Employees in a defined pool are chosen using a scientifically generated random process, so every person has an equal chance of selection at each draw. The selection is documented to keep the program defensible, and selected employees are notified and tested promptly to preserve the integrity of the random draw.
Random drug testing is a program in which employees are selected for drug or alcohol testing on an unannounced, scientifically random basis rather than on a fixed schedule. Because employees cannot predict when they will be selected, it works as an ongoing deterrent to substance use and helps maintain a drug-free workforce.
It can, if the employer specifies it or it is required by law. Many companies bundle a pre-employment drug test with a pre-employment physical to streamline onboarding and confirm candidates meet all employment conditions at once.
Yes. Our partner network of 6,500+ occupational health clinics, plus mobile collectors and on-demand kits, lets you screen candidates consistently across all of your locations through a single partner with streamlined reporting.
Yes. We offer instant saliva testing that returns negatives in about 10 minutes, plus on-site collections and on-demand kits so you can test candidates at your facility, at remote sites, or after hours instead of waiting on a clinic visit.
A non-negative screen is not an automatic failure. Our in-house Medical Review Officers review the result, and for safety-sensitive concerns they may work with the candidate and treating clinicians to determine whether there is a legitimate medical explanation before a final result is reported.
It depends on your policy and your state’s law. Marijuana laws vary widely, and several states limit how a positive marijuana result can be used in a hiring decision, especially for non-safety-sensitive roles. DOT-regulated positions follow federal rules regardless of state marijuana laws.
No. A drug test screens for substances, while a background check verifies history such as employment, education, criminal records, or driving history. Both can be part of a broader pre-employment screening program, but they are separate services with different requirements.
Drug testing is usually initiated after a conditional offer of employment. Sequencing it after the offer, along with required disclosures and consent, helps keep your process consistent and compliant with applicable law.
Common options include instant oral fluid (saliva) testing, instant and lab-based urine testing, hair testing for a longer detection window, and breath alcohol testing. The right choice depends on your policy, the detection window you need, and whether the role is DOT-regulated.
