Heavy equipment, work at height, driving, electrical exposure, and changing job sites create operational and safety concerns. Testing must still follow written policy, applicable law, and any union or project agreement.
Which employees may be included?
Coverage should be based on actual duties and a legally reviewed policy—not merely a job title. Common roles include:
- Equipment operators and commercial drivers
- Field crews and skilled trades
- Supervisors and site-safety personnel
- Temporary and subcontracted workers where contractually appropriate
What should the testing workflow address?
- Fast pre-employment and site-access testing
- Mobile collections for projects and hiring events
- Clearly defined post-accident and reasonable-suspicion criteria
- Separate DOT testing for covered drivers
Before launch, define who can order a test, which reason and panel apply, where collection occurs, who receives confidential results, and what happens when a collection or result needs follow-up.
How can one testing partner reduce administrative work?
A single business account can coordinate site selection, mobile collection planning, laboratory routing, Medical Review Officer services when applicable, and secure result delivery. This is particularly useful when employees work across locations, projects, shifts, or regulatory categories.
Frequently asked questions
Is drug testing required for every construction employee?
No. Requirements depend on duties, federal regulation, state and local law, contracts, and the employer's written policy.
Can DOT and non-DOT employees use the same program?
An employer can administer both, but DOT tests and records must follow the applicable federal rules and remain distinct from non-DOT company-policy testing.
Can Lab Test Solutions support multiple locations?
Yes. Lab Test Solutions can coordinate collection access, mobile events where available, laboratory services, MRO review, and secure reporting for distributed workforces.