Drug Testing Services for Employers

SAMHSA-certified labs. DOT-compliant. Same MRO partnership for 30+ years. Trusted by employers since 1979.

A workplace drug testing program is only as reliable as the lab that processes the sample, the MRO who reviews the result, and the protocol behind both. DDS has been operating drug testing programs for employers since the early days of workplace screening — long enough to know that turnaround speed, chain-of-custody discipline, and policy guidance matter at least as much as the test itself.

SAMHSA-Certified Labs Only

DOT-Compliant Across All Modes

30+ Year MRO Partnership

24-Hour Negative Result Turnaround

Live Human Support

Drug testing for employment isn’t a single product. It’s a program: which substances you test for, which specimen type you collect, which lab analyzes the sample, who reviews the result, how you handle a non-negative, and what your policy does when a candidate or employee tests positive. Each of those choices has compliance implications. DDS handles all of them.

What Is Employer Drug Testing?

Employer drug testing is the structured screening of job candidates and employees for the presence of controlled substances, alcohol, or their metabolites. For most U.S. employers, the goal is workplace safety, compliance with federal or state regulations, and reduction of liability associated with impairment-related incidents.

Drug testing programs typically fall into one of several categories:

1. Pre-employment testing — conducted after a conditional job offer, before the candidate begins work.
2. Random testing — selected through statistical methodology, common in DOT-regulated industries.
3. Post-accident testing — conducted after a workplace incident, per company or DOT policy.
4. Reasonable suspicion testing — triggered by documented behavioral or physical indicators.
5. Return-to-duty and follow-up testing — required after a positive result and completion of treatment, primarily in DOT-regulated environments.

What you test for, how you collect, and what happens after the result is influenced by industry regulation (DOT, federal contractor, healthcare), state law (recreational marijuana states, medical cannabis protections), and company policy. The right program is built around those constraints, not around a one-size-fits-all template.

Drug Testing Services We Offer

DDS performs the full range of workplace drug testing services for employers across regulated and non-regulated industries. Every program is customized after a free consultation — including panel design, specimen type, testing frequency, and policy guidance.

Drug Testing Program Setup

Free protocol consultation and policy template assistance.

Pre-Employment Drug Testing

Conducted after conditional offer; standard or custom panels.

DOT-Regulated Drug Testing

49 CFR Part 40 compliant across FMCSA, FAA, FRA, FTA, PHMSA, USCG.

Random Drug Testing Programs

Statistical random selection; DOT and non-DOT pools.

Post-Accident Testing

24/7 collection availability for workplace incidents.

Reasonable Suspicion Testing

Triggered testing with documented behavioral indicators.

Alcohol Testing

Breath alcohol (BAT) and EtG urine testing; DOT-compliant.

Substances of Abuse Information

Reference for employers on common substances tested.

Clearinghouse Queries

FMCSA Drug & Alcohol Clearinghouse query support for trucking employers.

Panel Types & Specimen Options

DDS offers any panel type required — from standard 5-panel pre-employment screens to expanded opioid panels, DOT-mandated panels, and fully custom panels designed around industry-specific risk profiles.

Standard panel options include:

– 5-Panel — amphetamines, cocaine, opiates, phencyclidine, THC. Most common pre-employment baseline.

– 7-Panel — adds barbiturates and benzodiazepines.

– 9-Panel and 10-Panel — adds methadone, propoxyphene, methaqualone, and others.

– Expanded Opioid Panel — includes synthetic opioids such as oxycodone, hydrocodone, and fentanyl.

– DOT-Regulated Panel — 49 CFR Part 40 mandated five-substance panel with required cut-off levels.

– Custom Panels — designed around specific industry, regulatory, or company-policy requirements.

Specimen types:

Approximately 95% of drug testing performed by DDS uses one of three specimen types — urine, hair, or oral fluid (saliva) — and in all cases, samples are sent to a SAMHSA-certified laboratory for analysis. Specimen choice affects detection window, sample integrity, collection logistics, and cost. The right choice depends on what your program is trying to detect:

– Urine — standard for pre-employment; detects use within 1–7 days for most substances.

– Hair — longer detection window (up to 90 days); useful for pre-employment in industries where historical use matters.

– Oral fluid (saliva) — shorter detection window; faster collection; useful for reasonable-suspicion and post-accident testing where recent use is the concern.

Specimen and panel recommendations are discussed during the free consultation based on your program’s goals.

DOT-Regulated Drug Testing (49 CFR Part 40)

DDS is fully equipped to administer drug and alcohol testing for any employer regulated by the U.S. Department of Transportation under 49 CFR Part 40. Coverage spans all DOT-regulated industries:

– FMCSA — Federal Motor Carrier Safety Administration (commercial truck and bus operators)
– FAA — Federal Aviation Administration (aviation safety-sensitive employees)
– FRA — Federal Railroad Administration (rail employees)
– FTA — Federal Transit Administration (transit operators)
– PHMSA — Pipeline and Hazardous Materials Safety Administration
– USCG — U.S. Coast Guard (maritime crew)

DOT-regulated testing requires specific protocols at every stage: prescribed five-substance panels, mandated cut-off levels, certified collection procedures, SAMHSA-certified laboratory analysis, MRO review of all non-negative results, and statistical random selection programs at federally-set rates. DDS handles every component of this stack for regulated employers.

For trucking employers, DDS can also perform FMCSA Drug & Alcohol Clearinghouse queries on your behalf — pre-employment full queries, annual limited queries, and reporting of violations.

Laboratory Network & MRO Services

SAMHSA-certified labs only. DDS works exclusively with laboratories certified by the Substance Abuse and Mental Health Services Administration. Primary partners include Quest Diagnostics, LabCorp, and select independent SAMHSA-certified labs. The multi-lab network allows DDS to route specimens to the collection site most convenient for each subject — particularly important for clients hiring across multiple states or for candidates in remote locations.

Same Medical Review Officer partnership for more than 30 years. Every non-negative test result is reviewed by a qualified MRO — a licensed physician trained in substance abuse evaluation — before being released. The MRO contacts the subject directly to verify whether a legitimate prescription explains the drug derivative detected in the initial screen, then issues the final determination to the employer. DDS has maintained the same MRO service relationship for over three decades, which means program consistency, documentation continuity, and a reviewer who understands the specific protocols of every client we run.

Collection sites nationwide. Through the Quest, LabCorp, and independent partner networks, DDS has access to thousands of certified collection sites across the United States. During program setup, we identify the most convenient collection options for your candidates and employees based on geography, hours of operation, and DOT certification where required.

Random Selection, Post-Accident, and Reasonable Suspicion

Random Selection Programs. DDS administers random testing programs for both DOT-regulated and non-DOT employers. For DOT clients, random pools are built and selections are made at the federally-required rates (currently 50% drugs / 10% alcohol for FMCSA, varying by mode). For non-DOT programs, DDS works with clients to design a statistically-valid random selection methodology that meets state-specific requirements and policy goals.

Post-Accident Testing. DDS supports post-accident testing workflows with 24/7 collection availability. Whether the trigger is a DOT-defined accident under 49 CFR Part 382 or a company-defined incident, we coordinate collection at the nearest certified site within the required timeframe.

Reasonable Suspicion Testing. DDS supports reasonable suspicion testing programs and can advise clients on documentation protocols, supervisor training requirements, and chain-of-custody discipline that protects the employer’s program against challenge.

Need help designing a drug testing program?

Every DDS engagement begins with a free consultation. We’ll walk you through panel options, specimen choices, regulatory obligations, and policy considerations — and recommend a program built for your industry, your jurisdictions, and your risk profile.

Marijuana and State Law Considerations

The legal landscape around employer drug testing for marijuana has changed dramatically since recreational legalization began. Some states protect off-duty marijuana use by employees. Others limit pre-employment marijuana testing entirely. A growing number prohibit adverse action based on a positive marijuana test unless the employee is in a safety-sensitive role.

DDS approach to marijuana testing policy: we describe the pros, cons, and possible liabilities based on the specific city and state jurisdictions you operate in, and we recommend best-practice approaches based on your industry — but the policy decision is yours. We don’t impose a position. We give you the information to make an informed choice, and we adjust your panel and protocol to match the policy your legal counsel has approved.

Notable jurisdictions with significant employer drug testing restrictions or considerations as of 2026 include California, New York, New Jersey, Connecticut, Nevada, Washington, Rhode Island, New York City, Philadelphia, and Washington DC, among others. The list is changing constantly — we keep current and advise clients as the law evolves.

For DOT-regulated employees, federal law continues to require marijuana testing regardless of state legalization, and a positive result still requires removal from safety-sensitive duties.

Drug-Free Workplace Policy Development

A drug testing program is only enforceable to the extent it’s documented in a written drug-free workplace policy. DDS provides clients with:

– Generic policy templates that clients can adapt to their specific industry, state law, and operational needs

– Guidance on required elements for federal contractor compliance under the Drug-Free Workplace Act of 1988

– Consultation on policy gaps identified during program setup

We always recommend that clients review and finalize their drug-free workplace policy with legal counsel before initiating any testing program. Policy language carries employment-law exposure that should be vetted by an attorney familiar with your jurisdictions and industry. DDS provides the operational framework; your legal counsel ratifies the language.

Industries We Serve

DDS administers drug testing programs for employers across nearly every industry that screens for substance use:

Logistics & Transportation

Full DOT compliance for FMCSA, FAA, FRA, FTA, PHMSA, USCG.

Healthcare & Healthcare Staffing

Pre-employment, license-condition, and reasonable-suspicion testing.

Manufacturing & Industrial

Safety-sensitive role testing, post-accident programs.

Construction

OSHA-aligned testing, post-accident, reasonable suspicion.

Federal Contractors

Drug-Free Workplace Act compliance support.

Retail & Hospitality

Pre-employment screening, reasonable suspicion testing.

Why Employers Choose DDS for Drug Testing

1. SAMHSA-certified labs only. Every specimen DDS sends for analysis is analyzed by a laboratory certified by the federal Substance Abuse and Mental Health Services Administration. No exceptions.

2. Same MRO partnership for 30+ years. Program consistency, documentation continuity, and a reviewer who understands every client’s specific protocols.

3. DOT-compliant across every regulated mode. FMCSA, FAA, FRA, FTA, PHMSA, USCG — DDS handles 49 CFR Part 40 testing for all of them.

4. Operating since 1979. DDS has run workplace drug testing programs through every major regulatory shift since the Drug-Free Workplace Act of 1988. The protocols we use are the protocols we helped refine.

5. Honest policy guidance, not pressure. On marijuana, state law conflicts, and policy design — DDS gives you the information and the options. You make the call. We adjust the program to match.

6. 94% client retention. The same number as our overall business — because drug testing clients stay for the same reasons all DDS clients stay: accuracy, responsiveness, and people who answer the phone.

7. Best-value pricing, regardless of volume. No volume tiers, no enterprise-only pricing. The same per-test rate for every client.

How Drug Testing Pricing Works

DDS offers both line-item pricing (pay per test administered) and package pricing (bundled with other screening services to reduce per-test cost). Both options are built into a single client menu, finalized after the free consultation.

A few things to know:

– No volume discounts. A 5-driver fleet pays the same per-test rate as a 5,000-driver fleet.
– No setup fees. Free consultation, free protocol recommendation, free program implementation.
– Random pool pricing. Random selection programs are typically priced per-tested-employee per-year, with the per-test rate applied as selections occur.
–DOT vs non-DOT. DOT-regulated testing includes mandatory protocol overhead (MRO review of all results, etc.); pricing reflects the required compliance work.
– Custom panels. Expanded or custom panels are priced based on the substances tested; reviewed during consultation.

What Clients Say

Deborah Margl

Vice President of Operations

Alpha has been a user of DDS since we were formed in 2017. Our team previously used DDS for many years prior to 2017 under another organization.

Jennifer

RedPeak

“I cannot say enough positive things when it comes to customer service and working with DDS. We have been particularly impressed with the consistency of service and the reliability of the staff. They are fabulous!”

Holly

Pavilion Agency, Inc.

It is with great pleasure to write a recommendation for DDS and its phenomenal Team! They have always proven to be responsive, helpful, efficient, trustworthy and competent! We have been utilizing their services since 1990 and look forward to continuing our relationship for many years to come!

Natalie G.

Manager, Real Alloy

“The DDS Team is a real strategic partner to our HR and Talent Acquisition Team as it relates to strategizing, implementing and managing our compliant pre-employment due diligence program. They have also provided a very pleasant and expedited experience during their integration process with our ATS/HRS systems. We’re keeping them!

Frequently Asked Questions

How long does drug testing take to get results?

Initial negative results are typically available within 24 hours of the laboratory receiving the specimen. Non-negative initial screens proceed to GC/MS confirmation, which adds 2–3 days, followed by Medical Review Officer review (typically 1–3 business days). Full turnaround for confirmed non-negative results is generally 5 to 7 business days from specimen receipt. Time-sensitive cases can be prioritized at order time.

What panel types does DDS offer?

DDS offers every panel type used in workplace drug testing — 5-panel, 7-panel, 9-panel, 10-panel, expanded opioid panels, DOT-mandated panels under 49 CFR Part 40, and fully custom panels designed around industry-specific risk profiles. Panel selection is part of the free consultation, based on your industry, regulatory obligations, and program goals.

What specimen types does DDS use?

Yes. DDS administers drug and alcohol testing under 49 CFR Part 40 for employers regulated by FMCSA (commercial transport), FAA (aviation), FRA (rail), FTA (transit), PHMSA (pipeline), and USCG (maritime). All DOT testing protocols — five-substance panel, certified collection, SAMHSA lab, MRO review, and statistical random selection — are handled in-house.

Which labs does DDS use?

DDS works exclusively with SAMHSA-certified laboratories — primarily Quest Diagnostics, LabCorp, and select independent SAMHSA-certified labs. The multi-lab network gives DDS the flexibility to route specimens to the collection site most convenient for each subject.

Does DDS handle MRO review?

Yes. Every non-negative result is reviewed by a qualified Medical Review Officer — a licensed physician trained in substance abuse evaluation — before being released to the employer. The MRO contacts the subject directly to determine whether a legitimate prescription explains the result, then issues the final determination. DDS has maintained the same MRO partnership for more than 30 years.

Can DDS perform FMCSA Clearinghouse queries?

Yes. For trucking employers and other FMCSA-regulated clients, DDS performs Drug & Alcohol Clearinghouse queries — including pre-employment full queries, annual limited queries, and reporting of violations to the Clearinghouse as required.

Does DDS offer random drug testing programs?

Yes. DDS administers random testing programs for both DOT-regulated and non-DOT employers. For DOT clients, random pools are built and selections are made at the federally-required rates. For non-DOT programs, DDS works with clients to design a statistically-valid random selection methodology.

Does DDS support post-accident and reasonable-suspicion testing?

Yes. DDS supports both post-accident and reasonable-suspicion testing workflows with 24/7 collection availability. We can also advise clients on documentation protocols, supervisor training requirements, and chain-of-custody discipline that protects the program against challenge.

How does DDS handle marijuana testing in legal-cannabis states?

DDS describes the pros, cons, and possible liabilities based on the specific city and state jurisdictions a client operates in, and recommends best-practice approaches by industry. The final policy decision is the client’s. We don’t impose a position — we provide the information and adjust the testing panel and protocol to match the client’s approved policy. For DOT-regulated employees, federal law continues to require marijuana testing regardless of state legalization.

Does DDS provide drug-free workplace policy templates?

Yes. DDS provides generic policy templates that clients can adapt to their specific industry, state law, and operational needs. We always recommend clients review and finalize their drug-free workplace policy with legal counsel before initiating a testing program. DDS provides the operational framework; your legal counsel ratifies the language.

How much does drug testing cost?

DDS offers both line-item and package pricing, finalized after a free consultation. There are no setup fees and no volume discounts — every client receives the same best-value price per test. Pricing varies based on specimen type, panel size, whether DOT protocols apply, and whether the program includes random selection or other ongoing services. Request a custom quote and a specialist will walk you through the menu.

Ready to Build Your Drug Testing Program?

A free consultation is the fastest way to design a drug testing program that fits your industry, your jurisdictions, and your risk profile. No obligation, no charge — and you’ll talk to a person who has been doing this for decades.