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Drug & Alcohol Testing

Fast & Easy Drug & Alcohol Testing for Companies

Whether you’re new to drug testing or looking for a different provider, we can help. We make testing straightforward, with minimal disruption to your operations. We come to you, so you can keep productivity high.

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Catamount Consulting and H&T Group

Understanding drug and alcohol
testing programs

Illegal drug use creates serious risks in the workplace, especially in safety-sensitive roles. That’s why many employers implement DOT-compliant drug testing programs to ensure a safe and reliable workforce.

Employee Drug Testing for Business Owners

The U.S. Department of Transportation (DOT) requires federally mandated drug and alcohol testing for all CDL drivers. For non-DOT positions, testing is at the discretion of the employer—but just as critical. Employee drug use poses serious safety risks and can impact performance and liability.

Whether you’re already conducting drug testing or just getting started, we can help.
Already testing? We may be able to reduce your costs with our competitive pricing.
Need a policy or testing program? We’ll help you establish a compliant drug and alcohol policy and create a testing pool.

DOT or Non-DOT? We offer both mandatory and voluntary testing pool services to fit your needs.

Our professional and streamlined process ensures accurate results and peace of mind for your organization

What can we do for you?

We make testing easy and convenient, with little interruption to your company. Our team comes directly to you, so your employees maintain productivity on the job. Onsite testing not only saves time but reduces costs compared to sending 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
  • DOT certified drug testing services
  • Supervisor Reasonable Suspicion for drug/alcohol awareness training
  • Mobile collection services at your business
  • Computer-generated random selections
  • Medical Review Officer (MRO) Services
  • Onsite drug collection testing for DOT random drug and alcohol testing.

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

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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.

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