Services...


 Listed below is a comprehensive list of services we offer our clients. Please contact us for more info.

America Drug Testing Center is accredited by the Drug and Alcohol Testing Industry Association (DATIA).  This accreditation means that our facility, operations and personnel meet the highest standards in areas such as regulatory compliance, client confidentiality, accountability, company service standards, operational practices, business ethics, and professional competency for drug and alcohol testing, collections and program management.  We use only SAMHSA certified laboratories for analysis and follow strict federal guidelines for collections, testing and Chain of Custody.  Our staff is fully prepared to provide a service unmatched by others.

Pre-Employment Testing

Pre-Employment drug testing may be done prior to hiring an individual/applicant for or prior to being hired or return to a safety sensitive position.  Regulations state that an employee cannot be placed in a safety sensitive position until testing is performed and negative results have been obtained. 

Random Testing

Employers that are subject to DOT regulations MUST randomly select and test a percentage of their covered workforce annually.  Positions covered are those that have been designated as safety sensitive.  Federal agencies determine random testing rates for their industry.  Example (FAA, USCG, FTA, RSPA, FMCSA, FRA)

Reasonable Suspicion/Probable Cause Testing

Testing is initiated when an employee in a covered position is suspected by their employer of using a prohibited drug. That employee will be required to submit to drug testing.  This decision will be based on the supervisor’s assessment of the employee’s physical behavior or performance that indicated reasonable suspicion. 

Post- Accident Testing

An employee may be required to submit to a drug test if the employee was involved in an accident while on duty.  If an employee is injured medical treatment is first obtained then a urine specimen is submitted for testing.  Some federal agencies have specific time frames by which the specimen must be collected.

Return to Duty Testing

If an employee refuses to provide a specimen or tested positive on a previous test, that employee must submit to a drug test before they may return to duty in a safety sensitive position.  That employee may not return to that position under any circumstances, until a negative result has been received.

Follow-Up Testing

An employee who has returned to duty after a negative return to duty test may be required to submit to unannounced tests determined by the Medical Review Officer (MRO) or the Substance Abuse Professional (SAP).  Follow-up tests may be performed over a period of time, such testing is determined by each federal agency.

Additional Testing

This occurs when specimens being tested for drugs of abuse are also tested to see if adulteration or substitution has occurred.  Laboratories conduct tests for creatinine levels, specific gravity, nitrates, and a host of other determinants of adulteration and/or substitution (i.e. bleach, vinegar, synthetic urine, etc.)