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Drug and Alcohol Testing Administration

Trying to set up and administer a Drug-Free Workplace Program can be cumbersome if not difficult for companies, especially in regulated industries. IEBT's role as a Certified Third-Party Administrator (TPA) is to make your transition into a Drug-Free Workplace as smooth as possible, and relieve you of the difficulties involved in the day to day implementation and administration of your program now, and in the future.  We bring team of professionals to the table that in effect, act as your staff, to insure that your program is as efficient, and as cost effective as possible.

One of the chief goals of a Drug-Free Workplace Program is to see to it that a company's level of productivity and profit is not hindered by drug and alcohol abuse; however, a DFWP program can be counter productive if a company has to spend an excessive amount of time, energy and money to set up and administer it.  Partnering with IEBT solves these issues.

IEBT provides its clients as many, or as few of the many services available as necessary. We structure a program to each company's unique needs or requirements.

Our Administration Services include:

Analysis of Needs, Policy Development and Writing, In Service Training, Drug and Alcohol Testing Facilities, Random Selection Administration, SAMHSA Certified Labratories, Medical Review Officers (MRO), Employee Assistance Programs (EAP), Substance Abuse Professionals (SAP).

Each service is defined below.

Analysis of Needs

We work with Safety Directors, Human Resource Managers, and Business Owners, to determine the type of DFWP program their company needs based on mandatory compliance, work related accident statistics, and other relevant information.

Policy Development

We help the employer develop a drug and alcohol free workplace policy that will provide the flexibility to conduct testing when needed, and provide a sound course of action that is beneficial to both the employees, and the employer.  Then we write the actual policy, providing safe assurance that the company's needs, wishes, and procedures will be in compliance with all regulatory bodies.

In Service Training

Once policy is in place, training and education is necessary, and in most cases it is required by regulation. It is important that the employees understand the benefits and procedures of the new program, as well as their rights and responsibilities.

IEBT's Drug and Alcohol in the Workforce Training Program guides employers in the right direction for long-term control and elimination of drug and alcohol abuse among employees. 

Employee Training provides your employees with a firm understanding of your company's drug and alcohol policy. Training includes the effects of drugs on the employee and fellow workers, testing procedures, prohibited uses of drugs and alcohol, consequences for violation of policy and treatment options.

Supervisors receive additional training.  This allows your managers and supervisors to increase their ability to maintain safety, efficiency and discipline on the job. Supervisors will be trained to recognize the actual drugs, identicals, paraphernalia, signs of use and methods of drug sales in the workplace. Additionally the supervisors will be trained to properly observe violations, obtain second opinions, and properly document violation of your company's policy.

Training can be conducted on-site at your place of business, by web conference, or at one of IEBT's facilities.

Drug and Alcohol Testing Facilities

Every Drug-Free Workplace Policy includes implementation of one or more of the following categories of Drug and/or Alcohol Testing: Pre-Employment, Baseline, Random Selection, Reasonable Suspicion, Post-Accident, Return to Duty, or Follow-up.  When a test is necessary, where do you send the employee?  Who will do the test? How reliable will the test be?  Will the paper work be error-free and follow all necessary regulations?  How will my employees be treated? How much will it cost?  These are just a few of the questions that companies face.  IEBT has the answers.

IEBT has been conducting drug testing since 1988 and was at the forefront of setting the standards for the testing process.  Many of the today's regulations are a result of IEBT consultations and recommendations.

IEBT follows the same standard procedures that are used in federally mandated testing, protecting the identity of the donor and assuring the integrity of the specimen being tested.

IEBT has a nationwide network of testing facilities and specializes in ON-SITE testing at your company's location.  So whether your testing needs are local or nationwide, we offer a front-to-back solution.  Testing service is available 24 hours a day, 7 days a week.  Most importantly, IEBTonly employs certified collection and testing specialists, as well as certified laboratory personnel.

Testing can be conducted on-site at your place of business, or at one of IEBT's facilities.

Random Selection Administration

Your company's policy may include, or be required to include random drug and/or alcohol testing procedures. Random Selection of employees for testing is one of the most misunderstood processes in the drug and alcohol testing program, and when not properly managed, it is single biggest cause of complaint by employees. Industry wide, the random selection process has changed over the years.

There was a time when drawing names out of a hat was acceptable. The process is now regulated by law. IEBT sets up the company database to allow random selections that follow the strictest regulations and provides the actual notifications. Through training and understanding the process, employees are generally supportive of the policy.

SAMHSA Certified Laboratories

The Substance Abuse and Mental Health Services Administration is responsible for determining a laboratory's suitability to conduct drug testing for federally mandated programs. SAMHSA requires blind specimen proficiency testing of every batch of tests run.

In addition, double blind specimen proficiency testing is required at the company level. IEBT performs such testing for its companies as required by law. The SAMHSA rules are so rigid that only 70 of the over 2000 laboratories in the US qualify.

Medical Review Officers (MRO)

A Medical Review Officer is responsible to verify every drug test that is performed and deem it positive or negative. This service is mandatory with federally mandated testing. IEBT uses only MROs that have been certified by the MRO Association.

The professional MRO is a licensed physician (M.D. or D.O.) who is an expert in drug and alcohol testing and the application of federal regulations to the process. When called upon, the MRO also serves as a consultant to business, industry, labor, government or academia on issues relating to prevention, detection and control of drug abuse in the workplace.

Therefore, national regulatory agencies, hospitals, corporations and others have indicated a need for certification to assure the highest professional standards of training and care among MROs. The Department of Transportation requires MRO certification for those physicians who perform MRO duties for federally-mandated drug testing.

MROCC's certification examination is based upon the federal requirements developed by the Department of Health and Human Services for federal drug testing programs which state the Medical Review Officer must have a Medical Degree or Degree of Osteopathic Medicine. This requirement has been adopted by the Nuclear Regulatory Commission and the Department of Transportation for its mandatory drug testing programs.

Employee Assistance Programs (EAP)

An EAP, or Employee Assistance Program, is a confidential, short term, counseling service for employees with personal problems that affect their work performance. EAPs grew out of industrial alcoholism programs of the 1940's; and, are a larger company plan to promote wellness as written in a company's DFWP policy, supervisor and employee training, and approved drug testing program.

Use of an EAP is required in the instance of an employee testing positive for drugs and or alcohol; however, a company may elect to refer an employee to an EAP based on reasonable suspicion or behavior issues that do not include drug or alcohol abuse.  Employees may also refer themselves to an EAP prior to any testing.  

EAP's make evaluations and may recommend a range of treatments including detoxification, in-patient and out-patient treatment, private counseling or community service self-help like Alcoholics or Narcotics Anonymous.  Part of any treatment as a result of a positive test is a required referral to a Substance Abuse Pofessional (SAP).

Costs of EAP's and SAP's are generally covered under health insurance plans.  When they are not, employees typically bear the burden.

Substance Abuse Professionals (SAP)

A Substance Abuse Professional (SAP) is a person who evaluates employees who have violated a DOT drug and alcohol regulation and makes recommendations concerning education, treatment, follow-up testing, and aftercare.

An SAP is required to be utilized in instances of employees who have tested positive in a drug or alcohol test.  An employee is required to follow any prescribed treatment of the SAP including return-to-duty and follow-up drug and/or alcohol testing.  In other words, an employee who has tested positive MUST comply with a SAP's recommended treatment and instructions in order to return to work.  In most cases, a minimum of 6 follow-up random tests in a year are required of the employee.

A SAP must be a licensed physician (Doctor of Medicine or Osteopathy); or a licensed or certified social worker; or a licensed or certified psychologist; or a licensed or certified employee assistance professional; or an alcohol and drug abuse counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission (NAADAC), or by the International Certification Reciprocity Consortium/Alcohol and Other Drug Abuse (ICRC), or by the National Board of Certified Counselors, Inc. and Affiliates/Master Addictions Counselor (NBCC).

IEBT Today

In the 90's, Drug-Free Workplace Programs became increasingly difficult for companies to manage.  Due in large part to ever-increasing government regulation and compliance issues, it became more and more difficult for companies to effectively develop, monitor and administer their programs.  Many programs became counter-productive due to lost expense, time, and energy. Small businesses were especially hurt by federal mandates that forced them to seek out and hire Testing Facilities, Employee Assistance Programs and Substance Abuse Professionals.  This category of business faces the same challenges today, but on an even larger scale. 

In 1994, IEBT stepped to the forefront to develop an effective Third-Party Administration Model that allowed companies to effectively maintain their programs and focus on running their business.  Working shoulder to shoulder with government and business, IEBT led the way in developing a process that today covers every regulatory aspect of drug-testing administration including policy development, training and education, drug and alcohol testing, compliance reporting, and more.

IEBT Drug Free Workplace Policy DevelopmentSimply put, this TPA model puts your drug and alcohol testing administration in the hands of professionals, simplifying the Drug-Free Workplace Process on a Cost-effective Basis!

Whether you need one, or all of our services, your partnership with IEBT insures the benefits that a Drug-Free Workplace has to offer.  Whether you have an existing program, or are looking to implement one, rest assured that a company with nearly 20 years of experience in this industry can serve your needs no matter what they may be.

 

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