Notwithstanding the type of business you run, it’s your responsibility as the employer to build a safe workplace and adhere to all compliance requirements applicable to your business operations. This ensures protection from harm for your employees, clients, and other players in your industry. It also helps you build trust and a sense of accountability within the community. Therefore, a workplace drug testing program can help you achieve these goals while reducing potential liabilities for your organization.
Typically, there are two categories—DOT and non-DOT. We often get the question of what the difference is between these two. In this guide, we’ll explain the DOT and non-DOT drug tests and their key differences and help you understand which you need, depending on your company.
What is a DOT Drug Test?
DOT drug testing is federally regulated and falls under the U.S. Department of Transportation (DOT) and its accompanying agencies. Therefore, it’s required for all eligible employees who are “covered” or work in “safety-sensitive” positions. If your company has such positions, you must follow all DOT alcohol and drug testing guidelines as stipulated in the 49 Code of Federal Regulations (CFR) Part 40 to remain compliant and avoid penalties. These guidelines include administering a drug test:
- When hiring in sensitive positions like CDL drivers according to pre-employment drug test regulations
- In the event of a motor vehicle accident leading to bodily harm, fatality, or severe motor vehicle damage.
- If you have reasonable suspicion of a covered employee being under the influence
- Upon return to duty following a positive drug test or refusal to undergo a DOT test
Additionally, as a DOT-regulated business, you must administer random drug tests at a specific yearly rate, depending on which DOT agency your enterprise is under.
What is a Non-DOT Drug Test?
As it hints, non-DOT drug testing is neither federally regulated nor enforced. However, it’s still a good practice for millions of non-DOT-controlled businesses to help maintain a safe workplace and reduce potential accidents and liabilities. Implementing a non-DOT drug testing program can also help you improve employee productivity, reduce absenteeism, and build trust and reputation among the community members.
Typically, non-DOT drug testing offers employers more freedom and flexibility in curating a drug-free workplace policy. However, such a policy must follow state or city laws regarding drug and alcohol testing, if any.
The Key Differences Between DOT and Non-DOT Drug Tests
Whether you’re DOT-regulated or not, you are responsible for safeguarding your employees, customers, and other company stakeholders from preventable harm. However, achieving this will vary depending on whether you strictly follow DOT regulations or have implemented a non-DOT testing policy. Here are some key differences between the DOT vs. non-DOT:
Drugs and substances tested
A DOT drug test checks for specific substances outlined in the regulation, including alcohol, cocaine, marijuana, opioids, amphetamines, phencyclidine (PCP), and methamphetamines. However, in non-DOT drug tests, in addition to those contained in a DOT test, employers can screen for methadone, barbiturates, and benzodiazepines. In other words, no specific drug or substance is a must in non-DOT testing; it all depends on what the employer wants to achieve with their drug testing program.
Specimen collection and type
Urine is the only allowed specimen type in DOT-controlled drug testing, but non-DOT can, in addition, use saliva, hair, or blood as screening samples.
Another key difference is how these samples should be collected, recorded, and stored. In DOT testing, you must verify the subject’s identity first and adhere to other collection guidelines to ensure samples aren’t contaminated or tampered with to attain accurate and valid results. This includes observing the subject during sample collection, filling out a CCF form, splitting the specimen into two, and performing five-panel drug testing, among other guidelines.
In contrast, non-DOT testing is more flexible and doesn’t require stricter rules and procedures during specimen collection, storage, and testing. However, adhering to best practices for accuracy and effectiveness is a good idea.
Frequency of testing
In DOT drug testing, employers must conduct testing during specific occurrences and random testing at a set rate per year. However, if you’re a non-DOT, you can tailor your testing program to your specific goals and even do away with random testing altogether.
DER Requirement
Besides requiring employers to have a detailed and written drug and alcohol testing program of which a copy must be distributed to all covered workers, DOT employers must also have a key employee known as a Designated Employer Representative, or DER, in charge of the program. This role cannot be outsourced. Non-DOT businesses have no such requirements, but following best practices is good.
Get the Help You Need to Build a Safe Workplace
No matter your business type, having a workplace drug and alcohol testing program can greatly benefit your organization. It can also help you avoid non-compliant issues and penalties if your business is DOT-regulated.
At ARCpoint Labs of Martinez, we’re committed and dedicated to helping employers curate comprehensive workplace drug testing programs that uniquely meet their organization’s specific needs and goals. Contact us now to learn how to create a drug-free workplace environment with reliable screening and results.
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