What Is Random Drug Testing?

Random drug testing is a program where the employer, using a random selection process, chooses one or more individuals from an employee pool to undertake drug testing. Workers in federally-mandated, safety-sensitive positions - which include roles such as pilots, bus drivers, truck drivers, and employees in nuclear power plants - are mandated to undergo random drug testing as stipulated by the U.S. Department of Transportation (DOT) and the Nuclear Regulatory Commission (NRC). However, it's not only regulated industries that opt for random drug tests. Some non-regulated employers also elect to perform random drug testing on their employees as a preventive measure to deter drug use within their workforce.

What Are the Benefits of Random Drug Testing?

By using a random selection process, employers ensure that there is no bias and that all employees have an equal chance of being chosen – even those who may have recently undergone testing. Random drug testing can be more effective at detecting and deterring drug use than periodic or pre-employment testing because employees do not know when the drug testing will occur. According to the U.S. Department of Labor, because this type of testing has no advance notice, it can act as a deterrent.

How Are Employees Selected for Testing?

Random drug testing selections are based on the size of the employee pool, program period, and frequency rate. A rigorous, comprehensive methodology helps to ensure that every eligible employee has an equal opportunity to be selected for testing during each selection period. The U.S. Department of Transportation recommends that, regardless of job titles, people should be chosen for testing based on their job function.

What Is an "Employee Pool"?

An employee pool refers to a group of employees subject to a specific set of random drug testing selection parameters.

What Is the Difference Between a "Program Period" and a "Selection Period"?

The program period is the length of time the random drug testing program will actively run. The simplest program period to use is one year, used by most workplace testing programs. Testing activity may fluctuate during the course of the program period, but by the time the period closes, the number of completed drug tests should equal the random (frequency) rate. The selection period is the interval within the program period for which a given number of random selections are performed and their corresponding tests completed. Typical selection periods are one month, one week or one quarter. For example, a monthly frequency indicates that each month is a new selection period.

What Is the "Frequency Rate" or "Random Rate"?

The frequency or random rate indicates the number of selections as a percentage of the pool size. For example, if there are 100 people in the pool, and the annual rate is 50%, then 50 selections will occur in a year’s time.

Can I Schedule a Random Test to Occur Regularly on the Same Day or Month?

No. To be effective, random drug testing must not occur at a predictable time or date. Knowing when they will be tested ahead of time allows workers to make plans to “clean up” or subvert the drug test.

What Is "Over-Sampling"?

Over-sampling refers to the practice of selecting more people for testing than the rate requires. This is done in anticipation of some number of tests not being completed. Over–sampling is required in almost every random testing program because it is simply not possible to conduct a test on every person that is selected. People sometimes get sick, go on vacation, change responsibilities, or are otherwise unavailable for testing. An over-sampling rate of 20% is quite common.

How Are Individuals Selected for Random Testing?

Random selection is driven by a thorough algorithm based on employee pool membership, the program period, rate, and frequency (selection period). This algorithm assigns individual index numbers and generates a random list of numbers, which is then matched up to the index numbers generated. As a result, a random list of employees (donors) is created for a given selection period.

Why Do You Recommend Strictly Limiting the Time Between Notifying an Employee He or She Will Be Tested and Actually Testing Them?

Employees who don’t believe they will pass a drug test are sometimes tempted to cheat or subvert the test. To protect the integrity of the testing process, employees should be tested as soon as possible after being notified of their selection.

What Is an Alternate, and How Do I Know If I Need Them?

Alternates are additional names that are chosen through the randomization process and are meant to be used only when chosen employees are unavailable for testing. Example: If an employee selected for testing is known to be unavailable during the selection cycle (legitimate extended absence, long-term illness, etc.), then you document the reason and make up the rate shortfall by using the next alternate selection provided. The use of alternates keeps you from having to make an extra selection during the next selection cycle and helps ensure your random percentage rate. Please note: Alternates should never be used just because an employee is selected for testing but has the day off, or because of operational difficulties. In those cases, it is best to just test the employee during their next scheduled shift within the same selection cycle.

If My Organization Schedules Collectors to Come On-Site for Random Drug and Alcohol Testing and One of My Employees Is Absent the Day of the Collections, Can I Simply Test an Alternate?

No. You must test the employees who are on your random selection list. The one exception would be for an employee who is on an extended leave of absence or will be off duty for the duration of the selection period (monthly or quarterly). NOTE: If an alternate is used, the employer must maintain documentation as to the reason why the alternate was tested in the place of the selected employee. No employee should be excused from testing because they fail to show up for testing. Once the employee is notified to report for testing and the test does not occur, the opportunity for random testing is over. It is up to the employer to ensure the random drug and alcohol testing is fair and consistent. When employees are selected and not tested, the program is not random, not fair, and not consistent. This creates exposure to liability and potential lawsuits.

Can an Individual Be Selected More Than Once During a Selection Period?

It is possible for individuals to be selected multiple times for testing as the algorithms used do not exclude individuals from selection unless they are purposefully removed from the employee pool. That said, an individual will not be selected twice on the same selection period but could be selected more than once over the course of the program period. If the program covers 12 months, they could be selected more than once over that time.

I Have Employees on Workers Comp. Should They Be Included in the Random Pool?

In order to maintain compliance and the integrity of your random drug testing program, you should ensure that every eligible employee has an equal opportunity to be selected for testing during each selection period. The U.S. Department of Transportation recommends that, regardless of job titles, all employed, eligible people should be part of the pool of eligible employees to be chosen for testing based on their job function or category. For example, the company could make all workers who operate machinery or vehicles subject to random drug testing but not require the testing of clerical staff. Some employers test only those employees whose jobs are inherently risky. If your employee is in a position that is part of the testing pool, then being on workers' compensation does not make them ineligible for random testing.

How Often Should a Company Test? Monthly? Bi-Monthly? Quarterly?

Random selections should be just that, random, where employees in a pool should be selected randomly based on the selection periods established within the program. They may know that within a certain period, they will be drug tested but will not be able to deduce exactly when they will be tested, leaving the drug-use-deterring element of surprise intact. If you are not subject to any compliance with federal testing regulations or have to meet the specific standards of a regulating authority, such as DOT, then the size of your drug pool and the annual random percentage rate you are trying to achieve often set the occurrence schedule for your program. The frequency rate indicates the number of selections as a percentage of the pool size. For example, if there are 100 people in the pool, and the annual rate is 50%, then 50 selections will occur in a year. Some companies may choose to do all of their random tests in one or two testing days. Other companies may choose to schedule out the 50 tests over a period of a year with monthly runs of 4 or 5 employees testing so that at the end of the year, it adds up to the 50% goal.

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Drug Screening Services

Substance abuse testing plays a crucial role in occupational health, fostering a safe, productive, and drug free workplace. Given the concerning rates of substance abuse in the workplace, these tests are imperative for making informed hiring decisions, deterring substance use, and identifying people in need of support to overcome addiction.

We simplify the drug screening process, from pre-employment checks to continuous monitoring, without the hassle of extensive paperwork or navigating complex federal regulations. We offer a broad spectrum of drug screening solutions, including blood tests, oral fluid testing, and hair testing services, that detect a wide range of substances such as illicit drugs, prescription medication, alcohol, and more.

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Why Workplace Drug Testing is Important

Drug and alcohol abuse in the workplace can have serious consequences, not only for the employees but also for the employers. Implementing regular drug testing can help prevent these issues before they escalate, creating a safer and more productive work environment.

Drug and alcohol abuse in the workplace can have serious consequences, not only for the employees but also for the industry and employers. Selecting the right drug testing companies is vital for ensuring workplace safety and compliance with industry regulations. Implementing regular drug testing can help prevent these issues before they escalate, creating a safer and more productive work environment.

Promoting Safety

Creating a safe work environment is crucial, and workplace drug testing is key to identifying and addressing the use of substances that can significantly impair performance and decision-making. This, in turn, reduces accidents and injuries on the job.

Enhancing Productivity

A productive workforce begins with healthy and substance-free employees. Partnering with a drug testing provider to implement a drug testing policy deters substance use and helps in maintaining high levels of productivity and work quality.

Supporting Employee Health

Drug testing services in the workplace are not just about identifying and penalizing substance use but also about supporting employees struggling with addiction. Through early detection, businesses can offer the necessary support programs to help employees overcome their dependencies.

Protecting Business Interests

Substance abuse in the workplace can lead to increased liability and potentially tarnish a company’s reputation. Comprehensive drug testing solutions help mitigate these risks, ensuring the business remains reputable and legally compliant.

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Types of Drug Tests

There are various types of drug and alcohol tests that employers can choose from, depending on their specific needs and requirements. Our workplace testing programs offer a comprehensive menu of laboratory-based and rapid substance abuse testing options.

Urine Tests

This is the most common form of drug test and is used to detect recent drug use. It can detect a broad range of drugs, including marijuana, cocaine, amphetamines, and opioids.

Saliva Tests

This type of drug test is less invasive and can detect drug use within a shorter timeframe compared to urine tests. It is typically used for on-site testing or post-accident situations.

Hair Tests

This method of drug testing has a longer detection window, up to 90 days, making it useful for detecting chronic drug use.

Breath Alcohol Testing

This type of testing is used to detect current alcohol intoxication and is often used in conjunction with other forms of tests.

Download our Complete KRESS Guide to Drug Testing

There are dozens of substance abuse testing options. KRESS helps your business select only those necessary for creating a more productive and safer workplace.

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How it Works

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Step 1

Customize Your Program

We customize a drug screening program and policy for your business in accordance with local, federal, and state laws. This includes setting up a formal process for employee testing, defining the consequences of a positive test result, and ensuring confidentiality.

Step 2

Announcement & Scheduling

KRESS coordinates the announcement and scheduling of drug testing for your employees. Our team can help to provide complete and easy-to-understand education and training for managers, supervisors, and employees.

Step 3

Drug Testing & Results

The employer is only involved when adverse information is found in an employee’s drug test results. Our medical review officers (MROs) review all test results to ensure accuracy and handle any issues or questions from employees.

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Nurture a Drug-Free Workplace with KRESS

At KRESS, we understand the critical role that a reliable substance abuse testing program plays in maintaining the integrity and safety of your workplace. Our team is dedicated to providing fast, accurate, and customizable tests to meet the unique needs of your business. We offer a full spectrum of testing options, including random testing, on-site and off-site testing, and transparent employee notification processes.

With our commitment to quick turnaround times, you can get critical information and make informed decisions swiftly, minimizing disruptions to your operations. Our approach ensures fairness and equity in the selection process, helping to deter substance abuse and promote a healthy work environment.

As one of the leading drug screening companies in the country, choose KRESS for your substance abuse testing needs and experience unparalleled professionalism and efficiency. Start building a safer workplace today.

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Your Guide to Substance Abuse Testing

The Role of the Medical Review Officer (MRO)

Medical review officers play a crucial role in the drug and alcohol testing process. They are responsible for reviewing all drug test results to ensure accuracy, as well as handling any issues or questions from employees. Their knowledge and expertise in testing procedures and regulations make them an essential part of the process. MROs also act as a neutral third party, providing unbiased and confidential results to employers.

Implementing a Drug and Alcohol Testing Program

In order to maintain a healthy and safe workplace, various forms of drug and alcohol testing may be implemented. These can be tailored to suit the specific needs and circumstances of the workplace.

Company Policy

A written drug and alcohol screening policy is vital in creating a safe and substance-free workplace. This company policy serves as a guide for both employees and management, outlining the company's stance on drug and alcohol use, the procedures for testing, and any consequences for policy violations.

It should be written in clear, accessible language and should be readily available to all employees. Furthermore, it is vital that the policy is legal and compliant with local and national regulations. Regular reviews and updates of the policy ensure its continued relevance, reflecting any changes in legislation or the company's circumstances.

Random Drug Screenings

Random drug testing is an effective tool in deterring employees from using illegal drugs and alcohol during work hours. It also provides a fair system for all employees, as everyone has an equal chance of being selected for testing.

Post-Incident Drug Testing

In the event of a workplace accident or injury, post-incident drug testing can determine if substance abuse was a contributing factor. This helps companies identify potential safety hazards and protects them from liability and potential legal repercussions.

Reasonable Suspicion Drug Screening

If an employee's behavior or performance indicates possible substance abuse, reasonable suspicion drug testing can be conducted to confirm any suspicions. This method must be carried out with proper training and documentation to avoid discrimination or false accusations.

Periodic Drug Screening

Periodic drug testing is a proactive approach to ensure employees comply with company policies and maintain a safe work environment. This type of testing can be done on a scheduled basis or randomly throughout the year.

The Role of the Medical Review Officer (MRO) Implementing a Drug and Alcohol Testing Program

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Employment Drug Testing FAQs

Here are some frequently asked questions about pre employment drug testing and background checks.

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Drug Screening Services

Why Workplace Drug Testing is Important

Promoting Safety

Enhancing Productivity

Supporting Employee Health

Protecting Business Interests

Build Your Team with Confidence

Types of Drug Tests

Urine Tests

Saliva Tests

Hair Tests

Breath Alcohol Testing

Download our Complete KRESS Guide to Drug Testing

How it Works

Launch your Substance Abuse Testing Program with KRESS

Customize Your Program

Announcement & Scheduling

Drug Testing & Results

Start Now

Nurture a Drug-Free Workplace with KRESS

Aiming for ExxonMobil compliance?

Your Guide to Substance Abuse Testing

The Role of the Medical Review Officer (MRO)

Implementing a Drug and Alcohol Testing Program

Company Policy

Random Drug Screenings

Post-Incident Drug Testing

Reasonable Suspicion Drug Screening

Periodic Drug Screening

Employment Drug Testing FAQs

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