Drug & Alcohol Testing

Fast & Easy Drug & Alcohol Testing for Companies

Whether you are new to drug testing or seeking a change of provider, we can help. We aim to make the testing as easy as possible and without significant interruption to your company. We come to you so that you can maintain productivity and efficiency.

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Catamount Consulting and H&T Group

Understanding drug and alcohol
testing programs

Illegal drugs are a severe problem in the workplace. Approximately five percent of employees checked have tested test positive. Today, many businesses that employ safety-sensitive employees have some form of drug testing program in place.

Employee Drug Testing for Business Owners

The Department of Transportation federally mandates DOT testing, and Non-DOT testing is elected by the companies. Drug dependency amongst employees is not only concerning to business owners because it endangers employees’ health; drug usage can also result in grievously impaired performance. If you have a drug policy that states that your employees must submit to drug testing requests, you can use our services for efficient and professional results. If you are already drug testing, we can offer you substantial savings. We can help you write a policy and start your pool if you don’t prescribe. Everyone can be included in a mandatory or voluntary testing pool with no limit to employees tested.

What can we do for you?

We aim to make the testing as easy as possible and without significant interruption to your company. We come to you so that you can maintain productivity and efficiency. The H&T Group can offer our on-site services to you as a SUBSTANTIAL cost saving versus sending your employees to an off-site lab. We also assist with policy, testing, and training materials.

Drug and Alcohol policy review. Create a written substance abuse policy or review a company’s current policy
Drug and Alcohol Program Management
Employee Training
Provide DOT/CDL consortium testing services
Provide supervisor drug/alcohol awareness training materials
Offer mobile collection services at an employer’s place of business
Create computer-generated random selections
Provide Medical Review Officer Services (MRO)
Onsite drug collection testing for Pre-employment and random testing

Contact us to learn more about
DOT/non-DOT drug & alcohol testing.

Benefits of a Drug and Alcohol-Free Workplace

Companies that implement efficient drug-free workplace programs typically will:

Hire better employees
Experience less employee turnover
Realize higher productivity
Reduce employee absenteeism and lost time
Improve employee safety

Enjoy better compliance with regulatory agencies
Earn credit on workers’ compensation premium
Decrease workers’ compensation claims
Reduce the number of approved claims because positive test results can prove a “causal relationship” between the claim and the drug or alcohol

Top 5 Marijuana Questions

Now that many states have legalized marijuana use, can employers still ban it in the workplace?

Yes, most states still allow employers to ban marijuana use, both recreational and medicinal, from the workforce.

Now that many states have legalized marijuana use, can employers still ban it in the workplace?

Yes, most states still allow employers to ban marijuana use, both recreational and medicinal, from the workforce.

What Language Should My Drug Testing Policies Include About Medical Marijuana?

This question comes up frequently. It’s in your best interest as an employer to understand and ensure that you’re complying with the language of the local medical marijuana law. If you’re operating in just one state or in a number of different states, you may need several different amendments to your policy, depending on how you’re going to treat the topic of medical marijuana.

Make sure that you’re in compliance with all the applicable state laws pertaining to medical marijuana and recreational marijuana and any limitations or discrimination language that may be in any of these laws. Keep in mind that you, as the employer, are still responsible for the safety and the well-being of all of your workers.

From a policy standpoint, you should reflect the state law while also including language that says, “Under no circumstances will an individual be allowed to be at work under the influence of marijuana, use marijuana while at work, bring marijuana to the workplace, or exchange marijuana with others while on the job.” Make sure your drug policy is clear and in compliance and that you communicate the policy to your employees.

Here is the bottom line, you want to make sure that your policy contains as much language as possible so that if you’re ever challenged legally, your policy covers all of the issues.

Can an employer take action against an employee for using cannabis on the job?

An employer is not prohibited from taking employment action against an employee if the employee is impaired by cannabis while working (including where the employer has not adopted an explicit policy prohibiting use), meaning the employee manifests specific articulable symptoms of impairment that: • Decrease or lessen the performance of their duties or tasks • Interfere with an employer’s obligation to provide a safe and healthy workplace, free from recognized hazards, as required by state and federal occupational safety and health laws.

Can employers prohibit the use of cannabis during meal or break periods?

Yes, employers may prohibit cannabis during “work hours,” which for these purposes means all time, including paid and unpaid breaks and meal periods, that the employee is suffered, permitted or expected to be engaged in work, and all time the employee is actually engaged in work. Such periods of time are still considered “work hours” if the employee leaves the worksite.

For remote employees, can employers prohibit use in the “worksite”?

The Department of Labor does not consider an employee’s private residence being used for remote work a “worksite” within the meaning of Labor Law Section 201- D. However, an employer may take action if an employee is exhibiting articulable symptoms of impairment during work hours as described above and may institute a general policy prohibiting use during working hours.