Adulterated Specimen – Addition of a known or unknown substance that is used to interfere with testing and/or mask the presence of drugs in a specimen.

Certification Testing –  This is a common term in the workplace. Some companies also call this term pre-placement testing. This is where job candidates must pass a drug and/or alcohol test as a requirement for their employment for specified safety-sensitive positions. This is a part of the overall skills and qualifications evaluation process.

Designated Employer Representative (DER)/Program Administrator (PA) – This is an individual appointed by your company who is authorized to receive and access confidential test results and/or other communication from DriverCheck. The appointee(s) may also have other responsibilities as outlined in your company policy (i.e. remove employees from safety-sensitive duties, when needed).

Dilute Specimen – A specimen that in effect has a physiologically possible water concentration that exceeds the normal expected physiological range for human urine, thereby effectively lowering the concentration of substances contained within the specimen.

Express to Lab Testing – A POCuuT immunoassay screening test is completed in the field, and regardless of the outcome (non-negative or negative), the specimen is then shipped to an accredited analytical laboratory for a new laboratory-based immunoassay screening test. If the lab-based immunoassay screening test is positive, a GC/MS confirmation test is only done for the substance(s) that tested positive on the lab-based immunoassay screening test.

Follow up Testing – This is an additional random unannounced drug and/or alcohol testing required as a condition of an employee returning to work after previously being tested positive, violating DOT regulations (if applicable). Otherwise, violating company policy and having successfully completed the Substance Abuse Professional (SAP) process as verified by the said service. Once the worker has passed his/her return to duty test, the follow-up type of testing is required by DOT regulations, where DOT regulations are applicable (or by the company he/she works for in non-regulated programs). The category/categories and frequency of testing are determined by the Substance Abuse Professional.           

Gas Chromatography/Mass Spectrometry (GC/MS) – Highly technical and accurate scientific analytical equipment used to identify the precise different substances and their measurements within a test sample. It is known as the gold standard for forensic substance testing it is used for the confirmation testing process by our designated laboratory.

Immunoassay Screening Test – A type of biochemical test that identifies the presence of a substance or substances in a specimen submitted for drug testing. This is a useful tool for initial drug screening, but confirmation testing using GC/MS must follow when the immunoassay screening test result is non-negative.

Point of Care Testing (POCT) – A POCT is an immunoassay screening test that is done in the field, with instant results. If the result is non-negative, the specimen is shipped to an accredited analytical laboratory for GC/MS confirmation testing for the substance that tested positive on the POCT test.

Post-Accident Testing – In DOT settings, this drug and/or alcohol test is required when an accident occurs and certain criteria are met. As specified in the DOT’s Regulatory Guidance, the accident must have occurred: a) within the U.S., b) on segments of interstate movements into Canada between the U.S.-Canadian border and the first physical delivery location of a Canadian consignee, or c) on segments of interstate movements out of Canada between the last physical pick-up location of a Canadian consignor and the U.S.-Canadian border. DOT post-accident drug tests must be completed as soon as practicable, but within 32 hours after the accident, and documentation must begin after 8 hours. DOT post-accident alcohol tests must also be completed as soon as possible, but within 8 hours after the accident, and documentation must begin after 2 hours. Please contact Village Family Medical Health Group for guidance on whether or not an accident is DOT reportable.

Post-Incident Testing – A non-regulated drug and/or alcohol test that is taken following a workplace incident or accident that may or may not have resulted in injury or death. Policies on the circumstances that warrant this test vary and are company-specific. A post-incident workplace test would follow by the company’s specifically designed policy. The policy should outline the time frames and details to be followed in such instances.

Pre-Access Testing – In a workplace setting, employees must pass this drug and/or alcohol test as a condition of being awarded access to a worksite.

Pre-Employment Testing – This term is used in DOT settings and refers to mandatory drug and optional alcohol testing at the time of hiring or at the time of assignment from non-safety sensitive duties. To safety-sensitive duties that must be passed before a DOT regulated worker can take on safety-sensitive duties as defined under DOT rules. In non-DOT programs, pre-employment testing can also be known as a pre-placement and refers to drug and/or alcohol testing that is being administered to a candidate as a condition of his/her employment or to an existing employee prior to a new placement. This determines his/her suitability for a certain safety-sensitive position.

Random Testing – These are drug and/or alcohol tests administered to employees who are randomly selected from a pool of employees by a computerized program or by random testing tables. ‘Random’ testing means that every person in the testing pool has the same chance of being selected each time – regardless of whether or not they have been previously selected or tested. Workers should only be notified immediately before the test is taken.

Reasonable Cause Testing/Reasonable Suspicion Testing – In a workplace setting, this is a drug and/or alcohol test that is conducted when there is reasonable cause to believe that a worker is under the influence of drugs and/or alcohol while performing his/her duties. Circumstances that qualify as the reasonable cause may vary in the workplace. Settings depend on the company’s specifically designed policy. In DOT settings, this is a drug and/or alcohol test that is conducted when there is a reasonable suspicion to believe a worker is under the influence of drugs and/or alcohol while performing his/her duties. A trained supervisor must personally witness observable signs and symptoms of drug and/or alcohol abuse. Please contact DriverCheck for guidance on what represents reasonable cause testing.

Return to Duty Testing – A drug and/or alcohol test required as a condition of a worker’s return to safety-sensitive duties after the worker previously tested positive for drugs and/or alcohol or violated DOT regulations (if applicable) and/or company policy in another way. If they have satisfactorily completed the assessment and the education and/or treatment requirements of the Substance Abuse Professional, they will be verified in the SAP’s report. The worker must test negative on the return to duty test prior to resuming safety-sensitive work.

Specimen Validity Testing – Refers to the tests conducted by laboratories to determine if a urine specimen is dilute or has been adulterated or substituted.

Substituted Specimen – Where a specimen is found to have certain properties not consistent with human urine.