According to the Partnership for a Drug-Free America, 1 in 5 seventh graders have smoked marijuana. Adolescence is a scary and confusing time for our young people. School is changing, they are changing, life in general is more challenging and stressful. They are faced with infinitely more opportunities and choices! and not all of them favorable. They are at a time when fitting in and finding their place in their school and social circle is foremost in their minds. So much so, in fact, that they unfortunately 'act' based on what someone else may think of them before considering what is truly in their best interest. As a parent, you can be one of their best weapons in their fight to stay drug-free. Be aware and involved. Look for the warning signs that your child may be developing a substance-abuse problem and get help before the problem occurs. Set Limits. "This family doesn't do drugs. This family doesn't hang around people who do drugs." Enforce these limits and be committed to lead with a consistently good example.

Parents, your best weapon to helping your child is Knowledge. You've got to know what you are dealing with in order to deal with it quickly and effectively. A Drug & Alcohol test is your first step. Our experience in this area shows us what drugs to look for and how best to detect them. Some of the most common drugs of abuse are:

• Amphetamines
• Methamphetamines
• Barbiturates
• Benzodiazepine
• Cannabinoid
• Cocaine
• Methaqualone
• Opiates
• Phencyclidine / PCP

Randomly testing your child will either help put your mind at ease or give you valuable, usable information with which to help him or her. All results are strictly confidential between STAT Testing and you, the parent. One parent who brought her teenager in for testing confided to us that she was concerned at first that her son would be upset with her that she was questioning him and having him tested. "I didn't want him to think that I totally didn't trust him, but at the same time, I felt that it was a good idea to go through with it." As it turned out, it was a good idea. Although her son tested negative, it opened up some valuable communication with him that she later shared with us. She told her son that she didn't want to make him feel that she didn't trust him, but that her concern for his well-being was more important to her than making him a little mad. "I could get over not being popular with him for awhile, but I'd never be able to forgive myself if something was going on and I put blinders on, not wanting to admit or see, and something happen to him." Her son even admitted that he had been offered "stuff" on several occasions and that it was getting harder and harder to say no. After being tested, he blamed having to turn it down on his crazy mom who pops a test on him when he least expects it. As a concerned and caring parent, that kind of blame is easy to bare. As one parent stated, "I don't think my child is doing drugs, but by testing him randomly, I'm giving him another excuse to 'Say No'. And now-a-days, they need all the excuses they can get."

A parent should do whatever it takes if they want to keep their child drug-free, or suspects their child may have a substance abuse problem.

The Retail, Service and Professional segments of the business world are generally not specifically required by law to drug test their employees. So if you don't have to, then why go through that added expense? Because NOT testing, costs you more.

"I guess you could call me a thief, I was stealing time from the company." - Anonymous small business employee recovering from substance abuse

Employers who think alcohol and other drug abuse will never be a problem in their workplace should consider this: Job applicants who can't pass a drug test tend to apply to companies that don't test. Users work somewhere, after all, approximately 75% of all illegal drug users are currently employed.

Employers with successful drug testing programs report decreases in absenteeism (users take 3 times as many sick days), accidents (also 3 times higher for users), behavioral problems, downtime (81 billion is lost productivity per year), turnover (twice as likely to change jobs 3 or more times in one year) and workplace theft (aprox 20% of users admit to stealing from co-workers and the company to help support their drug use). They also enjoy increases in productivity and overall improved morale, better health status among many employees and family members and a decreased use of medical benefits.

Some companies with Drug Testing Programs qualify for incentives such as decreased premium costs for insurance (i.e. Worker's Comp), because insurance companies know that users are 5 times more likely to file a worker's compensation claim and have higher than average health care claims.

Though your company may not be required by law to drug test your employees, the many valuable benefits of an active program far exceed the cost. And remember, an effective program can keep you from being the employer of choice for users, abusers and addicts.

Research shows that almost 15 million Americans use illicit drugs. More than 75% of those users are employed somewhere. Government agencies are at risk of becoming the "employer of choice" for a number of reasons. Most, especially city and county governments, do not require drug testing of their employees.

Tight budgets, and a false sense of security ("our employees value their jobs too much to jeopardize it with drug use") are blamed for the absence of Employee Drug Testing Programs. But in the long run, these agencies pay a high price for their lack of priority on drug testing. Some costs - increased absences (users take 3 times as many sick days), workplace theft (approximately 20% of users admit to stealing from co-workers and the company to help support their drug use), accidents (also 3 times higher for users) and errors - are obvious. Others, such as employee turnover (twice as likely to change jobs 3 or more times in one year), downtime (81 billion in lost productivity per year), behavioral problems, low employee moral (1 in 5 workers report that they have had to work harder, redo work or cover for a co-worker or have been put in danger or injured as a result of a fellow employee's drug or alcohol abuse) and high illness rates, are less obvious, but equally harmful.

Though some government agencies may not be required by law to drug test employees, the many valuable benefits of an active program far exceed the cost. And remember, an effective program can keep you from being the employer of choice for users, abusers and addicts.

Safety, along with optimal production, are the most common priorities for Industries such as Chemical & Plastics Plants, and Manufacturing & Distribution facilities. Neither safety, nor optimal production can be fully achieved without an effective and consistent employee Drug Testing Program in place. (Alcohol and drug abuse has been estimated to cost American businesses roughly 81 billion dollars in lost productivity in just one year!)

This segment of industry draws its main workforce from one of the fastest-growing sectors of the population, the pool of 18-30 year olds. This group also exhibits the heaviest use of alcohol, cocaine, marijuana and heroin. Alarmingly, a recent study also showed that more than one-half of admitted users bought their marijuana and cocaine in the workplace.

Joseph Patrick, owner of a manufacturing company, never dreamed that his company had a drug problem. Then one day his plant manager informed him that as many as 10% of his employees were drug users. Today, he has a substance abuse policy in place that includes screening prospective employees, a random program, and training for his supervisors so that they recognize the signs of abuse. The result of his effort is "a better, safer, more enjoyable workplace," according to Patrick, who also noted that "efficiency and productivity are way up."

Successful companies such as Bayer Chemical Corporation and Pol-Tex International (Poly American) have discovered, first hand, that STAT Testing offers all of the necessary components for an equally successful program, and other employee screenings that may be needed.

Safety has been a major reason for the start-up of an Employee Drug Testing Program at a south Texas paving contractor. Before the program, the company's worker's compensation and general liability insurance rates were eating up a large portion of the company's revenue. By implementing Pre-employment testing, a Random program, and Post-accident testing, the company saw an immediate and significant decrease in the frequency of worker's comp claims and vehicular accidents. The company also reports a marked decrease in job-related injuries and accidents, as well as absenteeism and tardiness, a significant drop in overall insurance costs, and an increase in the quality of workmanship. All told, the company gives credit to the Drug Testing Program for savings in excess of $60,000 a year and gains of immeasurable additional dollars as a result of customer satisfaction, quality workmanship, higher employee morale, and the lack of "go-backs" on jobs completed.

Alcohol and other drug abuse is widespread in our society, and is unfortunately an even greater challenge in the general construction industry. As Contractors and Construction Companies performing a variety of trade services, you are often bogged down with a barrage of requirements and regulations to keep up with OSHA requirements, your own company policies, and the compliance to a host company or plant that you may be performing work for, all pose a new set of challenges that add to your already over-loaded workday. STAT Testing offers immediate relief for many of these burdens:

• Drug & Alcohol Collections
• Drug & Alcohol Testing
• Drug & Alcohol Program Management
• Pulmonary Function Testing (PFT)
• Respirator Fit Testing
• Audiometric (Hearing)
• Physicals
• Blood Screens

Companies and facilities that fall under the regulations of the Department of Transportation's (DOT) 49 CFR Part 40 and the United States Coast Guard, such as tugboat operators, petroleum supply support, and others working in our coastal waterways, are mandated by guidelines for an Employee Drug Testing Program. Safety tops the list for reasons for such requirements, but compliance to these regulations can be a somewhat daunting and time-consuming task, especially for those who are "busy trying to do business." We know the challenges you face, we know how to help you with the compliance issues and we know how to effectively, efficiently and economically help you to meet the requirements of your Drug Testing Regulations.

We can start by managing your program either through individual Company Drug Program Management or through our own certified STAT Workplace Consortium. You won't find lower fees anywhere.

We address the logistics challenge by providing collection sites where you need them, nationwide. Everything is processed on your form using your kit, overnighted to the lab, resulted out to our Medical Review Officer (MRO) and reported to you, in most cases, the very next day.

Challenging situations are not cause for panic with STAT Testing. One of our Marine companies called us with what they thought was an impossible situation. One of their boats was involved in an accident. Although it appeared to be a minor incident, the US Coast Guard was requiring drug tests on the entire crew. Not a problem, except for one little stipulation: the boat could not be moved to a dock, and the crew could not leave the boat. STAT Testing rose to the challenge and within 90 minutes had 2 collectors dispatched to a remote location on one of Florida's waterways. The Coast Guard was impressed and our client was relieved and grateful.

These are just a few examples of how STAT Testing takes the stress and headache out of your Employee Drug Testing Program. Let us spoil you with true service beyond your expectations.

PRE-EMPLOYMENT TESTING
A new Drug Screen and Alcohol test is strongly recommended, however, a previous negative testing that was performed within the last 6 months can be accepted. The Employer must obtain written documentation showing:

• Name and address of the company or individual that test was provided for
• Notation from previous company as to whether the employee had ever refused to be tested
• Documentation that the previous testing program that the employee participated in conforms to Part 40 of the DOT regulations
• Testing facility name and address
• Copy of results (which includes date of test and employees social security number along with the actual test results)

Either the new test or the required documentation must be obtained before the employee performs any DOT covered or safety-sensitive function.

RANDOM TESTING
Chosen by a non-biased, scientifically approved random method (such as computer selection).
Drugs - A minimum of 50% of all subject employees must be tested throughout the year.
Alcohol - Not required.

POST ACCIDENT TESTING
Required to perform a Drug and Alcohol test within 2 hours of accident/incident, unless determined impracticable by management, but no later than 8 hours after accident. Testing to included any and all employees who were involved in the accident/incident that can not be ruled out as a probable contributor of the accident/incident. If not performed within allowed time, employer must have written documentation of:

• Event that triggered the need for testing (including date, time, location, who was involved, and what happened)
• Reason test could not be completed in allotted time
• Name, address, and phone number of facility where testing could have occurred within allotted time

An accident is defined as an incident if:

• It involved the loss of human life
• A citation was received within 32 hours of the occurrence under State or local law for a moving traffic violation arising from the accident
• Bodily injury occurred to any person who, as a result of the injury, immediately received medical treatment away from the scene of the accident
• One or more vehicles incurred disabling damage as a result of the accident, requiring it to be towed away from the scene

REASONABLE SUSPICION/PROBABLE CAUSE TESTING
This test is designed to provide management with a tool to identify drug or alcohol-affected employees who may pose a danger to themselves and others in their job performance. The decision to test must be based on a reasonable and articulate belief that the employee is using a prohibited substance on the basis of specific physical, behavioral, or performance indicators of probable drug use. It is strongly suggested that documentation be made on the specific indicators/behavior noted.

RETURN TO DUTY TESTING
After testing positive on a Drug or Alcohol test, an employee must do the following in order to return to duty:

• Pass a Return to Duty test and all subsequent Follow-Up Tests
• Pass at least 6 Follow-Up Tests randomly scheduled within the first 12 months
• Verify successful completion of rehabilitation program

Costs for these test are according to employee/employer agreement and company policies.

SUPERVISOR AWARENESS TRAINING
A minimum 2 hour training (and a refresher course every couple of years to keep up-to-date about changes and revisions) that focuses on DOT Policy and Company Policy, types of testing (with special emphasis on Reasonable Suspicion testing), proper documentation and allowable levels of action and information on the prohibited substances of abuse.

EMPLOYEE EDUCATION & AWARENESS TRAINING
A minimum 30 minute training that focuses on DOT Policy and Company Policy, types of testing, overview of proper collection procedure, levels of action for positive results, information on the prohibited substances of abuse, and employee assistance and resources available in evaluating and resolving personal problems, especially those associated with misuse of Drugs and/or Alcohol.

The transportation industry affects almost every aspect of our daily lives. Over rail and through the air, people and products are moved from point A to point B during both day and night. Unfortunately, drug and alcohol abuse are a major factor in transportation-related accidents each year, and the serious consequences affect not only employers and employees, but the general public as well. In an effort to minimize loses and increase the safety of human lives and the success of transport enterprises, the Department of Transportation (DOT), the Federal Aviation Administration (FAA) and the Federal Railroad Administration (FRR) has required that all industry employers comply with the regulations as set forth in 49 CFR Part 40 for Employee Drug & Alcohol Testing. STAT Testing offers all of the necessary components for a successful program, and other employee screenings that may be needed. We take the stress and headaches out of your Employee Drug Testing Program.

PRE-EMPLOYMENT TESTING
A new Drug Screen and Alcohol test is strongly recommended, however, a previous negative testing that was performed within the last 6 months can be accepted. The Employer must obtain written documentation showing:

• Name and address of the company or individual that test was provided for
• Notation from previous company as to whether the employee had ever refused to be tested
• Documentation that the previous testing program that the employee participated in conforms to Part 40 of the DOT regulations
• Testing facility name and address
• Copy of results (which includes date of test and employees social security number along with the actual test results)

Either the new test or the required documentation must be obtained before the employee performs any DOT covered or safety-sensitive function.

RANDOM TESTING
Chosen by a non-biased, scientifically approved random method (such as computer selection).
Drugs - A minimum of 25% of all subject employees must be tested throughout the year.
Alcohol - A minimum of 10% of all subject employees must be tested throughout the year.

POST ACCIDENT TESTING
Required to perform a Drug and Alcohol test within 2 hours of accident/incident, unless determined impracticable by management, but no later than 8 hours after accident. Testing to included any and all employees who were involved in the accident/incident that can not be ruled out as a probable contributor of the accident/incident. If not performed within allowed time, employer must have written documentation of:

• Event that triggered the need for testing (including date, time, location, who was involved, and what happened)
• Reason test could not be completed in allotted time
• Name, address, and phone number of facility where testing could have occurred within allotted time

An accident is defined as an incident if:

• It involved the loss of human life
• A citation was received within 32 hours of the occurrence under State or local law for a moving traffic violation arising from the accident
• Bodily injury occurred to any person who, as a result of the injury, immediately received medical treatment away from the scene of the accident
• One or more vehicles incurred disabling damage as a result of the accident, requiring it to be towed away from the scene

REASONABLE SUSPICION/PROBABLE CAUSE TESTING
This test is designed to provide management with a tool to identify drug or alcohol-affected employees who may pose a danger to themselves and others in their job performance. The decision to test must be based on a reasonable and articulate belief that the employee is using a prohibited substance on the basis of specific physical, behavioral, or performance indicators of probable drug use. It is strongly suggested that documentation be made on the specific indicators/behavior noted.

RETURN TO DUTY TESTING
After testing positive on a Drug or Alcohol test, an employee must do the following in order to return to duty:

• Pass a Return to Duty test and all subsequent Follow-Up Tests
• Pass at least 6 Follow-Up Tests randomly scheduled within the first 12 months
• Verify successful completion of rehabilitation program

Costs for these test are according to employee/employer agreement and company policies.

SUPERVISOR AWARENESS TRAINING
A minimum 2 hour training (and a refresher course every couple of years to keep up-to-date about changes and revisions) that focuses on DOT Policy and Company Policy, types of testing (with special emphasis on Reasonable Suspicion testing), proper documentation and allowable levels of action and information on the prohibited substances of abuse.

EMPLOYEE EDUCATION & AWARENESS TRAINING
A minimum 30 minute training that focuses on DOT Policy and Company Policy, types of testing, overview of proper collection procedure, levels of action for positive results, information on the prohibited substances of abuse, and employee assistance and resources available in evaluating and resolving personal problems, especially those associated with misuse of Drugs and/or Alcohol.

Following is just a short overview of testing requirements. Please follow this LINK to view all requirements of 49 CFR Part 40 in its entierety.

PRE-EMPLOYMENT TESTING
A new Drug Screen and Alcohol test is strongly recommended. If using a previous employers test, the current employer must obtain written documentation showing:

• Name and address of the company or individual that test was provided for
• Notation from previous company as to whether the employee had ever refused to be tested
• Documentation that the previous testing program that the employee participated in conforms to Part 40 of the DOT regulations
• Testing facility name and address
• Copy of results (which includes date of test and employees social security number along with the actual test results)

Either the new test or the required documentation must be obtained before the employee performs any DOT covered or safety-sensitive function.

RANDOM TESTING
Chosen by a non-biased, scientifically approved random method (such as computer selection).
Drugs - A minimum of 50% of all covered employees must be tested, spread out (at least quarterly) throughout the year.
Alcohol - Not required.

POST ACCIDENT TESTING
Required to perform a drug test as soon as possible but no later than 32 hours after an accident. Testing to included any and all employees who were involved in the accident/incident that can not be ruled out as a probable contributor of the accident/incident. If not performed within allowed time, employer must have written documentation of:

• Event that triggered the need for testing (including date, time, location, who was involved, and what happened)
• Reason test could not be completed in allotted time
• Name, address, and phone number of facility where testing could have occurred within allotted time

REASONABLE SUSPICION/PROBABLE CAUSE TESTING
This test is designed to provide management with a tool to identify drug or alcohol-affected employees who may pose a danger to themselves and others in their job performance. The decision to test must be based on a reasonable and articulate belief that the employee is using a prohibited substance on the basis of specific physical, behavioral, or performance indicators of probable drug use. It is strongly suggested that documentation be made on the specific indicators/behavior noted.

RETURN TO DUTY TESTING
After testing positive on a Drug or Alcohol test, an employee must do the following in order to return to duty:

• Pass a Return to Duty test and all subsequent Follow-Up Tests
• Pass at least 6 Follow-Up Tests randomly scheduled within the first 12 months
• Verify successful completion of rehabilitation program

Costs for these test are according to employee/employer agreement and company policies.

SUPERVISOR AWARENESS TRAINING
A minimum 2 hour training (and a refresher course every couple of years to keep up-to-date about changes and revisions) that focuses on DOT Policy and Company Policy, types of testing (with special emphasis on Reasonable Suspicion testing), proper documentation and allowable levels of action and information on the prohibited substances of abuse.

EMPLOYEE EDUCATION & AWARENESS TRAINING
Training that focuses on DOT Policy and Company Policy, types of testing, overview of proper collection procedure, levels of action for positive results, information on the prohibited substances of abuse, and employee assistance and resources available in evaluating and resolving personal problems, especially those associated with misuse of Drugs and/or Alcohol.

Nothing keeps America's economy moving forward more than our Trucking and Transport Industry. But with the responsibility of transporting an enormous quantity and variety of products, comes the overwhelming list of regulations that must be followed. One of STAT Testing' strongest specialties is this fast-paced industry. We know the challenges you face, we know how to help you with the compliance issues of the Department of Transportation (DOT) and the Federal Motor Carrier Safety Administration (FMCSA) (formerly the Federal Highway Administration - FHWA), and we know how to effectively, efficiently and economically help you to meet the requirements of your Drug & Alcohol Testing Regulations.

We can start by managing your program either through individual Company Drug Program Management or through our own certified STAT Workplace Consortium. You won't find lower fees anywhere. Remember, according to DOT, companies with less than 10 drivers must be in a Consortium to help them meet their Random requirements. Companies with more than 10 drivers have the option of being a part of a Consortium, or meeting their Random requirements through individual company Drug Program Management.

We address the logistics challenge by providing collection sites where you need them, nationwide. Everything is processed on your form, using your kit, overnighted to the lab, resulted out to our Medical Review Officer (MRO) and reported to you? in most cases, the very next day.

For after-hours or other out-of-the-norm situations, we provide your drivers and supervisors with a self-contained Emergency Kit that can be taken into any Emergency Room, clinic or doctor's office for collection. Everything is included (billing info, kit, form, and overnighting supplies) to ensure a smooth, error-free collection.

These are just a few examples of how STAT Testing takes the stress and headache out of your Employee Drug Testing Program. Let us spoil you with true service beyond your expectations.

PRE-EMPLOYMENT TESTING
New Drug Screen and Alcohol test is strongly recommended, however, a previous negative testing that was performed within the last 6 months can be accepted. The Employer must obtain written documentation showing:

Name and address of the company or individual that test was provided for Notation from previous company as to whether the employee had ever refused to be tested Documentation that the previous testing program that the employee participated in conforms to Part 40 of the DOT regulations Testing facility name and address Copy of results (which includes date of test and employees social security number along with the actual test results) Either the new test or the required documentation must be obtained before the employee performs any DOT covered or safety-sensitive function.

RANDOM TESTING
Chosen by a non-biased, scientifically approved random method (such as computer selection). Drugs - A minimum of 50% of all subject employees must be tested throughout the year. Alcohol - A minimum of 25% of all subject employees must be tested throughout the year.

POST ACCIDENT TESTING
Required to perform a Drug and Alcohol test within 2 hours of accident/incident, unless determined impracticable by management, but no later than 8 hours after accident. Testing to included any and all employees who were involved in the accident/incident that can not be ruled out as a probable contributor of the accident/incident. If not performed within allowed time, employer must have written documentation of:

Event that triggered the need for testing (including date, time, location, who was involved, and what happened) Reason test could not be completed in allotted time Name, address, and phone number of facility where testing could have occurred within allotted time An accident is defined as an incident if:

It involved the loss of human life A citation was received within 32 hours of the occurrence under State or local law for a moving traffic violation arising from the accident Bodily injury occurred to any person who, as a result of the injury, immediately received medical treatment away from the scene of the accident One or more vehicles incurred disabling damage as a result of the accident, requiring it to be towed away from the scene

REASONABLE SUSPICION/PROBABLE CAUSE TESTING
This test is designed to provide management with a tool to identify drug or alcohol-affected employees who may pose a danger to themselves and others in their job performance. The decision to test must be based on a reasonable and articulate belief that the employee is using a prohibited substance on the basis of specific physical, behavioral, or performance indicators of probable drug use. It is strongly suggested that documentation be made on the specific indicators/behavior noted.

RETURN TO DUTY TESTING
After testing positive on a Drug or Alcohol test, an employee must do the following in order to return to duty:

Pass a Return to Duty test and all subsequent Follow-Up Tests Pass at least 6 Follow-up Tests randomly scheduled within the first 12 months Verify successful completion of rehabilitation program Costs for these test are according to employee/employer agreement and company policies.

SUPERVISOR AWARENESS TRAINING
A minimum 2 hour training (and a refresher course every couple of years to keep up-to-date about changes and revisions) that focuses on DOT Policy and Company Policy, types of testing (with special emphasis on Reasonable Suspicion testing), proper documentation and allowable levels of action and information on the prohibited substances of abuse.

EMPLOYEE EDUCATION & AWARENESS TRAINING
A minimum 30 minute training that focuses on DOT Policy and Company Policy, types of testing, overview of proper collection procedure, levels of action for positive results, information on the prohibited substances of abuse, and employee assistance and resources available in evaluating and resolving personal problems, especially those associated with misuse of Drugs and/or Alcohol.