Fast, compliant background checks for oil & gas

NASAP is the North American Substance Abuse Program, a shared drug and alcohol testing standard owned by the Industry Business Roundtable. Participating owners accept a NASAP result across their sites, so a worker tests once instead of retesting at every gate. KRESS is a qualified Consortium/Third Party Administrator for NASAP and for its background screening counterpart, NABSC. If the operator you are working for participates, your crews need to be in the program.

Neither one sets the requirement. ISN and Avetta are contractor management platforms: they collect, verify and store the records your hiring client asks for, and each hiring client configures its own standard by location and risk level. So the answer to what you need is always the operator, not the platform. Tell us who you are working for and we will scope the checks to their list.

Part 382 applies to drivers operating commercial motor vehicles that require a CDL, which in the field means crude and produced water haulers, vacuum trucks, frac sand and cement bulk drivers, and rig-move and heavy-haul drivers. It does not cover the general non-CDL workforce. Pipeline safety-sensitive roles sit under a separate PHMSA rule, 49 CFR Part 199. All of the testing follows the same procedural rule, 49 CFR Part 40.

You must run a full query before you employ a CDL driver, which needs the driver to give specific electronic consent in the Clearinghouse. After that you must query at least once every 12 months for every driver you employ. The annual check can be a limited query under general written consent, but if a limited query shows information exists you have 24 hours to run a full query.

Anyone requiring unescorted access to secure areas of vessels, facilities and outer continental shelf facilities regulated under the Maritime Transportation Security Act. In practice that is marine terminals and docks, LNG and crude export terminals, bulk liquid transfer facilities, offshore platforms and the vessels serving them. TSA runs the security threat assessment behind the card, including an FBI fingerprint check, and the Coast Guard enforces access. KRESS covers the employment screening either side of it, not the TWIC itself.

No. OSHA has no standard requiring either one, in oil and gas or any other sector. Its only direct involvement is restrictive: 29 CFR 1904.35 prohibits using drug testing to retaliate against an employee for reporting an injury. OSHA guidance confirms most workplace drug testing is permissible, including random testing and testing required by DOT rules, and that post-incident testing is fine as long as you test everyone whose conduct could have contributed rather than only the person who reported.

PHMSA set the minimum annual random drug testing rate at 50% of covered employees for 2025 and has held it there for 2026. The rate is tied to industry results: when the random positive rate reaches or exceeds one percent, the Administrator has to keep it at 50%. If you use a consortium, check your enrolment covers everyone in a Part 199 safety-sensitive role.

Most reports come back within 24 hours, and 95% land in that window. County criminal searches run at the courthouse can take longer where a court is slow to respond. The drug panel is usually the real constraint on a mobilisation date, because it depends on collection site availability, so book it first.

Under the Fair Credit Reporting Act most adverse items cannot be reported after seven years, but records of criminal convictions are exempt from that limit. The restriction also falls away where the role pays $75,000 a year or more. Several states apply tighter rules than the federal floor, so check the state compliance guide for the lookback that applies where the job sits.

You do. KRESS supplies verified data and the notification workflow. The hiring decision, including any individualized assessment, belongs to the employer.