimen is greater than 5 mg/dL), the Company will for existing employees:

      1. Accept the negative dilute result as is, OR
      2. Require the employee for a retest upon immediate notification and be escorted by a supervisor.

(3) Regarding a negative dilute (greater than 5 mg/dL on an applicant, the Company will:

      1. Accept the negative dilute result as is, OR
      2. Require the applicant to retest within 24 hours and provide instructions to applicant on how to avoid a dilute specimen.

NOTE: The Company will treat all employees the same for this purpose. The Company may, however, establish different policies for different types of tests (e.g., conduct retests in pre-employment situations, but not in random test situations). The Company will inform its employees in advance of its decisions on these matters.

When such a retest is required after a negative dilute specimen, the employee or applicant will be given the minimum possible advance notice that he or she must go to the collection site. Instructions will be provided on how to avoid a dilute specimen.  The result of the retest will be considered the final result, not the result from the first test.  For current employees required to submit to a return-to-duty test or follow-up test (both of which under DOT regulations must render a negative test result) a second directly observed collection resulting in a negative dilute urine test result will render the final result a “negative” test; and an applicant with a second directly observed negative dilute urine test result will not be eligible for hire under the Company’s uniformly enforced policy.

If the employee declines to take a retest required because of a dilute specimen, the action will be considered a “refusal to be tested” and will be treated the same as a confirmed and verified positive result.  The offer of employment will be rescinded if an applicant refuses to take the retest because of a dilute specimen.

Non-DOT Policy Language Recommendations

DILUTE SPECIMEN

If the MRO informs the Company that a negative test was dilute, the Company may take the following action depending on Company policy and/or guidance provided by the MRO:

(1)    If the MRO directs that a recollection take place (i.e., because the creatinine concentration of the specimen was equal to or greater than 2mg/dL, but less than or equal to 5 mg/dL), the Company will do so immediately. Failure of the employee or applicant to submit for this recollection is classified as a refusal to test.

(2)    Otherwise (i.e., if the creatinine concentration of the negative dilute specimen is greater than 5 mg/dL), the Company will for existing employees:

      1. Accept the result as is OR;
      2. Require the employee for a retest upon immediate notification and be escorted by a supervisor.

(3)    Regarding a negative dilute (greater than 5 mg/dL on an applicant, the Company will:

      1. Accept the negative results as is OR;
      2. Require the applicant to retest within 24 hours and provide instructions to applicant on how to avoid a dilute specimen.
      3. Do not hire.

NOTE: The Company will treat all employees the same for this purpose. The Company may, however, establish different policies for different types of tests or employee categories (e.g., conduct retests in pre-employment situations, but not in random test situations). The Company will inform its employees in advance of its decisions on these matters.

When a retest is required after a negative dilute specimen, the employee or applicant will be given the minimum possible advance notice that he or she must go to the collection site. Instructions will be provided on how to avoid a dilute specimen.  The result of the retest will be considered the final result, not the result from the first test.

If an employee declines to take a retest required because of a dilute specimen, the action will be considered a “refusal to be tested” and will be treated the same as a confirmed and verified positive result.  The offer of employment will be rescinded if an applicant refuses to take the retest because of a dilute specimen.

 

Questions for Random Drug Testing

Why test?

Why should an employer perform random testing? It defers the use of drugs and alcohol in the workplace.  It can prevent injury and saves lives, reducing employer liability.  This also helps employers identify employees with drug abuse issues.

What makes random testing so effective is the element of surprise. The worse thing that could happen is for employees to say, “Yup, the Safety Meeting is tonight so there will be a drug test.” While employees know they will be tested, they are never quite sure of when. Random selections and testing should be performed at least quarterly. Some employers prefer to do testing more frequently. Your pools can be customized to fit your needs, (i.e., monthly, quarterly, semi-annual).

It is confidential?

Random testing must also be conducted in strict confidence with a limited number of people having knowledge of the selection list. Why? Because it helps maintain the element of surprise.

Why does and employee get selected more than once?

Why are some people randomly tested more than once? Because after each selection, the employee’s name is returned to the same pool, and he or she becomes just as likely as anyone else to be selected (for the next draw as a primary or as an alternate draw).

What is key information for Employers?

  • Just prior to performing a random selection, refresh the pool to include all employees such as new hires that may not have been included in a previous draw.
  • Spread testing dates reasonably throughout the year in a non-predictable pattern. Each workday or weekend, you can enhance the non-predictability of your program by conducting tests at the start, middle, or end of each shift.
  • No prior notice should be provided to the employee. This helps avoid employees from over-hydrating, trying to acquire a urine sample to substitute for their own, or warming a synthetic sample to try to achieve body temperature.
  • When an employee is notified, he or she must proceed immediately to the collection site, immediately does not mean two hours. Immediately means that after notification, all the employee’s actions must lead to an immediate specimen collection. Why? For the integrity of the testing process.

My employee cannot test. Now What?

If an employee selected for testing is known to be unavailable during the selection cycle (legitimate extended absence, long-term illness, etc.), document the reason and request another employee to be selected. If an employee is selected but has not been notified yet, such as his day off, you should test the employee during the next workday, but still within the same selection cycle.

 

What information is essential?

The best practice for an employer is to document everything on the random testing process. This includes the names drawn, dates and times of notification, dates and times of collections along with copies of the tests. Also note why a selected employee was not tested during a selection cycle, etc… In short, if you’re not sure, document it!

 

 

Ready to get started?

Our Network Is Available Nationwide!
We’re On Call 24/7!

701.839.4730 or Emergency 701.240.0550​​​​​

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