• Alcohol Testing [24 hour turnaround]
• Drug Testing [24 hour turnaround]
• DNA Paternity Testing [7 day turnaround]
• Drug & Alcohol Training
• Finger Printing Collection
• Hair Analysis Drug Testing [72 hour turnaround]

All interstate and intrastate drivers of:

• Commercial motor vehicles with a gross weight rating (GVWR) or 26,001 pounds or more;
• Commercial motor vehicles with a gross combination weight rating of 26,001 pounds or more including a towed vehicle with a gross vehicle weight rating of 10,000 pounds or more;
• Motor vehicle designed to transport 16 or more passengers including the driver; or
• Motor vehicle of any size transporting hazardous materials in amounts requiring placards.

However, drug testing has become more of a hot issue as drug abuse becomes a more widespread problem in the United States. Many businesses realize that drug-abusing employees, in whatever role, cost them money, and they want to reduce those costs.

• It is a screening device. One of the best ways to protect your business is to aggressively screen out alcohol or drug abusers before they become employees. Drug tests can help pinpoint those who are dependent on alcohol and drugs.
• It is a defensive tool. Giving applicants a drug test protects your company from negligent hiring claims arising from violence or safety violations. It is also true that drug abusers tend to avoid firms that test.
• It may be a legal requirement. For certain safety-sensitive positions and occupations, drug and alcohol testing of applicants is mandated by federal or state law.

1. Pre-Employment
All potential employees will have an on-site pre-employment drug test provided after acceptance of offer letter.

2. Return to Duty
An employee who has a positive drug test must submit to and test negative on a return-to-duty test before returning to work. An employee who has an alcohol breath test of .04 or greater must submit to and test 0.00% BAC before returning to work.

3. Reasonable Suspicion
An employee will be tested for drugs or alcohol when the employee's conduct gives you reasonable suspicion of alcohol or drug use. The employee's behavior must be witnessed by a supervisor or company official (two if possible) trained in the detection of alcohol and drug use.

4. Random
All employees must be selected using a scientifically valid selection method. Random test at least 50% of your average number of employee positions annually (these percentages are subject to change based on the annual industrial positive rates). These tests will be spread out evenly throughout the year. All of your employees have an equal chance in getting drawn in every selection (meaning an employee may be selected for each type of testing more than once annually).

5. Post Accident
Policy regulations require that an employee involved in a workplace accident must submit to drug and alcohol testing as soon as possible following the accident.

6. Follow-up
An employee who has an alcohol test of .04 or greater or a positive drug test must submit to a minimum of six follow-up tests within the first 12 months following return to duty as prescribed by an evaluating substance abuse professional.

First and foremost your company should have a sound written policy.

Written policies should have five basic elements:

1. A statement of the need for workplace drug testing based on the effects of drugs and alcohol on employee health, safety, and productivity.This can include a statement of the need to avoid substance abuse related incidents and accidents.

2. A statement of the employer’s position on drug and alcohol abuse that outlines the means by which the employer will handle any alcohol or drug abuse among its employees. If the employer takes a stand regarding the punitive or rehabilitative nature of the employer’s approach it should be clearly stated in your policy.

3. A Statement on the employers responsibly to employees. This should cover notice of testing, a list of drugs to be tested for, the extent of confidentiality protections, and optional employee benefits along the lines of employee assistance programs and treatment.

4. A list of the employer’s rights such as discipline or discharge for a positive test result or refusal to take a test.

5. A statement of the consequences for violating the policy. To avoid the risk of conferring contract rights on employees, a disclaimer should be included in the written policy stating that the policy does not constitute a contract between employer and employee.

With a legally sound Evolution Consulting written policy established the focus should turn to establishing procedures. These procedures provided will cover the following areas, (1) random selection of employees, (2) on-site collection; (3) chain of custody; (4) record keeping; (5) employee handbooks, contract disclaimers; and (6) training which deters drug and alcohol abuse and ensures uniformity within the company.