Employers often request DOT and non-DOT drug tests
Employers requiring a pre-employment drug test as a condition of employment have access to the nationwide network of drug collection sites through Wisconsin Drug Testing Consortium (WDTC) .This team of testing professionals understands the drug testing requirements of DOT/non-DOT drug tests.
Employers of individuals covered by DOT regulations, such as CDL drivers, must receive a negative pre-employment drug test before permitting those drivers to operate a commercial motor vehicle. Drivers covered by DOT regulations who fail or refuse a drug test are required to complete the DOT’s return-to-duty process and follow-up testing.
The pre-employment drug test focuses on five classes of drugs: amphetamines and methamphetamines, cocaine, marijuana, opiates, and PCP. Negative results of a DOT drug test are entered into the company’s consortium records and the new hire is automatically added to the employer’s roster for random selection in the next quarter. Only positive DOT results get reported to the Clearinghouse and employer.
Pre-employment drug test can impact unemployment benefits
For employees who do not fall under DOT regulations, employers still may require a pre-employment drug test as a condition of employment. The difference between a DOT/non-DOT drug test is what happens after a positive test result.
Employers in some states, including Wisconsin, can report anyone who fails or refuses to take a pre-employment drug test through the Unemployment Insurance (UI) agency. The agency keeps this information confidential. Results of a pre-employment drug test for DOT employees is forwarded to the DOT Clearinghouse.
Check with WDTC for more information about drug test options in your area.
About Wisconsin Drug Testing Consortium
Wisconsin Drug Testing Consortium is an accredited, Certified Third Party Administrator (C-TPA), and specializes in DOT consortium management and Clearinghouse compliance; 100% electronic from your desktop portal; a variety of drug testing methods, including urine, hair and fingernails; post-accident testing; pre-employment drug tests; criminal background checks; supervisor training programs to keep employees compliant with DOT regulations; pre-employment DOT physicals; and paternity DNA testing.