GOLD STANDARD

Drug Free Business has always provided the highest level of drug testing available today. Often referred to as “the gold standard”, we follow guidelines set by federal and state regulations to assure each drug and alcohol test is fair and accurate. Testing to this standard has withstood legal challenges and been upheld by various courts for over 30 years. Anything less can expose your company to needless liability or injury.

Our comprehensive gold standard includes:

A free review of your company needs to ensure your drug test protocols meet both state and federal regulations.
All specimens are collected by trained collectors using a strict chain of custody protocol that follows DOT or HHS standards.
All specimens are screened and confirmed at HHS certified labs, which has the highest level of accreditation and state-of-the-art technology.
The test panels selected are designed to detect the most common drugs of abuse for your industry by urine or oral fluid.
Additional integrity tests are included in our panels to identify tampering by adulterants or substitution of specimens.
Our well-trained CCDAPP certified staff is available by phone or email to answer your questions and provide professional guidance.
Our Certified Medical Review Officer (MRO) department is readily available to discuss positive results with authorized employer contacts.
Our secure web platform is available 24/7 to review test results, random selections, create reports or export data.

We are highly aware there are shortcuts other providers may recommend, however they don’t take into consideration the employer’s financial liability as these shortcuts dilute the integrity of the testing process. It’s for these reasons we do not recommend instant test kits which are not as sensitive or accurate as lab-based tests; relying on screening results alone which don’t provide the legal documentation of test results for legal matters or failing to use an MRO to review the positive test results with employees to ensure test results are fair and accurate.

Click anywhere on the 7-minute video below to start or pause.

Why defensible workplace testing depends on laboratory confirmation, qualified collection, split specimens, and Medical Review Officer oversight

The bottom line: A point-of-collection device can produce a preliminary result. It cannot supply the complete safeguards needed before an employer withdraws an offer, removes an employee from duty, disciplines, or terminates someone.

Instant urine and oral-fluid devices are attractive because they are fast, inexpensive, and easy to purchase. A recent distributor article explains labels such as “CLIA waived,” “510(k) cleared,” and “Employment & Insurance” and suggests that several categories are well suited to workplace decisions. Those labels matter—but they do not answer the question an employer must ask: Is the entire testing process reliable, fair, lawful, and strong enough to support an adverse personnel decision?

Liability risk is not limited to non-negative screens. Treating a point-of-collection device negative result as conclusive may create a false sense of security: a false negative can leave prohibited drug use undetected and, if a later workplace incident occurs, expose the employer to allegations that it relied on an unreliable preliminary device or failed to follow the manufacturer’s instructions and obtain certified-laboratory testing.

The safer answer is to treat every onsite non-negative as presumptive. Preserve the specimen, send it to a properly certified laboratory for confirmation, and wait for review by a qualified Medical Review Officer (MRO) before acting. The Department of Transportation (DOT) requires this kind of system for regulated testing. Non-DOT employers should strongly consider comparable safeguards in a completely separate program, adjusted for applicable state and local law.

Product classifications are not decision-making standards.

The U.S. Food and Drug Administration (FDA) explains that a 510(k) submission generally demonstrates substantial equivalence to a legally marketed device. A CLIA waiver addresses the complexity of a clinical test and the type of laboratory certificate under which it may be performed. Neither designation certifies the employer’s collection procedure, chain of custody, confirmation method, MRO process, policy language, or compliance with employment law.

The distinction is even more important for products labeled solely for Employment & Insurance testing. FDA states that it does not review those drugs-of-abuse tests when their labeling limits them to employment and insurance use and excludes federal testing programs. Therefore, an E&I label should not be presented—or understood—as proof that FDA reviewed the product to the same standard as a 510(k) submission. It describes intended use; it does not validate an employer’s final decision.

FDA’s own consumer guidance also calls rapid positive results “preliminary” or “presumptive,” says laboratory tests are the most reliable way to confirm them, and warns against serious action before laboratory confirmation. That caution is even more compelling when a person’s job and reputation are at stake.

What the DOT model adds—and why each safeguard matters.

Certified laboratory analysis. Under 49 CFR Part 40, only specimens screened and confirmed at laboratories certified by the U.S. Department of Health and Human Services may be used for DOT drug testing. Point-of-collection urine tests, point-of-collection oral-fluid tests, and other instant drug tests are not authorized. A certified laboratory uses documented chain-of-custody controls, validated initial and confirmation methods, specified cutoffs, specimen-validity procedures, quality controls, and trained scientific personnel. The confirmation test is more specific than a rapid immunoassay screen and identifies the particular drug or metabolite. Part 40 authorizes laboratory-based urine and oral fluid testing, but DOT oral fluid implementation requires at least two HHS-certified oral fluid laboratories; employers must verify current availability before using that option.

Qualified collectors. A reliable test begins before the specimen reaches the laboratory. DOT-qualified collectors must be trained in correct form completion, specimen security, privacy, tampering attempts, insufficient specimens, temperature problems, fatal and correctable flaws, and chain of custody. They must also demonstrate proficiency through error-free mock collections. For a non-DOT program, using collectors trained to comparable standards reduces identification errors, contamination, broken seals, undocumented transfers, canceled tests, and avoidable confrontations.

Split specimens. A split collection divides one specimen into a primary Bottle A and a separately sealed Bottle B while the donor is present. If the MRO verifies a positive, adulterated, or substituted DOT result, the employee may request testing of the unopened split at a second certified laboratory. This is a meaningful safeguard against specimen mix-ups, analytical error, and disputes. Retesting leftover urine from an instant-test cup is not the same protection: the material may have been opened, handled, consumed by the device, or left without an independently sealed and documented second specimen.

Medical Review Officer review. An MRO is a licensed physician with specialized qualification training who acts as an independent, impartial gatekeeper. The MRO reviews the custody-and-control documentation, interviews the employee after a laboratory-confirmed non-negative result, and determines whether a legitimate medical explanation exists. A confirmed laboratory finding for an opioid or amphetamine, for example, is not automatically proof of illegal drug use. A lawful prescription may explain the result. Human resources should not attempt this medical verification itself.

These safeguards protect the employer, too.

A disciplined process does more than protect employees. It gives management a clear, consistent basis for action and creates evidence that can withstand an unemployment claim, grievance, agency audit or inquiry, arbitration, or lawsuit. It also helps protect confidential prescription and disability-related information. The Equal Employment Opportunity Commission advises employers to give a tested person an opportunity to explain lawful medication use that may account for a drug-test result. An MRO can evaluate that explanation and ordinarily report the verified workplace result without disclosing unnecessary diagnosis or prescription details to management.

The alternative—allowing a supervisor or office employee to read a test cup, ask about medications, and make an immediate decision—creates multiple points of risk. The screen may cross-react with a medication; the wrong cutoff may be used; the device may have been stored improperly or read outside its time window; the donor may be misidentified; chain of custody may be incomplete; and confidential medical information may be collected or shared unnecessarily.

A practical rule for non-DOT programs.

Employers that choose rapid devices for non-DOT testing should use them only as preliminary screens within a written program. A non-negative should trigger secure sealing and documented shipment to a certified laboratory—not discipline. Final action should wait for laboratory confirmation and MRO verification. Whenever feasible, collect a true split specimen at the outset and use a collector trained to DOT-comparable standards.

The non-DOT program must remain separate from the DOT program: separate policy, forms, account setup, specimen records, and results. Part 40 expressly requires DOT and non-DOT tests to be separate and prohibits using the federal Custody and Control Form for a non-DOT test. Employers must also review state and local law, collective-bargaining obligations, privacy rules, marijuana protections, and any industry-specific requirements before adopting or changing a program.

Before relying on a test result, ask five questions: Was the specimen collected by a competent collector under a documented chain of custody? Was an independently sealed split preserved? Did an appropriately certified laboratory perform confirmation testing? Did a qualified MRO verify the result? Does the contemplated action comply with the written policy and applicable law?

If any answer is “no,” pause before making an adverse decision. The minutes saved by an instant result are rarely worth the cost of a preventable error. A workplace drug-testing program is defensible because of the integrity of the entire process—not because a product package carries a particular acronym.

Official references and further reading

49 CFR Part 40 — Current federal procedures for transportation workplace drug and alcohol testing

DOT § 40.210 — Only laboratory-screened and confirmed urine or oral fluid is authorized; POC and instant drug tests are not

FDA — Drugs of Abuse Tests—including FDA’s statement concerning Employment & Insurance devices

FDA — Drugs of Abuse Home Use Test—preliminary results and laboratory confirmation

FDA — CLIA Waiver by Application—what a CLIA waiver means

EEOC — Lawful opioid use, drug testing, and the opportunity to provide an explanation

DOT — HHS-certified oral-fluid laboratories and the two-laboratory implementation condition

Disclaimer: This article provides general educational information, not legal advice. Non-DOT testing requirements vary by jurisdiction. Employers should have qualified counsel review their policy and procedures before implementation.

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Understanding the Controlled Substances Act and Drug Scheduling

By: Tom Pool, CSAPA
Executive Administrator, Drug Free Business and retired DEA S/A

Employers may be concerned by news of the proposal to reschedule marijuana from Schedule I to Schedule III. The Controlled Substances Act (CSA) classifies drugs and other substances into five schedules based on their accepted medical use, potential for abuse, and risk of dependence. This classification helps regulate these substances’ manufacture, distribution, and use.

How Drugs Are Scheduled

Drugs can be added, removed, or moved between schedules through a process initiated by the Drug Enforcement Administration (DEA), the Department of Health and Human Services (HHS), or by petitions from manufacturers, medical associations, public interest groups, or individuals.

When a request is made, the DEA investigates the drug’s abuse potential, medical use, and safety. The DEA then seeks a scientific and medical evaluation from HHS, whose findings are binding. The DEA Administrator uses this information to determine whether the drug should be scheduled or removed from control.

Criteria for Drug Scheduling

A drug is only controlled if it has a potential for abuse. While the CSA doesn’t define “potential for abuse,” factors considered include:

Reports of misuse causing health or safety hazards
Significant diversion from legal drug supply chains
Self-administration without medical guidance
Chemical similarity to other controlled substances with known abuse potential

When classifying a drug, the following factors are also examined:

Scientific evidence of effects and risks
History and patterns of abuse
Public health risks
Addiction potential
Whether it’s a precursor to an already controlled substance

The Five Drug Schedules

The CSA categorizes substances into five schedules:

Schedule I (High abuse potential, no accepted medical use)

Examples: Heroin, LSD, marijuana, GHB
Since Schedules II, III, IV, and V drugs all have some accepted medical use, any abused drug without a current approved medical use must be placed in Schedule I, even if its abuse potential is lower than that of drugs in Schedules II through V.

Schedule II (High abuse potential, accepted medical use with restrictions)

Examples: Morphine, cocaine, methamphetamine, fentanyl

Schedule III (Moderate abuse potential, accepted medical use)

Examples: Anabolic steroids, some codeine products, barbiturates

Schedule IV (Low abuse potential, accepted medical use)

Examples: Alprazolam (Xanax), diazepam (Valium), clonazepam

Schedule V (Lowest abuse potential, accepted medical use)

Examples: Cough medicines with codeine

The Scheduling Process

Once the DEA decides to control, reschedule, or decontrol a drug, it publishes a proposal in the Federal Register, inviting public comments. If no hearing is requested, the DEA finalizes the decision. If a hearing is requested, an Administrative Law Judge reviews the evidence before the DEA makes a final ruling.

Interested parties can appeal the decision in a U.S. Court of Appeals within 30 days. However, the new classification remains in effect unless overturned by the court.

Emergency Scheduling and Controlled Substance Analogs

To address urgent public safety threats, the DEA can temporarily place a substance in Schedule I for up to two years, with a possible one-year extension while formal scheduling procedures are underway.

Controlled Substance Analogs, which are chemically similar to Schedule I or II drugs but not formally scheduled, can also be regulated as Schedule I substances if intended for human consumption.

International Drug Scheduling

U.S. drug scheduling decisions may be influenced by international treaty obligations, such as the Single Convention on Narcotic Drugs (1961) and the Convention on Psychotropic Substances (1971). These agreements require the U.S. to control certain substances at specific levels to comply with global drug policies.

Conclusion

The Controlled Substances Act provides a structured process for regulating drugs based on medical value and abuse potential. Understanding this framework helps policymakers, medical professionals, and the public navigate drug classification and control measures effectively.

By: David Perlman, BA, NCAC II, SUDP, EAP

Aftercare Requirements

When is the Substance Abuse Professional’s process completed? SAP responsibilities are fulfilled when he completes his follow-up evaluation. In many cases, the SAP will include an aftercare requirement for additional treatment or sober support meetings. If the SAP includes these, they are not recommendations, they are requirements. An auditor may ask for proof that an employee completed all aftercare requirements. If these requirements were not done, the employee and the employer may be considered out of compliance and may be censured to include possible fines.

What are your options? The employer’s Designated Employer Representative (DER) may receive reports directly from the treatment provider or require submission of attendance slips from sober support meetings, putting one more requirement on the DER. Reports sent from a treatment provider can result in information that needs to be redacted from the employee’s file, interpreted for the DER (too much clinical-speak) or may require consequences beyond the scope of DOT requirements. What do you do if the treatment provider reports several unexcused absences or attends less than the required sober support meetings? Does the DER need to learn about being a counselor or must they have repeated calls to the treatment provider?

The other option is to have this monitored by your Employee Assistance Program, if you have one. Or, to have the SAP monitor the aftercare requirement. With these options, the DER gets a task removed from their desk. The EAP/SAP handles all violations with the treatment provider and would only bring these to the DER for cases of gross non-compliance that would violate any return-to-work agreement. In the absence of treatment violations, the EAP/SAP would only notify the DER of the successful completion of all Aftercare requirements… Case closed.

When developing your SAP referral list, this issue should be addressed. SAPs are not required to monitor aftercare, and many of them do not. If the SAP elects to do this, they should be documenting their future efforts as a non-DOT function and should be completing non-DOT disclosures and releases. Will your SAP provide this service? Is this service included in his initial fee, or is it additional?

Follow-up Testing

If it is your employee who had a violation, you must give them a Return to Duty test (RTD) and then implement the Follow-up Testing plan directed by the SAP. Again, it is not a recommendation, it is a requirement. If the employee is under FMCSA, the RTD results must be entered into the FMCSA Clearinghouse under your company’s account.

If the employee had their violation with a prior employer, you need the SAP reports with the Follow-up Testing Plan. The plan follows the employee. Also, you need proof of the RTD test and any Follow-up Tests that were administered. When the SAP requires X number of tests for X number of years, it is not a calendar year. It is a working year in a DOT safety-sensitive position. If the employee had a break in service, you need to restart their plan from the date of the last test. The SAP reports can be obtained directly from the SAP or from the previous employer. Copies of the RTD and Follow-up tests can be obtained from the previous employer. Sometimes it does become an accounting problem for the employee who comes to you after having had four employers in three years with a full 5-year testing plan. In that case you may have to contact multiple employers. An auditor will expect documentation of these tests. Previous employers do make mistakes and some even don’t test. Copies of prior tests meet the gold standard.

If these test records are not available, you are placing yourself in jeopardy by putting a new employee into a safety-sensitive position. Your options are to delay their start date until the records are received or the employee will need to restart his testing program from the last period that the testing plan was intact.

I tell all my clients that they should keep records on all their testing. The copy of the testing Custody and Control Form that the donor gets clearly says “Donor Copy”. I routinely ask new clients for their copy to get the Specimen ID Number, correct test date and the Medical Review Officer’s name. . They often say they had to turn it in to their dispatcher or other company representative. The DER will get confirmation of the test and there is a copy for the ‘employer’. I have had former clients call me for assistance because their former employer failed to send requested testing information to their new employer, or worse, their former employer went out of business, and no one had access to records. Remember Yellow (truck lines) going out of business in 2023? For my clients who remembered to keep their CCF’s, I have been able to get copies sent to their prospective employer. Let them keep their copy.

There have been a recent number of errors in posting results in the Clearinghouse for some FMCSA cases. Some DER’s have thought they were supposed to enter results of Follow-up testing for each individual test. This resulted in the Clearinghouse listing this as Step 6 completed- Case closed. Follow-up testing is reported to the Clearinghouse only when the LAST test is completed and reported. If a query reports that Follow-up Testing was completed and the violation and the RTD test are only six months old, this is a major red flag.

David Perlman is a US DOT Qualified Substance Professional in private practice serving Washington State since 2005 and may be contacted at david@dotsap.net or (425) 478-0152.

What is a C/TPA

A C/TPA stands for Consortium/Third-Party Administrator, which is a service provider that helps organizations comply with drug and alcohol testing regulations, particularly in industries regulated by agencies like the U.S. Department of Transportation (DOT).

Role of a C/TPA

A C/TPA acts as an intermediary between employers and drug testing programs. They provide administrative support and ensure compliance with regulations. Here is what they typically do:

Program Management: Help employers establish and maintain a drug and alcohol testing program in line with applicable regulations.
Random Testing Programs: Manage random drug and alcohol testing pools to ensure fair and unbiased selection.
Coordination with Labs: Work with laboratories for specimen collection, testing, and reporting.
Medical Review Officer (MRO) Services: Collaborate with MROs to review and interpret test results before sharing them with employers.
Policy Development: Assist employers in creating compliant drug and alcohol policies.
Recordkeeping: Maintain records related to testing, compliance, and training.
Employee Education: Provide resources for employees and supervisor training on substance abuse awareness and reasonable suspicion determinations.

Who Uses C/TPA?

DOT-regulated employers: For industries such as trucking, aviation, transit, railroads, and pipeline safety.

Non-regulated employers: Some employers outside of DOT regulations also use C/TPA services to manage workplace testing programs.

Why Are They Important?

C/TPAs are especially critical for small- to medium-sized companies that may not have the in-house resources to handle the complexity of drug testing regulations, especially those required by the DOT. They help ensure compliance and reduce the risk of penalties.

What questions should I ask if hiring a C/TPA to do my drug testing program?

When hiring a C/TPA (Consortium/Third-Party Administrator) to manage your drug testing program, it is crucial to ask questions to ensure they are qualified, compliant with regulations, and able to meet your specific needs. Here is a list of questions to guide your decision-making process:

General Expertise and Experience

How long have you been providing drug testing services?

Look for a C/TPA with experience, especially in your particular industry. Ask for references from clients who use their services. You will also want to know if they stay current with both Federal and State regulations about drug testing through training, certification, and membership in applicable associations in their industry. Additional certification and training programs for a C/TPA can be found through CCDAPP.org Certification Commission of Drug and Alcohol Program Professionals and NDASA National Drug and Alcohol Screening Association and SAPAA (Substance Abuse Program Administrators Association).

2. Do you specialize in both DOT-regulated testing and non-regulated testing?

Substance abuse is not limited to employees who fall under DOT regulations. You will want a C/TPA who has experience in handling both DOT Federal regulations and state regulations for non-regulated employees as each state is different as it pertains to marijuana use so all your employees are covered by your drug free workplace policy and substance abuse plan.

3. What other services does C/TPA provide besides drug testing?

Many C/TPAs (Consortium/Third-Party Administrators) go beyond basic drug and alcohol testing program management by offering additional services to support compliance, efficiency, and education. These extra services can be particularly valuable for companies looking to streamline operations or enhance workplace safety. Here are some common extra services provided by a C/TPA:

Program Development and Policy Assistance

Policy Creation and Updates: Assistance in drafting or revising a compliant drug and alcohol policy tailored to your organization and industry (e.g., DOT-compliant policies).

Guidance on Compliance Requirements: Help understanding and adhering to federal, state, and local testing regulations, including DOT and OSHA rules.

Training and Education

Supervisor Training: Providing Reasonable Suspicion Training for supervisors to recognize signs of substance use, which is required for DOT compliance.

Employee Education: Offering resources and workshops to educate employees on drug and alcohol policies, risks, and testing processes.

Webinars and Certification: Online or in-person training options for certifications related to compliance or safety programs.

Management of Random Testing Pools

Consortium Pool Services: For smaller companies, combining employees with others in a random testing pool to meet DOT minimum requirements.

Customized Pools: Setting up and managing company-specific testing pools for larger organizations.

Pool Compliance Tracking: Monitoring random testing percentages to ensure compliance with industry-specific regulations.

User-Friendly Software: Software that can be easily managed to locate test results, outstanding random selections still needed, and a way to create special reports.

Background Screening Services

Pre-Employment Screening: Assisting with criminal background checks, motor vehicle records (MVR), and employment history verifications.

Clearinghouse Management: For DOT-regulated industries, managing your participation in the FMCSA Drug & Alcohol Clearinghouse for reporting violations and querying new hires.

Medical Review Officer (MRO) Coordination

Ensuring qualified and licensed MROs review drug test results and handling communication with employees regarding positive or inconclusive results. It is also important to select a C/TPA who has multiple MROs in different time zones if you have employees in different time zones as well.

Managing the chain of custody documentation for samples, checking for errors, troubleshooting, and managing the drug test process from start to finish.

On-Site Testing Services

Mobile Testing Units: Offering on-site drug and alcohol testing at employer locations, especially for random selections or hiring events.

After-Hours Specimen Collection: Aiding in locating 24/7 access to testing, especially for industries like trucking or aviation where accidents can occur outside regular hours.

Recordkeeping and Reporting

Audit Preparation: Assistance with DOT or other regulatory audits by maintaining proper records and ensuring compliance.

Electronic Recordkeeping: Online platforms for easy access to test results, compliance reports, and training records.

Annual Reports: Generating required DOT or industry-specific reports, such as MIS (Management Information System) report or custom reports for compliance tracking.

Drug-Free Workplace Program Support

Assistance with Certification: Helping companies qualify for state or insurance drug-free workplace certifications, which can result in cost savings.

Wellness Initiatives: Providing drug and alcohol prevention programs to promote overall employee health.

Post-Accident and Reasonable Suspicion Support

24/7 Support: Offering assistance for coordinating testing after after-hours accidents or when supervisors suspect substance use.

Test Site Locator Services: Identifying nearby clinics for testing, particularly useful for mobile or remote workforces.

Specialized Testing Services

Expanded NON-Drug Panels: Ability to customize NON-DOT test panels excluding (marijuana) or including substances beyond standard panels (e.g., fentanyl).

Alcohol Testing: Offering both breath alcohol testing (BAT) and saliva alcohol testing services.

Return-to-Duty Testing: Assisting with DOT Return-To-Duty and Follow-Up testing for Owner/Operators or non-regulated employees returning to safety-sensitive roles.
A variety of test methods: Having both oral fluid and urine lab-based testing available.

11. Substance Abuse Professional (SAP) Services

SAP Referral Management: Connecting employees with qualified SAPs for evaluation and treatment recommendations following a violation.
Return to Duty Tests

12. Consultation and Legal Support

Legal Updates: Keeping employers informed about changes to both Federal and State drug testing laws and regulations that may affect their program.

Expert Witness Services: Offering expert testimony in cases related to drug or alcohol testing compliance or results.

13. Insurance and Risk Management

Workers’ Compensation Discount Support: Helping employers qualify for workers’ comp discounts by implementing a certified drug-free workplace program.

Incident Reporting Assistance: Streamlining post-accident testing processes to reduce liability.

By offering these additional services, a C/TPA provides comprehensive support, making it easier for employers to maintain compliance, promote safety, and manage their workforce effectively. When choosing a C/TPA, ask about these services to determine if they align with your organization’s needs.

How much does a C/TPA service cost?

The cost of hiring a C/TPA (Consortium/Third-Party Administrator) can vary depending on the services provided, the size of your organization, and whether you need DOT-regulated or non-regulated testing. Here is an overview of typical pricing structures and factors that affect the cost:

Typical Cost Breakdown

Membership or Administrative Fees

Most C/TPAs charge an annual membership or setup fee to manage your testing program. This price can range from $150.00 annually up to several thousand dollars per year depending on the vendor you select and the size of your company.

At DFB, we have a flat fee of $150.00 for employers regardless of the number of covered employees.

2. Per Test Costs

Charges for individual drug and alcohol tests depend on the type of test and may or may not include the collection fee and/or MRO fee:

Urine Drug Test: $52–$70 per test (standard 5-panel or 10-panel).

Breath Alcohol Test (BAT): $35–$75 average cost per test.

At DFB, DOT test rates start at $58.00 per test at preferred sites, which includes the collection and MRO fee.

Post Accident or Reasonable Suspicion Testing may cost more, especially for after-hours testing or where specimens are collected at non-network sites or by mobile collectors.

3. Random Test Program Fees

If you participate in a consortium pool, there may or may not be an additional cost, typically including random selections, notifications, and compliance tracking:

Small Businesses: $75.00-$100.00 per person, per year.

Larger Organizations: Costs may be bundled into administrative fees.

At DFB, we include random selection services with our annual membership fee. There is no additional fee.

4. Medical Review Officer (MRO) Services

MRO services, which involve reviewing and verifying test results, may be bundled, and included in the cost of your testing (as we do with DFB) or can be an additional cost if positive ranging between $25.00-$50.00 per result.

5. Training Fees

Supervisor and employee training services are often offered as add-ons services:

Online Reasonable Suspicion Training: $25–$50 per supervisor.

At DFB, we provide free on-line training for our clients.

In-Person Training: $500–$1,000+ for a group session.

6. Additional Services

Policy Development: $250–$1,000 for creating or updating a drug and alcohol testing policy. At DFB, your initial review of your policy is at no cost.

Clearinghouse Management (for FMCSA): $2–$10 per query for required pre-employment and annual checks or employers can do this task themselves.

24/7 Post-Accident Testing Coordination: Some C/TPAs charge a premium or flat fee ($50–$150+) for arranging after-hours or emergency testing.

Factors Affecting Costs

Company Size
Smaller companies often benefit from consortium pools that share testing costs, while larger companies may need custom programs with higher fees.
Industry Type
DOT-regulated testing (e.g., FMCSA, FAA, PHMSA, US Coastguard, FTA, FRA) tends to cost more due to compliance requirements and audits.
Testing Volume
High-volume testing (e.g., pre-employment and random tests) may qualify for bulk discounts.
Geographic Location
Costs for on-site testing or testing in remote areas can be higher due to travel fees or availability of services.
Type of Tests
Specialized tests (e.g., oral fluid or expanded panels) may cost more than standard 5-panel urine tests

Example of Pricing Scenarios

Small Business (10 employees, DOT-regulated)

Annual Membership: $200.00

Random Testing Program: $100 per employee ($1,000/year).

Per Test Cost: $50/test for 5-panel urine test (average 5 tests per year). $250

Breath Alcohol Test $45.00

Estimated Total: $1,495/year.

2. Small Business (10 employees, DOT-regulated) by DFB

Annual Membership: $150.00

Random Testing Program: included in membership fee, no additional cost.

Per Test Costs: $54/test for 5-panel urine test (average 5 tests per year). $270

Breath Alcohol Test $45.00

Estimated Total: $465.00/year.

One final way to shop and compare services is simply to call or email to find out how responsive the C/TPA is to your needs. If you have a difficult time getting through to your C/TPA by phone or by email, this can also affect your needs when you need an answer to a complex problem. A low or high price may not be the determining factor, you will want to know if the company you select has the answers and service you need when you need it.

To learn more about our C/TPA and DOT drug testing services, contact DFB.82