DriverCheck FAQ

These are the most frequently asked questions we receive from our clients. If you don’t see the answer you’re looking for, feel free to get in touch.

Preparing for your DriverCheck Appointment:

+ For all services/appointments:

  • Always ensure that you arrive to your appointment with physical government issued photo identification. Digital ID’s will not be accepted.
  • If you do not attend your scheduled appointment, this will result in a no-show fee. Please ensure to communicate with DriverCheck (if you scheduled the appointment) or your employer if you are not able to make your appointment.
  • Please arrive 5 to 10 minutes early for your appointment to complete any required paperwork.

+ Acceptable Government Issued Photo ID:

  • Valid government issued photo identification that is acceptable includes, but is not limited to, a driver’s licence, firearms licence, provincial identification card, passport, status cards.
  • Expired government issued driver’s licences are not acceptable UNLESS the participant has an interim driver’s licence and has kept their previous expired driver’s licence, as a form of government-issued photo identification.
  • DriverCheck is unable to accept health cards as photo identification as the services being completed are not provincially insured medical services.

+ Test Specific Preparations:

Urine Drug:

Please follow these steps to ensure that you are able to provide a urine sample during your appointment:

  • Empty bladder 2 hours before your appointment
  • Then drink 20oz of water spread out over the 2 hours prior to your appointment
  • Do not go to the bathroom until you are directed to do so by the collector

Note: if you are unable to provide a sufficient urine sample, you will be asked to remain at the site for up to 3 hours or until a sufficient urine sample is provided.

Oral Fluid (Saliva) Drug:

  • Please do not have anything in your mouth for at least 10 minutes prior to your scheduled appointment

Note: if you are unable to provide a sufficient oral fluid (saliva) sample, you will be asked to remain at the site for up to 1 hour or until a sufficient oral fluid (saliva) sample is provided.

Pulmonary Function Test (PFT):

  • Please refrain from eating and/or smoking 1 hour prior to your scheduled appointment

Hearing Protection Fit Testing:

  • You must bring your hearing protection with you to your appointment to be fit tested
  • Wherever possible, the hearing protection should be in the original packaging with the hearing protector name clearly visible to the fit testing technician
  • You will be asked to remove any jewelry, head wear, face wear and eye wear that may interfere with fit testing

Mask Fit Testing:

  • Qualitative Respirator Fit Testing: Ensure that you arrive to your appointment clean shaven and remove any heavy makeup. Please avoid eating, chewing gum, smoking, vaping, or drinking 15 minutes prior to your appointment.
  • Quantitative Respirator Fit Testing: Ensure that you arrive to your appointment clean shaven and remove any heavy makeup. Please do not smoke 60 minutes prior to your appointment.

Physical Abilities Testing (PAT):

  • Drink plenty of water in the 24 hours prior to your appointment
  • Wear comfortable clothing (i.e. sweatpants or shorts), socks and appropriate footwear – open-toed footwear is not acceptable and you will not be allowed to test
  • Refrain from eating a large meal, smoking or drinking caffeinated beverages (including power drinks) 3 hours prior to your appointment. A light snack 1-2 hours prior to your appointment is encouraged.
  • Please do not engage in any strenuous activity 24 hours prior to your appointment
  • Please get adequate sleep the night before your appointment (preferably 6-8 hours)

Provincial Driver Licensing Medical Examinations and Pre-Placement/Periodic Occupational Health Assessments:

  • Valid government issued ID
  • Any medication(s) and dosage of medication(s)
  • If you wear glasses or use hearing aids, please bring those with you

DOT's Direct Observation Procedures:

When Required:

  • The employee attempts to tamper with their specimen at the collection site
  • The Medical Review Officer (MRO) orders direct observation
  • Follow-Up or Return-to-Duty tests.

Observer Requirements:

  • Must be the same gender as the employee.
  • If the collector is not the observer, the collector must instruct the observer on the procedures for checking the employee for devices designed to carry “clean” urine and for watching the employee urinate into the collection container.

Procedure:

  • The observer requests the employee to raise his or her shirt, blouse or dress / skirt, as appropriate, above the waist, just above the navel; and lower clothing and underpants to mid-thigh and show the observer, by turning around, that the employee does not a device (prosthetic or other devices meant to carry “clean” urine and urine substitutes)
  • If a device is found, collection is stopped and documented as a refusal.
  • If no device is found, observer watches urine collection and transfer to the collector. The observer must watch the urine go from the employee’s body into the collection container.

Refusal to Test:

  • Any failure to comply with the observation procedure is a refusal to test.

Drug and Alcohol:

+ Why should my company have a drug and alcohol testing program?

A drug and alcohol testing program helps employers ensure that individuals performing safety-sensitive or safety-critical work are able to carry out their duties safely and effectively.

Depending on your industry, a drug and alcohol testing program may be required by regulation or implemented as part of a broader workplace health and safety strategy. For Canadian employers regulated by the U.S. Department of Transportation (DOT), drug and alcohol testing is mandatory under 49 CFR Part 40 and applicable modal regulations. Failure to comply can result in significant penalties, including fines or being blocked from travelling to the United States. The Canadian Nuclear Safety Commission (CSNC) regulates high-security nuclear facilities. For non-regulated employers, a testing program is strongly recommended, as drug and alcohol use among workers in safety-sensitive positions can put employees, the public, property and the environment at risk.

DriverCheck supports employers operating under three primary regulatory frameworks:

Regardless of the regulatory framework, effective drug and alcohol testing programs help employers:

  • Reduce workplace risk
  • Support safe decision-making
  • Meet regulatory and contractual obligations
  • Demonstrate due diligence
  • Promote worker health and safety
  • Foster a positive workplace safety culture

Drug and alcohol testing is one component of a comprehensive fitness-for-duty program and should be supported by appropriate policies, supervisor training, employee education, reporting processes, and access to assessment and treatment resources where appropriate.

+ Does my company need a drug and alcohol testing policy?

Yes. A written policy is the foundation of any defensible drug and alcohol testing program and helps ensure it meets certain human rights requirements.

Canadian organizations operating under US regulations, are required to have a formal drug and alcohol testing policy dictated by the specific DOT operating administrations’ (such as the Federal Motor Carrier Safety Administration or Federal Aviation Administration) distinct regulations (e.g., 49 CFR Part 382 for motor carriers).

For organizations regulated by the CNSC, REGDOC-2.2.4 Volume II requires documented policies and procedures that address alcohol and drug use within an overall fitness-for-duty management system.

For other employers, policies should clearly define:

  • who is covered
  • safety-sensitive or safety-critical positions
  • circumstances for testing
  • testing methods
  • employee responsibilities
  • reporting expectations
  • confidentiality and privacy protections
  • accommodation processes
  • return-to-duty requirements
  • consequences of policy violations

Policies should align with applicable occupational health and safety legislation, human rights legislation, privacy legislation, employment law, and collective agreements where applicable.

DriverCheck assists organizations in developing, implementing, and maintaining practical, legally defensible drug and alcohol testing policies that reflect current regulatory requirements, organizational needs, and industry best practices.

+ As an employer, which types of drugs should I test for?

Employers regulated under the US DOT are required to use the DOT drug testing panel, which includes amphetamines, cocaine, marijuana (THC), opioids, and phencyclidine (PCP).

For CNSC-regulated workplaces, the required drug testing panel includes amphetamines, benzodiazepines, cannabinoids, cocaine, methadone, and opiates, in accordance with the applicable CNSC fitness-for-duty requirements.

For workplaces that are not regulated by the U.S. DOT or CNSC, drug testing panels can be customized to meet the employer's specific needs and workplace risks.

There is no one-size-fits-all approach to workplace drug testing. DriverCheck works with employers to identify the substances that are relevant to their workplace and testing objectives. If a test isn't necessary or doesn't add meaningful value, we won't recommend it simply to sell it to you.

+ Which regulatory framework applies to my organization?

The requirements governing workplace drug and alcohol testing depend on your industry and regulatory environment.

U.S. Department of Transportation (DOT)

Employers regulated by the U.S. Department of Transportation must comply with 49 CFR Part 40 and applicable modal regulations governing workplace drug and alcohol testing.

CNSC

High-security nuclear facilities licensed by the Canadian Nuclear Safety Commission must comply with REGDOC-2.2.4, Volume II, which establishes mandatory requirements for managing alcohol and drug use as part of a comprehensive fitness-for-duty program.

The REGDOC includes requirements related to:

  • policy development
  • supervisor training
  • worker education
  • pre-placement assessments
  • random testing
  • for-cause testing
  • post-incident testing
  • return-to-duty processes
  • ongoing monitoring
  • continuous program evaluation
  • other canadian employers

Canadian employers outside mandatory testing frameworks should develop programs based on workplace risk, safety-sensitive duties, applicable legislation, and current legal precedent.

DriverCheck can help determine which framework applies to your organization.

+ How do I as an employer determine which type of drug test to use (oral fluid, hair, or urine) and whether I order a lab-based or an express test?

For employees in safety-sensitive positions, laboratory-based oral fluid and urine testing are the most commonly used approaches, each with advantages and disadvantages depending on the purpose of testing.

Oral fluid generally has a shorter detection window (i.e. hours, not days) and can be useful when the employer’s objective is to identify more recent drug exposure. However, a positive oral fluid result does not, by itself, establish impairment. Test results must be interpreted within the context of the testing purpose, the drug being tested, and the applicable cutoff levels.

Oral fluid can also be performed using Point-of-Collection Testing (POCT). Oral fluid POCT provides a rapid preliminary result and can be operationally convenient, but it is not as analytically reliable or consistent as laboratory-based oral fluid testing. Performance varies among devices and between drugs, and oral fluid POCT can be particularly challenging for cannabis (THC), where concentrations can be low and variable. As with other POCT methods, an oral fluid POCT is a screening test, not a confirmation test. A non-negative result should therefore be submitted for appropriate laboratory-based confirmation before it is considered a confirmed positive.

Urine generally provides a longer historical window of detection and is more focused on identifying prior drug use rather than recent exposure or impairment. Urine can be used for either laboratory-based testing or POCT (i.e., “express testing”). Urine POCT is a practical and relatively rapid screening option and can be appropriate where an employer needs an immediate preliminary result. It is a well-established screening methodology, but, like all immunoassay screening tests, it can produce false-positive and false-negative results. A non-negative urine POCT result should therefore be confirmed by an appropriate laboratory-based testing process before it is considered a confirmed positive.

Hair testing provides a much longer historical window of exposure and may be considered when the objective is to assess longer-term patterns of drug use. However, it is not appropriate for determining recent use or impairment and has additional limitations related to detection timing, hair characteristics and potential external contamination. It is therefore generally less suitable for routine workplace testing where the objective is to assess current or recent drug exposure.

The choice between POCT and laboratory-based testing should reflect the purpose of the test. POCT can provide a rapid preliminary result and may be useful where immediate decision-making is important. Laboratory-based testing generally provides greater analytical sensitivity and specificity, together with more rigorous quality controls and definitive confirmation procedures. A non-negative POCT result should not be treated as a confirmed positive without appropriate laboratory confirmation.

The most appropriate testing methodology depends on several factors, including:

  • the purpose of testing, such as pre-placement, random, post-incident, reasonable cause or return-to-work;
  • the applicable regulatory or contractual requirements;
  • the substances being tested;
  • the desired detection window;
  • whether the objective is to identify recent exposure versus a longer history of use; and
  • operational requirements, including the need for rapid preliminary results.

DriverCheck offers urine POCT as well as laboratory-based testing using urine, oral fluid and, where appropriate, hair specimens. Our clinical and MRO teams can help employers select the testing methodology that best aligns with their workplace objectives, safety requirements, and applicable regulatory framework.

+ Should I order testing for more drugs than those included in the standard 5-Panel test?

DriverCheck can create a customized testing panel to meet your workplace needs. While some employers choose expanded panels, such as 10- or 12-panel testing, testing for every available substance is not necessarily necessary or beneficial. Some drugs included in legacy or broad panels may have limited workplace relevance or may no longer be commonly prescribed or encountered. 

Testing should be proportionate to the operational risk and regulatory requirements of the workplace.

 

DriverCheck works with employers to determine whether an expanded testing panel provides meaningful value based on:

  • workplace hazards
  • regulatory obligations
  • contractual requirements
  • emerging substance trends
  • organizational risk tolerance

The goal is to ensure that the substances being tested are relevant to the workplace and the purpose of testing. Testing for substances with little workplace relevance can add cost without meaningfully improving workplace safety. 

+ What are the DOT and CNSC cutoff levels for alcohol?

For employees regulated by the U.S. Department of Transportation (DOT), a confirmed alcohol concentration of 0.020 to 0.039 requires the employee to be removed from safety-sensitive duties for at least 24 hours. This is a mandatory temporary removal under DOT regulations, but it is not considered a DOT alcohol violation requiring the Substance Abuse Professional (SAP) and return-to-duty process.

A confirmed alcohol concentration of 0.040 or greater is a DOT alcohol violation. The employee must be immediately removed from safety-sensitive duties and cannot return to DOT-regulated safety-sensitive work until the required SAP evaluation and return-to-duty process have been completed.

For employees covered by the Canadian Nuclear Safety Commission (CNSC) REGDOC-2.2.4, Fitness for Duty, Volume II: Managing Alcohol and Drug Use, the thresholds are:

  • Below 0.020 BAC: negative test, with no further action required.
  • 0.020 to 0.039 BAC: action level. The worker must be prohibited from performing safety-sensitive duties until a determination of fitness indicates that they are fit to safely perform their duties.
  • 0.040 BAC or greater: positive test and a fitness-for-duty policy violation. The worker is removed from safety-sensitive duties and subject to the applicable fitness-for-duty process.

For non-DOT and non-CNSC employees, there is no single Canadian workplace alcohol cutoff that applies universally. Employers should establish their own requirements based on the nature of the work, safety risks, applicable legislation, and organizational policy.

The 0.040 BAC level is therefore an important benchmark for safety-sensitive workplace programs, but it should not be presented as a universal Canadian legal limit. DriverCheck can help employers establish an alcohol testing program and cutoff appropriate to their workplace, taking into account applicable regulatory requirements, safety-sensitive duties and organizational risk.

+ What qualifies as a refusal to test?

The definition of a refusal to test depends on the applicable regulatory or workplace framework.

Under U.S. DOT regulations, a refusal can include failing to provide a required specimen, refusing to participate in a required test, failing to remain available for testing, or certain forms of specimen tampering. A laboratory-confirmed adulterated or substituted urine specimen is also treated as a refusal under DOT rules.

Under CNSC REGDOC-2.2.4, Volume II, licensees must have defined procedures for refusals to test as part of their fitness-for-duty program. The Canadian Model for Providing a Safe Workplace also recognizes refusal to test as a distinct testing outcome and requires appropriate procedures for managing the collection and reporting process.

For non-regulated employers, the definition of refusal should be clearly established in the employer's alcohol and drug policy and should be consistent with applicable legislation, collective agreements and legal requirements.

+ How does random alcohol and drug testing work and how do I decide what the selection rate should be?

Random testing often uses a scientifically valid, computer-generated process to select employees from an eligible testing pool. The selections are unannounced and should be distributed throughout the year so that employees cannot predict when testing will occur.

For U.S. DOT-regulated employers, the required annual random testing rate depends on the applicable DOT agency and is reviewed periodically. For example, for 2026, FMCSA requires random testing of at least 50% of covered driver positions for drugs and 10% for alcohol. Other DOT agencies have different rates. Employers should therefore confirm the current rate applicable to their specific DOT-regulated workforce rather than relying on a fixed percentage.

Under CNSC REGDOC-2.2.4, Volume II, the regulatory framework for high-security nuclear facilities provides for random alcohol and drug testing of workers in designated safety-sensitive and safety-critical positions. Version 3 specifies a 25% annual random testing rate for workers already holding safety-critical positions.

For non-regulated Canadian employers, there is no universal legislated random testing rate. The Canadian Model for Providing a Safe Workplace provides a best-practice framework that permits random testing in appropriate circumstances, using a computer-generated selection process. The appropriate selection rate should be based on the applicable workplace policy, risk profile, contractual requirements and legal considerations rather than simply adopting a regulatory rate from another jurisdiction.

DriverCheck can manage random selection programs using our proprietary, scientifically valid, independently audited, computerized process, and can help employers establish a testing schedule and selection rate appropriate to their regulatory and workplace requirements.

+ When is random testing appropriate?

Random testing requirements and the circumstances in which it is appropriate vary depending on the applicable regulatory framework and the nature of the workplace.

U.S. DOT-regulated workplaces

For employers and employees covered by the U.S. DOT regulations, random drug and alcohol testing is mandatory. Testing must be conducted using a random and scientifically valid selection process at the annual rates established by the applicable DOT agency. These rates are reviewed periodically and may change.

CNSC-regulated workplaces

Under CNSC REGDOC-2.2.4 Volume II, random alcohol and drug testing forms part of the fitness-for-duty program for designated workers in safety-sensitive and safety-critical positions at applicable high-security nuclear facilities. The testing must be conducted in accordance with the CNSC requirements and the licensee's approved program.

Other Canadian Workplaces

For non-regulated Canadian employers, random testing requires careful consideration. It may be appropriate in some safety-sensitive workplaces, but employers should be able to demonstrate that the program is necessary and proportionate to the workplace safety risk.

Relevant considerations include:

  • the nature and severity of workplace hazards;
  • whether employees perform safety-sensitive or safety-critical duties;
  • evidence of a workplace substance-use risk;
  • whether less intrusive measures could adequately address the risk;
  • human rights and privacy obligations;
  • applicable employment and labour law;
  • collective agreements, where applicable; and
  • relevant court, arbitration and human rights decisions.

The Supreme Court of Canada's decision in Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper Ltd. (2013) remains an important consideration when evaluating random testing programs in Canadian workplaces, particularly unionized workplaces.

The Canadian Model for Providing a Safe Workplace provides a best-practice framework for implementing alcohol and drug testing programs in appropriate Canadian workplaces, but it does not replace the need to assess the legal requirements applicable to the particular employer.

DriverCheck can help employers design and administer random testing programs, but employers should obtain appropriate legal advice before implementing random testing outside a mandatory regulatory framework.

+ Is it possible for employees in a random testing pool to be selected more than once in a calendar year?

Yes. In a properly designed random testing program, each eligible employee has an equal opportunity to be selected each time a random selection is conducted. Consequently, an employee may be selected more than once during a year, while another employee may not be selected at all.

This is an inherent feature of genuine random testing. The purpose of the computerized selection process is to ensure that selections are made objectively and without individual discretion or bias.

DOT guidance specifically recognizes that some employees may be selected and tested more than once while others may not be selected during the year.

+ Should non-regulated employers conduct random drug and alcohol testing?

Random testing is not automatically prohibited for non-regulated employers, but it is not automatically permissible either. In Canada, the legality and appropriateness of random testing depend on the nature of the workplace, the safety risks involved, the applicable legal framework and the circumstances supporting the program.

Relevant considerations include:

  • the nature and severity of workplace hazards;
  • whether employees perform safety-sensitive or safety-critical duties;
  • evidence of a workplace substance-use risk;
  • whether less intrusive measures could adequately address the risk;
  • human rights and privacy obligations;
  • applicable employment and labour law;
  • collective agreements, where applicable; and
  • relevant court, arbitration and human rights decisions.

The Supreme Court of Canada's decision in Communications, Energy and Paperworkers Union of Canada, Local 30 v. Irving Pulp & Paper Ltd. (2013) remains an important consideration in assessing random testing in unionized Canadian workplaces. Canadian government guidance similarly recognizes that random testing of safety-sensitive employees may be permissible in limited circumstances where there is a demonstrated workplace substance-use problem and testing is a proportionate response.

The Canadian Model for Providing a Safe Workplace is a widely used Canadian best-practice framework, particularly in construction, energy and other safety-sensitive industries. Its use does not, however, eliminate the need to ensure that a particular testing program is lawful in the workplace where it is being implemented.

DriverCheck recommends that employers obtain appropriate legal advice before implementing random testing outside a mandatory regulatory framework.

+ Under what circumstances is there a valid medical explanation for a non-negative drug screen test result?

A non-negative drug screening result does not necessarily mean that an employee has violated a workplace drug policy. Screening tests are designed to identify specimens that require further analysis.

For laboratory-based testing, a confirmed non-negative result should be reviewed by a qualified Medical Review Officer (MRO), where an MRO review is part of the applicable testing program. The MRO considers the laboratory findings together with relevant medical information and provides the appropriate medical interpretation.

Under DOT regulations, the MRO must provide the employee an opportunity to explain the laboratory finding and determine whether a legitimate medical explanation exists. A valid prescription or other medically supported explanation may result in the laboratory finding being reported as negative rather than positive.

Similar MRO review principles are incorporated into CNSC and Canadian Model-based testing programs. The precise process and reporting requirements depend on the applicable program.

+ Should employers be concerned about the potential to “beat” a urine drug test?

No drug-testing system is foolproof, and employers should recognize that attempts can be made to interfere with the testing process.

Quality workplace drug-testing programs use multiple safeguards to reduce this risk. These may include specimen validity testing, temperature and collection controls, chain-of-custody procedures, trained collectors, laboratory testing and MRO review.

DriverCheck uses collection and laboratory processes designed to identify specimens that may have been substituted, adulterated, diluted or otherwise compromised. A specimen that does not meet the applicable validity requirements is handled according to the requirements of the testing program.

+ As an employee, can I be fired if I fail an alcohol or drug test?

DriverCheck does not determine or advise employers on employment actions following a drug or alcohol test.

Employment decisions following a test result can involve complex considerations, including human rights, accommodation, privacy, employment and labour law, collective agreements, workplace policy and the specific circumstances of the case.

DriverCheck's role is to provide scientifically and procedurally sound testing, MRO review and, where applicable, fitness-for-duty or return-to-duty services within the scope of the applicable program. Employers should obtain appropriate legal and human resources advice regarding employment decisions.

+ What drug and alcohol testing methods are available for regulated and non-regulated workplaces

The testing options depend on the regulatory framework and the purpose of testing.

For U.S. DOT-regulated drug testing, the permitted specimen types depend on the applicable DOT requirements. Under the current DOT framework, regulated drug testing can use urine or oral fluid, subject to the applicable implementation requirements, and breath alcohol testing. Employers should ensure that the testing process and laboratory meet all applicable DOT requirements.

For CNSC-regulated programs, REGDOC-2.2.4, Volume II includes requirements and guidance for urine and oral fluid drug testing, as well as breath alcohol testing.

For non-regulated Canadian workplaces, employers may use urine, oral fluid and, where appropriate, hair testing, provided the methodology is appropriate for the purpose of testing and the program complies with applicable legal and policy requirements.

For alcohol testing, breath testing is generally the preferred method for workplace programs where an objective measurement of alcohol concentration is required. Other screening methods may be used where appropriate to the program.

+ What is a split specimen test, and who can order it?

A split-specimen collection divides a specimen into separate portions so that a second portion can be retained and tested independently if the donor challenges a non-negative result.

For urine testing, the traditional split-specimen approach involves collecting a single urine specimen and dividing it into two sealed containers. Under the U.S. DOT process, Bottle A is the primary specimen, and Bottle B is the split specimen. The laboratory analyzes Bottle A, while Bottle B is securely retained in case the donor challenges a verified positive, adulterated or substituted result. Under DOT regulations, the donor has 72 hours after being notified by the MRO to request testing of the split specimen at another qualified laboratory. The MRO then initiates the split-specimen testing process.

Oral fluid testing can also incorporate a split-specimen approach. Devices such as the Quantisal II are designed to collect and preserve oral fluid specimens in a manner that can support primary and split-specimen testing, depending on the testing program and laboratory methodology. This provides an additional safeguard by allowing a second portion of the specimen to be independently tested if the applicable program permits or requires it.

The specific split-specimen requirements, including who can request testing, applicable timelines, laboratory qualifications and how the specimen is handled, depend on the regulatory framework and testing methodology being used. DriverCheck can advise employers on the appropriate split-specimen process for DOT, CNSC and non-regulated workplace testing programs.

+ My driver has tested positive. Can he/she still drive commercially?

The answer depends on which regulatory requirements apply to the driver.

For a U.S. DOT-regulated driver, a verified positive drug test, a DOT alcohol result of 0.040 or greater, a qualifying refusal to test, or another specified DOT violation results in removal from DOT safety-sensitive functions (i.e., driving a commercial motor vehicle) until the applicable regulatory requirements for return to duty have been satisfied.

For CNSC-regulated workers, the applicable fitness-for-duty requirements under REGDOC-2.2.4 and the licensee's approved program apply.

For non-regulated Canadian employers, DriverCheck does not determine whether an employee should or should not continue to perform work or drive following a test result. That decision should be made by the employer in accordance with its policy, applicable law and appropriate legal or occupational health advice.

+ What happens after a positive test or testing violation?

The process depends on the regulatory framework and the type of result.

DOT

For DOT-regulated testing, laboratory-confirmed drug results are reviewed by an MRO in accordance with 49 CFR Part 40. A verified DOT violation may trigger the regulatory return-to-duty process, which includes a Substance Abuse Professional (SAP) evaluation and other requirements established under Part 40.

CNSC

Under REGDOC-2.2.4, Volume II, licensees must have documented processes for managing confirmed alcohol and drug test results. These include appropriate laboratory procedures and MRO review. Depending on the circumstances, the program may involve further assessment and fitness-for-duty processes.

Other Canadian employers

Employers should have a clearly documented process for managing test results that is consistent with their workplace policy and applicable legal requirements. DriverCheck can provide MRO review, medical assessment and other testing services where appropriate, but employment decisions remain the responsibility of the employer and its legal or labour-relations advisors.

+ Can any laboratory test specimens for the presence of drugs?

No. The laboratory requirements depend on the applicable testing program.

For U.S. DOT-regulated testing, drug-testing laboratories must be certified by the U.S. Department of Health and Human Services (HHS) under the applicable federal certification program.

For CNSC and other Canadian workplace programs, employers should use appropriately accredited laboratories with demonstrated competence in workplace drug testing and the applicable analytical methodology.

DriverCheck works with laboratories that meet the applicable accreditation and quality requirements for the testing program. Laboratory accreditation, chain-of-custody controls, analytical quality assurance and appropriate confirmation testing are important components of a defensible workplace testing program.

+ What is the role of the Medical Review Officer (MRO)?

A Medical Review Officer (MRO) is a licensed physician with specific expertise in the interpretation of workplace drug-testing results and the medical issues relevant to those results.

The MRO:

  • reviews laboratory documentation and confirmed non-negative results;
  • contacts the donor when required by the applicable testing program;
  • provides an opportunity to identify a legitimate medical explanation;
  • reviews relevant medical information;
  • determines the appropriate medical interpretation of the laboratory result;
  • reports the verified result or MRO determination to the authorized employer representative; and
  • provides medical expertise regarding the interpretation of drug-testing results.

For DOT testing, the MRO has specific regulatory responsibilities under 49 CFR Part 40. In Canadian programs, the MRO's responsibilities are defined by the applicable regulatory and workplace framework.

Independent physician review provides an important safeguard for medical accuracy, confidentiality and appropriate interpretation of laboratory drug-testing results.

+ What credentials must a doctor have to become a certified Medical Review Officer (MRO) specialist?

MRO requirements depend on the testing program.

For U.S. DOT-regulated testing, the MRO must be a licensed physician who meets the specific qualification, training, and examination requirements established under DOT regulations.

DriverCheck's MROs are Canadian-licensed physicians (MDs) with specialized MRO training, credentialling, and experience in workplace drug and alcohol testing. Those involved in DOT-regulated programs meet the applicable DOT MRO requirements.

Canadian MROs also bring knowledge of the Canadian healthcare and prescribing environment, which can be particularly important when interpreting legitimate medical explanations. Prescription status and medication availability can differ between Canada and the United States.

+ Why does DriverCheck use accredited laboratories and confirmation testing?

Accurate workplace testing depends on scientifically valid laboratory methods, appropriate quality controls and secure chain-of-custody procedures.

DriverCheck works with appropriately accredited laboratories that meet the requirements of the applicable testing program and provide validated analytical testing.

A screening result is not necessarily a confirmed result. Where a screening test is non-negative, appropriate laboratory confirmation is performed before a definitive laboratory result is reported, in accordance with the applicable testing program.

For U.S. DOT-regulated testing, laboratories must meet the applicable HHS certification requirements. For Canadian programs, the laboratory must meet the applicable accreditation and program requirements.

These safeguards help provide employers with testing results that are reliable, scientifically supported and appropriately documented.

+ How can a drug screen test result in a false positive?

A screening test can produce a false-positive screening result when it indicates the presence of a drug or drug class, but appropriate confirmatory testing does not confirm the finding.

For example, a urine POCT immunoassay may produce a non-negative result for a drug class, while subsequent laboratory confirmatory testing using a more specific analytical method does not identify the drug or metabolite at the applicable confirmation threshold.

This is one reason that POCT should be understood as a screening tool rather than a definitive diagnostic test. The possibility of false-positive and false-negative screening results is an inherent limitation of immunoassay testing.

Appropriate laboratory confirmation and, where required, MRO review, provide additional safeguards before a definitive workplace drug-test result is reported.

+ Who do I call if I have questions or problems?

If you have any questions or concerns about your program or our services, please contact your sales consultant, call our customer service department at 1 (800) 463-4310 or e-mail us at DriverCheck@DriverCheck.ca.

Occupational Health:

+ How do I know if my company needs an occupational health and safety program?

By law, and where applicable, every employer is required to conduct a health and safety survey of its workplace. If the risk for toxic substance exposure or other dangers are found, occupational health and safety regulations require that a health and safety committee be established to perform a detailed audit and determine if medical surveillance programs are needed.

+ What occupational health and safety legislation does my company have to comply with?

It depends on whether your company is federally or provincially governed. For example, if you are provincially regulated, you must comply with occupational health and safety regulations in your province. If toxic substances are present, you are also required to comply with Health Canada’s Workplace Hazardous Materials Information System (WHMIS) regulation.

+ Does my company need an occupational health and safety policy?

Yes. All companies should have a policy that reflects the company’s commitment to the health and well-being of employees in the workplace.

+ How do I know if my company needs to have a mandatory medical surveillance program?

If a hazardous substance (silica or asbestos, for example) is posing a risk to employees in your workplace, you must put a medical surveillance program in place to satisfy occupational health and safety rules where applicable, and to promote health and safety. We offer medical surveillance programs to meet your needs and help your company reduce unnecessary hazardous substance-related illnesses and associated costs.

+ What are the benefits of post-offer of employment medical examinations?

Workplace medicals performed as a condition of hiring establish your candidates’ baseline health. Ongoing medical surveillance can determine if their health deteriorates and if that deterioration is related to workplace issues. That way, intervention can start early enough to prevent health problems from becoming serious and ensure that employees are physically fit to perform the essential duties of their jobs. Identifying underlying health conditions prevent unnecessary injury/illness and reduce the risk of unnecessary and preventable workers’ compensation costs.

+ How do I know if my company needs a hearing conservation program?

If noise is a potential risk in your workplace, a survey should be carried out to determine which areas are considered to have dangerously high noise levels. If the thresholds (as defined under hearing loss regulations) are exceeded, a full hearing conservation program should be put in place.

+ What is an audiogram, and what are the benefits of a hearing conservation program?

An audiogram is a hearing test that determines what level of hearing loss an employee may have at the time of the test. Early detection is important because it enables your company to offer early intervention, including hearing health education and ensuring appropriate hearing protection is worn (if noise levels in the workplace or elsewhere are significant) to prevent further deterioration. Baseline audiograms also offer the benefit of identifying an employee’s hearing status at the time of hiring or pre-placement in order to establish whether or not underlying hearing loss exists that would not be attributable to the new employer. By conducting periodic audiograms, concerns can be identified and addressed before significant hearing loss comes into play.

+ What medical services can I introduce to help reduce my company's workers' compensation costs?

Physical abilities testing, hearing conservation programs, pre-placement and post-offer of employment medical exams, as well as periodic testing (even where not governed by regulation, but where potential risk exists or where the workforce is aging) can help to reduce injuries, illnesses, and workers’ compensation costs.

+ What is a claims/disability management program?

This program comes into play for workers’ compensation cases where the employer is held responsible, and for general disability and related absenteeism. The claims manager works with the employee, the employer, and the health care professional to help get the employee back to safe and productive work, especially those with chronic injuries. Where necessary and appropriate, an independent medical examination (IME) can be arranged. For chronic and complex cases, a claims/disability management program offers a fresh set of eyes and approach for treatment options and support that may not have been offered before, with a focus on returning to work and to a normal life based on current abilities.

+ What is a Modified Duty Program?

DriverCheck encourages companies to develop modified duty programs so that injured and ill workers can be re-integrated into the workplace as soon as reasonably possible. Through our services, a claims management specialist will work with you, your employee and his/her doctor to assist in the employee’s rehabilitation and return to work, even if it means temporarily taking on a different position than the one he/she was in previously.

+ What is a Respirator Fit Test Program, and how do I know if my company needs one?

Where airborne toxic substance levels pose a risk in your workplace (exceeding threshold limits set out in applicable regulations or guidelines) and if that excessive exposure cannot be reasonably reversed with engineering or other controls, your company must provide its employees with personal protective equipment (PPE), and that equipment must fit properly. DriverCheck uses effective respirator fit testing techniques to ensure your employees are using respirators that fit properly.

About DriverCheck

+ Is DriverCheck SOC 2 Type II Compliant?

Yes, DriverCheck is SOC 2 Type II compliant. This certification, achieved through a rigorous third-party audit, confirms that DriverCheck’s policies, procedures, and system controls meet strict industry standards for security, availability, processing integrity, confidentiality, and privacy. For clients, this provides added assurance that sensitive health, compliance, and testing information is protected under independently verified controls. SOC 2 Type II compliance reinforces DriverCheck’s commitment to secure, reliable technology and strengthens its position as a trusted partner in occupational health, safety compliance, and drug and alcohol testing. Click here to learn more.

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