Non Dot Drug Testing

The Alcohol and Drug Testing Service, Inc. is on a mission; to lead and assist companies in developing and managing a drug-free workplace.

When it comes to illicit drug use in the workplace, small businesses carry the heaviest of the load. Forty-four percent of illicit drug users work for small companies. Small companies often do not have the resources or systems in place to reduce the threat.

That’s where TADTS can step in to help lead the smallest of companies in implementing a comprehensive drug-free workplace program.

TADTS Drug Free Workplace Services includes:

  • Written company policy
  • Supervisor training
  • Employee education
  • Referral information for Substance Abuse Professionals
  • Designated Employer Education Program
  • Drug testing and formal Employee Assistance Program referrals
  • Nationwide network of collection sites
  • SAMHSA Certified Laboratory Analysis
  • Laboratory Supplies
  • Medical Review Officer
  • Breath Alcohol Testing
  • 24/7 on call service
  • Toll Free Customer Service
  • On-site Drug and Alcohol Testing Service
  • 24 hr. Turnaround on most Negative Test Results






As a new hire, you are required to submit to a drug test. Employers may, but are not required to, conduct alcohol testing. Only after your employer receives a negative drug test result (and negative alcohol test result – if administered) may you begin your employment with the company. If you are a current employee transferring to another position, the company may require a drug test.

Reasonable Suspicion/Cause

You are required to submit to any test (whether drug, alcohol or both) that a supervisor requests based on reasonable suspicion. Reasonable suspicion means that one or more trained supervisors reasonably believes or suspects that you are under the influence of drugs or alcohol. They cannot require testing based on a hunch or guess alone; their suspicion must be based on observations concerning your appearance, behavior, speech and smell that are usually associated with drug or alcohol use.


You are subject to unannounced random drug & alcohol testing. Alcohol testing is administered just prior to, during or just after performing safety-sensitive functions. Depending on the industry specific regulations, you may only be subject to random drug testing. No manager, supervisor, official or agent may select you for testing just because they want to. Employers must use a truly random selection process. Each employee must have an equal chance to be selected and tested. Just prior to the testing event, you will be notified of your selection and provided enough time to stop performing your safety sensitive function and report to the testing location. Failure to show for a test or interfering with the testing process can be considered a refusal.


If you are involved in an event (accident, crash, etc.) meeting certain criteria of the company, a post-accident test will be required. You will then have to take a drug test and an alcohol test. You are required to remain available for this testing and are not permitted to refuse testing.

Return to Duty

If you have violated the prohibited drug & alcohol rules, you are required to take a drug and/or alcohol test before returning to safety-sensitive functions. You are subject to unannounced follow-up testing at least 6 times in the first 12 months following your return to active safety-sensitive service.


The amount of follow-up testing you receive is determined by a Substance Abuse Professional (SAP) and may continue for up to 5 years. This means the SAP will determine how many times you will be tested (at least 6 times in the first year), for how long, and for what substance (i.e. drugs, alcohol, or both).

Your employer is responsible for ensuring that follow-up testing is conducted and completed, and your employer may have a policy that all follow-up tests are collected under direct observation.

Breath alcohol testing is one of the most common ways to perform alcohol screening. The test is performed by having the donor blow forcefully into the EBT’s mouthpiece for at least 6 seconds or until the EBT indicates that an adequate amount of breath has been attained. If the result is less than 0.02, the test is considered negative. Breath alcohol tests are immediate, therefore the BAT reports to the employer in a confidential manner. This report may be in writing, in person, or by telephone or electronic means. If the result is positive, the BAT must ensure immediate reporting of the results to the employer to prevent the employee from performing a safety-sensitive function. Non-evidential screen devices are also an option for alcohol testing. These tests use a test strip that is sensitive to the alcohol content of a person’s saliva. They are a great choice because they are inexpensive and fairly easy to use.

There are several options available with regard to what drugs to test for. They can include:

  • 5 Panel – Amphetamines, Cocaine, Cannabinoids, Opiates, & PCP.
  • 10 Panel – Amphetamines, Cocaine, Cannabinoids, Opiates, PCP, Barbiturates, Benzodiazepines, Methadone & Propoxyphene.
  • 12 Panel – Amphetamines, Cocaine, Cannabinoids, Opiates/Morphine, PCP, Barbiturates, Benzodiazepines, Methadone, Propoxyphene, Buprenorphine, Ecstasy.
  • ETG – Urine alcohol test.
  • Employer Defined Panel (Customized drug test)

Negative Results

Negative results are processed by Texas Alcohol and Drug Testing Service, Inc. staff and reported by fax or email to the company’s confidential contacts. All reports are confidential; therefore strict procedures are in place to insure that only designated company officials receive information regarding test results.

Positive Results

Positive results are processed by a Medical Review Officer following similar rules that apply to federal drug testing. The MRO makes every effort to contact the donor to discuss the possibility of a medical explanation. If no written medical explanation is given, the result is verified as positive. When the paperwork is completed, the result is reported verbally to the company’s confidential contact and a written confirmation is sent by mail marked “Confidential”. The same procedure is followed to report the test result if it is confirmed negative by written documentation from a physician.

Medical review is not required for non-federal testing. If you wish, all negative and positive results can be reported the same way as described above for negative results.

  • Identify the person designated by the employer to answer questions about the materials.
  • Classify employees who are subject to the policy.
  • Identification of time periods the employees will be required to be in compliance with the policy.
  • Specific information concerning prohibited employee conduct.
  • Circumstances under which an employee will be tested.
  • Procedures employed when performing tests.
  • Explanation of what constitutes a refusal to test and the consequences of a refusal.
  • Information concerning the effects of alcohol / controlled substance use on a person’s health, work, and personal life; signs and symptoms of a substance abuse problem, and available methods of intervening.