Setting the Standard: Professional Solutions for Comprehensive Drug and Alcohol Testing.
Workplace Drug & Alcohol Testing Built Around Your Business
Drug Test Compliance provides nationwide workplace drug and alcohol testing for employers that need testing to be fast, organized, professional and aligned with the rules that apply to their workforce.
From pre-employment testing to fully managed national programs, we coordinate DOT and non-DOT testing, random programs, post-accident and reasonable-suspicion events, on-site and mobile collections, MRO and laboratory workflows, C/TPA administration and ongoing compliance support.
What do you need today?
Testing Should Protect Your Workplace — Not Slow It Down
A drug-free workplace program involves more than sending an employee to a clinic. The right test has to be ordered under the right authority, at the right location, using the right collection process and documentation. Results must move through the appropriate laboratory and MRO workflow, and time-sensitive events need immediate attention.
Drug Test Compliance customizes the testing process around your organization so drug and alcohol testing can support your safety, hiring and compliance goals without creating unnecessary administrative burden.
In addition to our own walk-in clinic capabilities, we have access to more than 35,000 specimen collection points through our nationwide network.
Compliance-Focused Administration
We help employers apply the correct DOT or non-DOT testing process, maintain organized program records and coordinate qualified service providers. Employers retain their legal and regulatory responsibilities, while DTC helps make those responsibilities easier to execute.
Professional Collection Standards
DOT urine collections are coordinated through compliant collection sites using required federal procedures. Alcohol testing workflows use qualified technicians and properly maintained/calibrated breath-testing equipment as required for the testing program.
Dedicated Customer Support
Our team assists with scheduling, testing requirements, collection-site questions, status updates, results and exceptions so employers have a real point of contact when a testing event needs attention.
DOT-Regulated or Non-DOT?
The first decision is not which drug panel to order. It is determining why the employee is being tested and under what authority. DOT-regulated and non-DOT tests are different programs and should not be mixed.
DOT-Regulated Drug & Alcohol Testing
DOT testing applies to employees performing safety-sensitive functions regulated by agencies such as FMCSA, FAA, FRA, FTA, PHMSA and the U.S. Coast Guard. Federal rules prescribe the testing procedures and limit employer flexibility.
- Pre-employment, random and post-accident testing
- Reasonable suspicion / reasonable cause
- Return-to-duty and follow-up testing
- Federal testing panel and cutoff requirements
- DOT collection, laboratory and MRO procedures
- Agency-specific program requirements
Non-DOT Workplace Drug & Alcohol Testing
Non-DOT testing gives employers more flexibility to design a program around their industry, workforce, risk profile and company policy, but state and local laws can affect when and how testing is conducted.
- Pre-employment testing
- Random employee testing where permitted
- Post-accident and reasonable-suspicion testing
- Custom drug panels and specimen options
- Company-specific testing policies
- State and local compliance considerations
One Partner for Every Testing Reason
We coordinate workplace testing across the employment lifecycle. The exact rules depend on whether the test is DOT-regulated or company-authority/non-DOT and on applicable state and local requirements.
Pre-Employment
Get candidates tested quickly before placement or before they begin regulated safety-sensitive duties.
Random
Ongoing random selections, scheduling and program administration for DOT and permitted non-DOT programs.
Post-Accident
Time-sensitive testing coordination after qualifying DOT events or under an employer’s non-DOT policy.
Reasonable Suspicion
Responsive testing support after the required employer or supervisor determination has been made.
Return-to-Duty
Employer-directed DOT RTD testing after the employee completes the required SAP process and is eligible to test.
Follow-Up
Coordination of SAP-prescribed DOT follow-up testing and employer-directed non-DOT follow-up programs where applicable.
Drug & Alcohol Testing Options for Different Workplace Needs
Test type matters. DOT programs must follow federal requirements, while non-DOT employers may have additional options depending on policy and applicable law. We help coordinate the method that fits the testing authority and purpose.
From Test Order to Result
Our job is to make the testing process feel simple even when the compliance workflow behind it is not.
The Difference Between DOT and Non-DOT Testing
The original DTC page compared DOT and non-DOT testing across regulatory scope, applicability, testing requirements, drug panels and consequences. The comparison below keeps that information but makes the distinction easier to understand.
| Program Area | DOT-Regulated Testing | Non-DOT / Company-Authority Testing |
|---|---|---|
| Regulatory Scope | Governed by federal transportation rules, including 49 CFR Part 40 and the applicable FMCSA, FAA, FRA, FTA, PHMSA or Coast Guard regulation. | Not a DOT federal safety-sensitive test. Employer programs are governed by company policy plus applicable federal, state and local employment/testing requirements. |
| Who It Applies To | Employees performing covered transportation safety-sensitive functions, such as qualifying CDL drivers, aviation employees, railroad employees, transit employees, pipeline workers and maritime personnel. | Employees tested under company authority, including many positions in construction, manufacturing, healthcare, offices and other non-DOT-regulated workplaces. |
| Testing Reasons | Federal regulations prescribe testing circumstances such as pre-employment, random, post-accident, reasonable suspicion/cause, return-to-duty and follow-up. | Employers generally have more flexibility, but the testing reasons must fit the company’s policy and applicable state/local laws. |
| Panel & Cutoffs | Uses the federally required DOT drug panel, cutoff concentrations and testing procedures. Employers cannot simply add extra company-authority drugs to a DOT test. | Employers may be able to choose different panels, specimen types and program rules based on business needs and applicable law. |
| Collection & Documentation | Must follow DOT collection, laboratory, alcohol-testing, MRO and documentation requirements. | Procedures can be more flexible, although consistency, defensible policies and applicable state law remain important. |
| Marijuana / THC | DOT marijuana testing remains governed by federal DOT rules regardless of state marijuana legalization. | Employer THC testing can be restricted or affected by state and local marijuana/employment laws. |
| Consequences | DOT violations can require removal from safety-sensitive duties and the federal SAP/RTD process, in addition to agency-specific consequences. | Employment consequences are generally determined by the employer’s lawful policy, applicable contracts and state/local law rather than DOT rules. |
National Reach With Hands-On Program Support
Large networks are useful only if someone is actually managing the details. DTC combines nationwide collection access with a team that can help employers resolve real testing issues, manage recurring programs and keep time-sensitive cases from getting lost in the process.
Customized Programs
We build testing protocols around your workforce, locations, testing reasons and regulatory requirements instead of forcing every employer into the same workflow.
Nationwide Collection Access
More than 35,000 collection points allow employers to support decentralized workforces, remote hires and employees traveling across the country.
On-Site & Mobile Options
For workforce events, projects and special circumstances, collections can be coordinated at the employer’s location when appropriate.
Random Program Management
DTC can manage random pools, selections, notifications, scheduling, completion tracking and related program records.
MRO & Laboratory Coordination
Testing workflows include coordination with laboratories and MRO services so employers have a single operational point of contact.
Responsive Support
Questions about scheduling, requirements, results or testing events are handled by a team that understands workplace testing operations.
Ready to Put the Testing Program in Place?
You do not need to know every regulation, clinic or testing code before contacting us. Tell us what you are trying to accomplish and we can help determine the appropriate testing path.
I’m an Employer
Need ongoing pre-employment, random, post-accident, reasonable-suspicion, DOT/non-DOT or nationwide program support?
Build My Employer ProgramI Need Help Choosing the Right Test
Not sure whether the test should be DOT or non-DOT, which panel applies, or how to handle a time-sensitive testing event?
Talk With Our TeamGo Deeper Into the Program You Need
Workplace Drug & Alcohol Testing FAQs
What is the difference between DOT and non-DOT drug testing?
DOT testing is conducted under federal transportation regulations for covered safety-sensitive employees and follows standardized federal procedures. Non-DOT testing is conducted under employer/company authority and generally allows greater flexibility, subject to applicable state and local law.
Can Drug Test Compliance manage testing nationwide?
Yes. DTC’s current service network includes access to more than 35,000 specimen collection points, along with mobile and on-site collection capabilities for appropriate testing events.
Can you manage both DOT and non-DOT employees for the same company?
Yes. A company can have both DOT-regulated and non-DOT employees. The programs should be clearly separated so each test uses the correct authority, procedures, documentation and policy.
Do you provide pre-employment drug testing?
Yes. DTC coordinates pre-employment testing for DOT-regulated and non-DOT employer programs nationwide, using the appropriate testing process for the position.
Do you provide post-accident and reasonable-suspicion testing?
Yes. DTC provides time-sensitive post-accident and reasonable-suspicion testing support. DOT events must meet the applicable agency criteria, while non-DOT testing is governed by the employer’s policy and applicable law.
Can you manage our random drug-testing program?
Yes. DTC provides random-pool administration, selections, notifications, scheduling, completion monitoring and program records for eligible DOT and non-DOT programs.
What types of specimens can employers use?
Depending on testing authority and applicable law, options can include urine, oral fluid and hair for drug testing and breath for alcohol testing. DOT testing is restricted to federally authorized procedures and operationally available methods.
Where can I check workplace drug-testing laws for my state?
DTC maintains separate state-law resources for workplace drug testing and marijuana employment laws. These resources are informational and should be used together with current legal guidance when developing or changing an employer policy.