Workplace: Collection Protocols
recommended testing protocols
The number one reason employers test their employees and job applicants is to promote the safety of workers. Employers have
indicated that drug and alcohol testing programs have a positive impact in virtually every aspect of their companies.
Premier offers a variety of DOT and non-DOT collection and testing programs that can fulfill your program and policy objectives.
The testing methods and tools available are designed to provide the best available program and results while complying with all Federal,
State, and local laws. The following methods are available:
- Lab-Based Drug Screening (urine, oral fluid, hair)
- Instant Urine Screening
- Instant Oral Fluid Screening
- Alcohol Screening
Recommended Quality Control Measures
An effective drug and alcohol testing program must have established quality control measures to ensure the integrity of the
results. Premier's test administrator will perform the essential steps in the sample collection protocol. The collection site
may be a permanent or mobile facility located either at the work site or at a remote site. The donor's identity will be verified
as per the Substance Abuse and Mental Health Services Administration (SAMHSA) requirements prior to sample collection.
samhsa certified lab
Premier's laboratory, certified by the Substance Abuse and Mental Health Services Administration (SAMHSA), will perform the drug testing.
Positive drug test results will be reviewed and interpreted by Premier's Medical Review Officer (MRO).
protocols and Definitions
DOT Collection Protocol (pdf)
Workplace Collection Protocol (pdf)
Chain of Custody
These are the procedures beginning at the time of collection to account for all handling and storage of each specimen.
A second laboratory procedure used to analyze a positive test result from a screening test. Gas chromatography/mass spectrometry
(GC/MS) is the only authorized confirmation test.
The concentration of a drug or drug metabolite in the urine at which a specimen is considered positive.
Medical Review Officer (MRO)
A licensed physician who is qualified to interpret and evaluate test results and other relevant medical information.
When to Test?
Refusal by an individual to submit to an alcohol or drug test or whose test results show the presence of masking agents
should result in the same consequences as a positive test result. It is recommended that testing occur on the following occasions:
Substance abuse testing can decrease workplace accidents, production costs, medical costs, workers compensation premiums, turnover,
theft and shrinkage. By implementing and maintaining a substance abuse program, large and small businesses can boost employee morale and loyalty.
Testing done after offer of employment. If an employee does not commence work within one month of the drug and alcohol screen, the
company should have the right to retest the employee prior to commencing work.
Testing of employees selected by using a statistically valid, unannounced random method.
Reasonable Suspicion Testing
The employer believes the actions, appearance or conduct of the employee indicate the use of alcohol or an illicit substance. The conclusion
that reasonable suspicion exists must be based on specific contemporaneous articulated facts concerning the employee's appearance, behavior,
speech, or body odors. Observations may include actions or behavior that is indicative of usage or withdrawal from an illicit substance or alcohol.
Conducted following an accident that occurs on business property. This includes accidents while operating equipment, conducting business, or
performing any work related activities provided the accident results in injuries that require medical attention away from the scene or death.
Testing should be conducted as soon as possible, but in no case longer than eight (8) hours following the accident. In addition to the victim,
testing should include those individuals that were directly involved or whose actions may have contributed to the accident.
An unannounced random test of an employee for a specified period of time after completion of a substance abuse rehabilitation program.