While the legal landscape presents challenges, there are several compelling reasons for maintaining marijuana testing in the workplace.

As marijuana legalization continues to evolve across various states, employers face complex decisions regarding drug testing policies. While the legal landscape presents challenges, there are several compelling reasons for maintaining marijuana testing in the workplace. Below, we explore some of the advantages and strategies for navigating the legal landscape.

Advantages of Marijuana Testing in the Workplace

Ensuring workplace safety.

One of the primary reasons for drug testing, including for marijuana, is to ensure a safe working environment. Certain industries, such as oil & gas, construction, transportation, and manufacturing, have higher safety risks.

Impairment from marijuana can affect reaction times, coordination, and judgment, potentially leading to accidents and injuries. By testing for marijuana, employers can help mitigate these risks and promote a safer workplace.

Compliance with federal regulations.

Despite state-level legalization, marijuana remains illegal under federal law. Employers in industries regulated by federal agencies, such as the Department of Transportation (DOT), are required to adhere to federal drug testing regulations.

Maintaining marijuana testing helps ensure compliance with these federal mandates, avoiding legal repercussions and maintaining eligibility for federal contracts and funding.

Protecting productivity and performance.

Marijuana use can impact cognitive functions, including memory, attention, and decision-making. In roles that require high levels of concentration and critical thinking, impairment can lead to decreased productivity and performance.

Regular drug testing helps identify and address potential issues, ensuring that employees are performing at their best and maintaining overall productivity.

Reducing liability and legal risks.

Employers have a duty to provide a safe working environment. Failure to address substance use can result in increased liability in the event of workplace accidents or incidents.

By implementing a comprehensive drug testing policy, employers can demonstrate due diligence in maintaining a safe workplace, potentially reducing legal risks and liability.

Supporting employee health and well-being.

A drug-free workplace policy, including marijuana testing, can support employee health and well-being. It encourages employees to seek help for substance use issues and promotes a culture of health and safety.

Employers can offer resources such as Employee Assistance Programs (EAPs) to support employees in managing substance use and maintaining their health.

Consistency and fairness.

Maintaining a consistent drug testing policy across all states where the company operates ensures fairness and uniformity. It avoids confusion and potential discrimination claims that could arise from differing policies based on state laws.

A clear, consistent policy helps employees understand expectations and fosters a sense of fairness.

Addressing insurance and workers’ compensation concerns.

Insurance providers and workers’ compensation programs may have specific requirements regarding drug testing. Maintaining marijuana testing can help meet these requirements, potentially leading to lower insurance premiums and ensuring that workers’ compensation claims are handled appropriately.

Navigating the Legal Landscape

While the advantages of marijuana testing are clear, employers must navigate the legal complexities carefully. Below are some strategies to consider.

Stay informed.

Regularly update your knowledge of state and federal laws regarding marijuana use and drug testing.

Consult legal experts.

Work with legal counsel to ensure your drug testing policies comply with applicable laws and regulations. Partnering with TEAM, an expert in the drug and alcohol space, gives you an extra layer of compliance knowledge and expertise in your corner.

Communicate clearly.

Clearly communicate your drug testing policies to employees, including the rationale behind them and the potential consequences of non-compliance.

Offer support.

Provide resources and support for employees who may be struggling with substance use, promoting a supportive and healthy workplace culture.

Train your supervisors.

Whether you are in the DOT covered space or not, it’s important to train your supervisors to recognize the signs and symptoms of use to address concerns and challenges as they arise and before they become a safety concern.

Key Takeaway

By balancing the advantages of marijuana testing with a thoughtful approach to legal challenges, employers can maintain a safe, productive, and compliant workplace.

The Advantages of Marijuana Testing in the Workplace Amidst Legal Challenges

“Ban the Box” laws are a recent legal development which aims to end discrimination based on job applicants’ criminal records.

The topic of fair hiring practices is constantly developing, both on the side of employers and at a legal level. One of the most recent legal developments for fair hiring practices has been the advent of “Ban the Box” laws, which aim to end discrimination based on job applicants’ criminal records.

What are “Ban the Box” laws?

“Ban the Box” laws prohibit employers from asking about an applicant’s criminal history on job applications. In some affected states, employers are banned from asking applicants if they were ever sentenced for a crime until later in the hiring process, such as after a conditional job offer. This barrier encourages employers to first consider an applicant’s job qualifications without the bias that may come from knowledge of a conviction or arrest record.

Where are “Ban the Box” laws in effect?

Statewide Laws

The following states have some form of “Ban the Box” laws in effect statewide:

California

Colorado

Connecticut

Georgia

Hawaii

Illinois

Maine

Maryland

Massachusetts

Michigan

Minnesota

New Jersey

New Mexico

Oregon

Rhode Island

Vermont

Washington

District Laws

In addition, these states have “Ban the Box” laws but only in the specified districts or counties:

Florida – City of Gainesville

Indiana – Indianapolis

Iowa – Waterloo

Kentucky – Louisville

Louisiana – New Orleans

Missouri – Columbia, Kansas City, St. Louis

New York – Buffalo, New York City, Rochester, Suffolk County, Westchester County

Pennsylvania – Philadelphia, Pittsburgh

Texas – Austin

Wisconsin – Madison

Other Specifications

In addition, federal agencies have had “Ban the Box” policies since 2015. The District of Columbia also has district wide “Ban the Box” hiring laws.

Why implement “Ban the Box” laws?

Implementing “Ban the Box” laws is crucial because criminal histories are often misinterpreted and can hinder applicants from securing employment. Employers frequently fail to differentiate between an arrest, a charge, and a conviction, treating them all equally. Furthermore, a criminal record from decades ago can still impact an applicant’s job prospects today.

“Ban the Box” laws level the playing field for individuals with criminal histories, enabling employers to assess candidates based on their strengths and qualifications rather than their past. This approach promotes fair hiring practices and opens opportunities for deserving applicants.

What can employers do?

TEAM recommends partnering with your legal team to ensure that your business’ hiring practices are compliant with applicable state and local laws. This includes any state, city, district, or county “Ban the Box” laws.

An Overview of "Ban the Box" Laws

Providing your supervisors with Reasonable Suspicion Training is an efficient and effective way to keep your team safe from substance abuse.

As drug positivity in the general U.S. workforce remains at a twenty-year high, many employers are seeking ways to safeguard their job sites from drug use. Providing your supervisors with Reasonable Suspicion Training is an efficient and effective way to keep your team safe from substance abuse.

What is Reasonable Suspicion?

Reasonable Suspicion is the belief that someone is under the influence of drugs or alcohol based on their appearance, behavior, and other observable factors. Recognizing these signs of impairment in employees is a vital tool for maintaining a safe workplace, and that’s exactly what Reasonable Suspicion Training provides. After completing training, supervisors can properly identify, execute, and manage Reasonable Suspicion testing situations.

An effective Reasonable Suspicion training course covers the following:

The negative impacts and costs of substance use in the workplace

How to accurately identify the signs, symptoms, and indicators of possible illicit drug use or alcohol misuse

How to initiate, document, and manage Reasonable Suspicion testing situations

Who Should Complete Reasonable Suspicion Training?

Reasonable Suspicion Training can benefit any workplace regardless of industry. Giving your supervisors the ability to identify impairment on the job can help protect against safety incidents and prevent costly time loss, turnover, and medical expenses.

DOT Requirements

Employers under the U.S. Department of Transportation are required to include Reasonable Suspicion Training in their workplace drug and alcohol program. There are also specific requirements for the training, such as a minimum course time of 120 minutes and a mandatory topic list.

Risks of Forgoing Reasonable Suspicion Training

Depending on your industry, choosing not to implement Reasonable Suspicion Training could be dangerous and costly. Per the latest National Survey on Drug Use and Health, it’s estimated that substance use can cost a company an average of $250,000 a year: $70k for lost time, $100k for turnover and training, and $80k for medical costs.

Failing to know the proper Reasonable Suspicion criteria and accusing someone who isn’t impaired of being impaired, or confronting an impaired employee aggressively, could also result in lawsuits.

DOT Non-Compliance

Reasonable Suspicion is especially important for DOT employers due to the requirements outlined in Part 40. Failing to follow these regulations can result in non-compliance and additional enforcement, as the Department of Transportation decides.

Implementing a Reasonable Suspicion Program

Interested in adding Reasonable Suspicion Training to your workplace? TEAM offers both general and DOT-compliant reasonable suspicion training. Learn more at our Training page or Get Started with a TEAM representative today.

The Need for Reasonable Suspicion Training

TEAM invites parents and school faculty to learn more about the United States’ current underage Drug & Alcohol trends and what can be done to address underage substance use.

As fall approaches, school is getting back in swing. TEAM invites parents and school faculty to learn more about the United States' current underage Drug & Alcohol trends and what can be done to address underage substance use.

The Stats

The Substance Abuse and Mental Health Services Administration, or SAMHSA, releases yearly reports based on survey data where respondents ages 12 and older are invited to self-describe their use of illicit drugs, alcohol, cigarettes, and nicotine vaping. Underage substance use is also highlighted in these reports.

Alcohol Use

In 2023, 12.6% of respondents aged 12 to 20 reported using alcohol within the past month, or about 5.6 individuals. 8.6% reported underage binge drinking within the past month, which constitutes 4 or more drinks in a single session for females, or 5 or more drinks in a single session for males. 1.7%, or about 663,000 individuals, reported heavy alcohol use within the past month, which constitutes binge drinking 5 or more times within 30 days. Overall underage alcohol use decreased by 3.31% between 2022 and 2023, showing that it holds steady for the most part.

Marijuana Use

Underage marijuana use also remained steady in 2023. 18.4% of applicants aged 12 to 20, or about 7 million individuals, reported using marijuana in the past year. This marked a 4.1% decrease from 2022 to 2023.

Illicit Drug Use and Overdose Death

While underage substance use has been slightly decreasing, overdose deaths via underage illicit drug use have been on the rise. In a separate survey conducted by the JAMA Network, drug overdose deaths of individuals aged 14-18 increased a dramatic 293% from 2019 to 2021, with 1,146 deaths being calculated in 2021. This trend shows that although underage substance use is not drastically growing, more dangerous substances like fentanyl and benzodiazepines are becoming more widespread, resulting in more overdose deaths.

How to Address Underage Substance Use

Know the Signs

Being aware of what a Substance Use Disorder, or SUD, looks like can be a vital tool in addressing underage substance use. Knowing the signs and how to address them can help parents and faculty intervene when needed. Read our article on Three Signs of a SUD to learn how to address these issues.

Random Testing

TEAM also recommends that high schools introduce a random drug testing program for their student body if feasible. In other settings, regular drug testing has proven to reduce overall drug positivity rates; Per the 2024 Quest Drug Testing Index, while the general U.S. workforce showed a 5.7% drug positivity rate, the federally mandated, safety-sensitive workforce showed just a 2.4% positivity rate. This lower rate is largely attributed to the fact that most safety-sensitive workplaces conduct annual random drug testing on anywhere from 25% to 50% of their workforce. The expectation that one could be pulled for a random test at any time is a powerful deterrent from drug use.

Key Takeaways

While underage substance use is overall on the decline, adults and faculty need to stay aware of the existing risks, especially concerning overdose deaths.

Back to School: Underage Drug & Alcohol trends and how to address them

Learn about Adverse Action and how TEAM can make the process easier.

One of the most important factors in a pre-employment background check is ensuring you have an adverse action process in place. TEAM Background has the capability to automate this process and make sure your company is abiding by adverse action laws.

What is adverse action?

An adverse action notice is a letter, either sent via mail or email, informing an applicant that they were not chosen to be hired due to information discovered in their background check. If a background check leads to a company deciding not to hire an individual, the company is required by law to send the applicant both a pre-adverse and an adverse action notice.

Both a pre-adverse action notice and an adverse action notice must also include a copy of the applicant's report and a Summary of Your Rights Under the Fair Credit and Reporting Act. Typically, a Dispute Request Form would also be include with a pre-adverse action notice, but this is not required.

To learn more about adverse actoin and when it's appropriate to take, we recommend this article from the U.S. Equal Employment Opportunity Commission.

Automated Adverse Action in TEAM Background

TEAM can handle pre-adverse and adverse action notices on clients' behalf. Rather than having to manually send an adverse action letter, TEAM clients can initiate a one-click process to automatically notify an applicant of the adverse action.

The Ordering Process

Once a client decides to move forward with the adverse action process, a few steps will have to be completed. See the table below for a chronological walk-through of both the Client and Applicant actions.

Feature Showcase: TEAM Background’s Automated Adverse Action Process

In honor of National Safety Month, we interviewed Kara Bailey, Fulfillment Manager, to gain some insights on workplace safety best practices.

At TEAM, workplace safety is a big deal. In honor of National Safety Month, we interviewed Kara Bailey, Fulfillment Manager, to gain some insights on workplace safety best practices.

Preventing Key Risks of Workplace Safety

Kara has been in the background screening industry for over 15 years. When asked about the key risks regarding workplace safety, she shared: "One key risk would be hiring unreliable people, or people with criminal charges." She went on to share that depending on the job function, if not properly vetted, those individuals could be put into high risk positions, such as supervising children or driving large semi-trucks.

Kara went on to share that "background screening potential new hires is a good way to prevent those risks." She mentioned criminal record searches, employment verifications, and drug & alcohol testing as key screenings to consider. However, there seems to be more than simply ordering a background check, but how you look into the results that is important. For example, "does [the candidate] jump around from place to place? And is there a reason why they are jumping around from place to place?"

How Employers Can Make a Change

When asked how employers could create a safer workplace, Kara stated that "implementing background screening is a great solution." She also shared that "doing reasonable suspicion training for your supervisors is an easy win." Kara clarified that the training would educate supervisors on what behaviors could indicate a risk to workplace safety.

For employers that wish to implement background screening, Kara suggested that "one critical factor is being in the know about the Fair Credit Reporting Act." Certain records and criminal charges aren't legally reportable and can't be held to a hiring decision, such as an assault charge that ended in a non-conviction.

Kara also added that for employers in certain states, particularly California, being informed of your own state's regulatory information is important. She made a point that if employers are unsure of how to proceed during the screening process, they should always reach out to their report provider and get clarification from the experts.

Background Checks: How to Ensure Quality

Kara was asked if any factors could decrease the quality of a background report. She shared that one of the most common issues she had seen was "applicants providing false information." She went on to state that "it's important that we have all the information [the employer] collected upfront so that we can do a thorough search on [the applicant]." Mistyped dates of birth were also a common error that Kara pointed out.

"We try to work with our clients and do our due diligence, as well," she clarified. "In [some] cases we will ask for a copy of [the applicant]'s Motor Vehicle Record or a signed release if they haven't uploaded it."

Benefits of Reasonable Suspicion Training

When asked further about reasonable suspicion training, Kara stated that the main benefit of the training is it gives supervisors the knowledge of what they should be looking for, so that they can have the tools needed to question and report suspicious behavior. "It gives them the confidence to address the issue right then." She also commented on the way that the training was eye-opening in regard to what could happen if an employee is under the influence on the job, particularly in the case that an inebriated employee is operating a motor vehicle or other machinery. Kara closed with the statement that if a supervisor has any suspicion about an employee, "they won't know if they don't ask."

Key Takeaways

Hiring unqualified people can be a huge liability to your workplace.

Ordering background checks and drug & alcohol testing on potential new hires is one of the easiest ways to boost workplace safety, along with staying aware of industry and hiring regulations. It is also important to understand the reports you are receiving.

Submitting complete and accurate information is paramount to receiving complete and accurate background reports.

Reasonable suspicion training can give your supervisors the confidence to question unsafe behavior when they see it.

National Safety Month: How Employers Can Improve Workplace Safety

In the complex world of trucking regulations, compliance with the Federal Motor Carrier Safety Administration is paramount. In this blog post, we'll delve into what it takes for trucking companies to be compliant with FMCSA regulations.

In the complex world of trucking regulations, compliance with the Federal Motor Carrier Safety Administration (FMCSA) is paramount. Ensuring adherence to FMCSA guidelines not only fosters safety on the roads but also prevents civil penalties for non-compliance. In this blog post, we'll delve into what it takes for trucking companies to be compliant with FMCSA regulations, focusing on driver qualification requirements, the FMCSA Clearinghouse, Pre-Employment Screening Program (PSP), and recent changes in the Medical Examiner (ME) National Registry.

Driver Qualification Requirements

One of the fundamental aspects of FMCSA compliance is ensuring that drivers meet specific qualification standards. This includes:

1. CDL Requirements: Commercial Driver's License (CDL) holders must meet age, experience, and medical requirements set by the FMCSA.

2. Medical Fitness: Drivers are required to undergo a medical examination by a certified medical examiner to ensure they are physically fit to operate a commercial motor vehicle.

3. Drug and Alcohol Testing: FMCSA mandates drug and alcohol testing for drivers, including pre-employment, random, post-accident, and reasonable suspicion testing.

If a driver has been removed from a random pool and has not been subject to random testing for more than 30 days, the driver must submit for another pre-employment test to be reinstated into the random pool.

4. Driving Record: Employers must review the driving record of prospective drivers to ensure they meet safety standards.

FMCSA Clearinghouse

The FMCSA Clearinghouse, established in January 2020, is a secure online database that provides real-time information about commercial driver's license (CDL) and commercial learner's permit (CLP) holders’ drug and alcohol program violations. Key points about the Clearinghouse include:

1. Reporting Requirements: Employers must report drug and alcohol violations by CDL drivers to the Clearinghouse.

2. Queries: Employers are required to conduct queries on prospective and current employees to determine if they have any drug or alcohol violations in the Clearinghouse.

TEAM’s drug & alcohol software enables users to export their FMCSA roster using the Clearinghouse’s template format, streamlining the process of uploading batch requests.

3. Compliance Management: Utilizing the Clearinghouse allows employers to ensure compliance with FMCSA regulations regarding drug and alcohol testing.

Pre-Employment Screening Program (PSP)

The Pre-Employment Screening Program (PSP) provides access to a driver’s crash and inspection history. Key aspects of PSP include:

1. Safety Performance History: PSP reports include most recent 5 years of crash data and 3 years of roadside inspection data, providing valuable insight into a driver's safety performance.

2. Driver Hiring Decisions: Employers use PSP reports to make informed decisions when hiring drivers, ensuring they have a history of safe driving.

3. Improving Safety: By accessing PSP reports, companies can identify areas for improvement and implement strategies to enhance overall safety.

Medical Examiner National Registry

This Federal program establishes requirements for healthcare professionals that perform physical qualification examinations.By ensuring medical examiners understand FMCSA medical regulations and advisory criteria that is applicable to CMV drivers.

Certified medical examiners are listed in an online registry and once certified must comply with FMCSA requirements to remain on the registry.On February 24, 2024, the FMCSA updated he Medical Examiner (ME) National Registry by removing medical examiners who have failed to access their account using login.gov and have failed to update their profile information as required.

Medical Examiners who have been removed from the National Registry are no longer certified to perform physical qualification examinations of CMV drivers.

Final Remarks

In conclusion, compliance with FMCSA regulations is essential for trucking companies to operate safely and avoid legal repercussions. By understanding and adhering to driver qualification requirements, utilizing the FMCSA Clearinghouse and PSP, and ensuring use of a certified medical examiner, companies can navigate the regulatory landscape effectively while prioritizing the safety of their drivers and the public.

Navigating FMCSA Compliance: A Guide for Trucking Companies

If you're a Contractor, here are a few key tips you can use to help maintain compliance with your Operators in Alert.

Compliance monitoring helps to ensure Contractors and their employees are adhering to their Operator’s requirements for Drug and Alcohol testing. Abiding by these requirements helps to ensure a safe and secure worksite for everyone. If you’re a Contractor, here are a few key tips you can use to help maintain compliance with your Operators in Alert.

Tip #1: Review the Operator Drug & Alcohol Addendum

The Operator Addendum is a document that contains the drug and alcohol testing requirements for your specific Operator. This addendum includes the Operator’s drug testing panel with screening and confirmation levels, random testing percentages, pre-employment testing requirements, and any other special requirements that the Operator may need before an employee is allowed access to their job site. You must ensure your employees meet the requirements of the Operator Addendum before they access your Operator’s job site.

Tip #2: Mark Your Roster Up To Date

Your Alert Roster is a key component in every enrollment. It should provide a detailed list of employees who will be performing work for a specified Operator. The roster should contain the most recent testing data and the names of the employees who will be performing work for the Operator. Individuals who are no longer employed should be removed from your roster immediately! Keeping your Roster up to date will make other compliance items much easier, such as roster audits.

Tip #3: Roster Audits

Contractors are subject to various roster audits in Alert to make sure they’re adhering to their Operator’s specific requirements. Once generated, contractors have 10 business days to upload the required documentation for a Roster Audit. Audit documents must align with the selected employee and the provided dates must mirror the information listed on the employee’s roster entry.

Tip #4: Statistical Data Reporting

Statistical data reporting is required for each work type associated with your employee roster. It’s recommended that you enter statistical data throughout the year to ensure your Operator’s random testing percentages are being met.

Statistical Data Action Items for the current year are visible to the Contractor, but they don’t impact compliance until the first business day in February of the following year.

Contractors should complete all required random testing as outlined by your Operator and/or regulatory requirements within the specified period to ensure random testing percentages are met. Remember to update your roster with the most recent testing data!

Tip #5: Annual Renewal Fees

Enrollment Renewal and Alert Access Fees are due annually. It’s important to monitor the “Daily Action Item Summary” email notices in your inbox to ensure payment is made before the due date. If not completed, you could risk service disruption!

Tip #6: Third-Party Administrators

Alert allows Contractors to designate their Third-Party Administrator (TPA) access to their account. Once granted access, your TPA can assist with roster maintenance, audits, and statistical data entry. TPAs that report on their Contractor’s behalf can also easily monitor their Contractor’s compliance. It’s extremely important to communicate any new Operator enrollments with your TPA, as these enrollments may impact your current random testing percentages and/or the drug testing panel requirements.

Ready to get compliant?

Over 5,000 Contractors rely on TEAM to stay current with their Operator's requirements. If you have any questions about Alert and how it can help you maintain compliance, contact us at 918.970.2323 or email us at help@teamqualify.com.

Six Tips for Maintaining Contractor Compliance

TEAM Professional Services, TEAM Background, and TPS Alert are coming together under one great name: TEAM.

We’re excited to unveil some big news! TEAM Professional Services, TEAM Background, and TPS Alert are coming together under one great name: TEAM. This change has been in development behind the scenes for over a year, and we’re proud to now announce it publicly.

Why has TEAM rebranded?

To dispel some worries right off the bat; no, we haven’t undergone a merger, nor have we been bought out. TEAM’s products and services still exist under the same management, and our commitment to serving our clients hasn’t wavered in the slightest. Making this change allows TEAM to continue to innovate, provide excellent service, and simplify the customer experience.

Interview with Account Services

To get some additional insight on the rebrand and what it means for our clients, we interviewed Sierra Lancaster, Senior Manager of Account Services.

Interviewer: Being relatively new to TEAM, what are your thoughts on its culture and atmosphere as a company?

Sierra: Several employees at TEAM refer to the culture as a family, but that seems too cliche for TEAM. TEAM’s culture can be described more like a collaborative personality, and different people own different pieces of it, from collaboration to innovation to service, but they're all working together. We’re all desiring to be the best version of ourselves, and that effect makes TEAM’s culture fun and vibrant. And we wanted the rebrand to capture that.

Interviewer: Going off that, what role do you think customer service plays for TEAM?

Sierra: I think customer service is the core of everything that TEAM does. Honestly, we’re only as good as how we serve our clients. I’ve never met people more eager to help anywhere that I’ve worked before. The employees at TEAM… don’t just pretend to be busy so they can skate by their day, they are reaching out to all departments and saying “Hey, I have availability this afternoon. Do you have a project I can help you with? Do you have a client that needs to be contacted?” And that allows us to work much more efficiently and gives us the ability to carve that edge into having top-tier customer satisfaction.

Interviewer: With all that, what do you think of the rebrand? What does the rebrand say to you, as we shift and change while also continuing to do everything you’ve talked about?

Sierra: I think that the rebrand, the evolution, and the cohesion of the company shows that there’s a lot in a name. When you combine the three business lines into one, clients know that this is a one-stop for several of their needs, whether that’s drug testing, background, or compliance. The same great service they get with Alert, they’re also going to get with our other product lines. And now it’s all one. Clients won’t get confused or have to figure out who to contact for what. It just shows the power of the name and the brand.

Interviewer: And even before the rebrand, when we still had these separate lines, you saw a lot of collaboration between them, right?

Sierra: Ohhh yeah, the lines. I, as an outsider coming in, wondered why we had several different names, because everybody worked as one, regardless of what department they were in. Whether they were in clinics, or drug, or fulfillment, whatever that looked like… they all worked together.

Interviewer: Related to that, what are your thoughts on TEAM’s direction and our plans for the future?

Sierra: I think the future looks bright for TEAM. We’re growing exponentially, and I think that speaks everything to the service that we provide, from support down to how we’re designing our systems.

Interviewer: One last question for you. What do you think is the most important for our clients to know about the TEAM rebrand?

Sierra: I want our clients to find both consistency and continuity in our brand while still being able to feel and see the quality of our products. I think clients will feel an enhancement in their satisfaction and that they will have even more communication channels available to them. 
I also think that clients need to know that they will continue to receive the same great service they previously received. While the website may look a little different, or you see different logos than what you’re used to, it’s all in the desire to ensure that our clients’ needs are being met. Everybody’s held accountable for ensuring great service.

What’s changing?

Ultimately, the only things that are changing are our name, our logo, and our websites. TEAM and TPS Alert clients can expect to continue receiving the same great service they’ve grown accustomed to, and to interact with our products, services, and apps in the same way they have before. We’re excited to continue to grow and adapt so we can provide the highest standard of excellence to our clients and community.

Visit our new website, teamqualify.com, for all things TEAM from here on out. We also have a new Resources Hub to answer any questions you might have, and you can always reach out to our Customer Excellence TEAM via live chat (check the bottom right corner of this page!) or phone if you need further assistance.

Here’s to a bright future with TEAM!

TEAM Professional Services is now TEAM

A lot has changed now that we're one unified brand. We've got answers to your most pressing questions.

A lot has changed now that we're one unified brand. We've got answers to your most pressing questions.

Why did we decide to rebrand?

Whether you know us as TEAM Professional Services, TEAM Background, or TPS Alert, the same great team of people rests at our center. 

Listening to our clients, we've decided to simplify things by bringing all our great products and services under a single brand. Doing this promises a streamlined and more intuitive customer experience.

What's changing for you?

Introducing teamqualify.com!

The primary change you'll see is a fresh, unified visual identity across all our apps, anchored by this shiny new centralized website on our new domain: teamqualify.com.

Our prior websites, teamprofessional.com and tpsalert.com will be taken offline on Sunday, March 24. Prior website links will automatically redirect to their counterparts on our new domain.

We’ve created a new Resources Hub page to be a central navigation point for our clients and users. 

Click the user icon at the top of the homepage to get there, and you’ll find links to quickly take the key actions you need most, including:

Log in to TEAM apps

Forms to enroll in any of our services

Forms to update your account, order supplies, and more

Essential support links and downloads

New name, new logo, oh my!

We’re in the process of updating all our documents and forms. During this short transition period, you may still see our old brands on items.

Billing and Contracts: Invoices, receipts, and legally binding contracts, such as our service agreements will continue to indicate our respective legal identities: TEAM Professional Services, Inc., TPS Alert, LLC, or TEAM Background, LLC. Checks should also continue to be made out to these entities.

Forms and Documents: All other documents, such as consent forms, acknowledgements, policies, and guides will reflect our new brand. While these are being phased out, we will continue to accept signed items like this with the old brand, given they are the most recent version published prior to our brand change.

New Email Domain

Our email addresses are changing! 

Any emails you send to prior addresses will still be routed to the right people, but there are a few things you can do help make things smoother.

Add noreply@teamqualify.com to your address book and trusted senders lists. Many important communications will now begin coming from this address, including system notices, confirmations, and more.

Support: The primary email address for our Customer Excellence TEAM is now help@teamqualify.com. Use backgroundsupport@teamqualify.com for requests specifically related to background checks.

Billing: Send all billing inquiries to the following addresses:

Clients and Users: accountsreceivable@teamqualify.com

Clinics, Partners, and Vendors: accountspayable@teamqualify.com

Results: all test result documents should be sent to dataentry@teamqualify.com

Other Departments: If you regularly receive or send emails to anyone at TEAM, add the updated email address to your contacts to help us stay out of Junk!

Applications

Our apps for ordering and tracking drug tests, background checks, training, and contractor compliance monitoring will stay just as easy to use as before. However, you will experience a few key changes. 

Below is a detailed list of changes you will see, broken down by product, service, or app.

Do you use TEAM as your TPA for drug and alcohol testing?

The URL of our online ordering system teamdrugresults.com has NOT changed.

You will notice an updated logo and color scheme to match our new unified brand.

Do you use TEAM to run background checks?

The URL of our online ordering system teambackground.bgsecured.com has NOT changed.

You will notice an updated app icon and color scheme to match our new unified brand.

Are you an Operator or Contractor using Alert for contractor compliance?

TPS Alert is now our Alert app!

Our move to teamqualify.com means that our Alert app is moving to a new URL: alert.teamqualify.com. The prior URL will automatically be redirected, but it’s still a good idea to update any bookmarks you have.

You will also notice an updated app icon and color scheme to match our new unified brand.

No usernames or account access will be affected.

Are you or your employees enrolled in any of our online courses on TEAM Learning Suite?

Our move to teamqualify.com means that TEAM Learning Suite is moving to a new URL: learn.teamqualify.com. The prior URL will automatically be redirected, but it’s still a good idea to update any bookmarks you have.

You will also notice an updated app icon and color scheme to match our new unified brand.

No usernames or account access will be affected.

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Is there something we missed?

We thank our clients, vendors, and users more than ever for your continued partnership. We're excited about this new chapter and can’t wait to keep delivering exceptional service at every turn.

If you have feedback, please let us know! We'll keep this post updated with new details as they arise.

What is changing with the new TEAM brand?

What even are background checks? If you’re in the dark, we’ve got you covered. Let us explain the most common types.

If you’ve ever been hired for a new job, you might be familiar with the phrase “We’re just waiting to get your background check back,” regarding your onboarding process. But what exactly does that mean? What information does your employer access during one of these mysterious “background checks?” If you’re in the dark, we’ve got you covered. We’re going to cover some of the most common types of background-checking procedures, how they’re performed, what they unearth, and how long they usually take to perform. Ready to dive in?

Why background checks?

Before we get into the nitty-gritty, let’s talk about why background checks are performed in the first place.

In short, employers might choose to use background checks so that they know they’re hiring people they want to hire. An important thing to note is that these procedures only catch broad information; they want to know whether you graduated high school or whether you had a job, not every detail of what you did during those periods. (No, they won’t see that time you got lunch detention in 9th grade.) This can also include the big scary stuff like criminal history.

Some applicants may choose to be dishonest about their experience levels on their resumes; procedures like employment and education verifications help employers catch these falsifications before someone is hired.

Ultimately, background checks are nothing to be afraid of. They’re merely a tool for employers to use to make sure they’re hiring the best possible people for the job.

Verifications

A broad category of background checks you might encounter is verifications. These types of screenings aim to confirm information that was provided by the applicant (the person applying for a job); for instance, if an applicant claims to have a bachelor’s degree, an employer might order an education verification to make sure that’s true.

Employment Verification

Industry Average TAT: 2-5 days
TEAM Average TAT: 1.31 days

The name is exactly what you get with these screenings. Employment verifications are ordered to get details about an applicant’s reported employment history. Different employers have different windows of time they want to check employment, ranging anywhere from six months to ten years. Sometimes these verifications are done via instant online providers, but often they’re completed by live agents calling or emailing an applicant’s place of work.

Education Verification

Industry Average TAT: 3 days
TEAM Average TAT: 1.49 days

Similar to employment verifications, education verifications seek to confirm an applicant’s education history. Typically this means contacting a school directly to request a transcript or verbal confirmation from a bursar. High school diplomas, GEDs, training certificates, and college degrees are often verified when they’re stated by an applicant.

Identity Verification

Industry Average TAT: 1-2 days
TEAM Average TAT: Instantaneous (0 days)

It might seem silly that this is a thing, but identity fraud is more common than you might think! Identity verifications are completed electronically, either via social security number (SSN) trace or through a third-party site.

Criminal Checks

Job and education history is one thing, but criminal history is a serious matter that employers will want cleared up before bringing on a new hire. There are several different types of criminal checks that cover different criminal records, from as broad as national data down to the specific state or county an applicant lives in.

National

Industry Average TAT: ~1 hour
TEAM Average TAT: Instantaneous (0 days)

National criminal checks only produce broad data about an applicant’s criminal history, but they can be useful nonetheless. Diligent employers might order this check to get “pointer data,” or to get a better idea of the states and counties where they should order more detailed criminal searches.

Federal

Industry Average TAT: 1-3 days
TEAM Average TAT: 0.26 days

Federal criminal checks are used to catch high-level charges, such as drug trafficking, arson, kidnapping, tax evasion, and other major felonies. Since they only catch these rarer crimes, they don’t often turn up results, but it’s still good to check nonetheless.

One thing to note is that if an applicant is a Native American, a federal criminal check will be much more useful; due to the McGirt law, if a Native American citizen is charged on tribal land, it will be federal, not at the state or county level.

Statewide

Industry Average TAT: Varies state-to-state
TEAM Average TAT: 0.98 days

Statewide criminal checks are more specific than a national criminal check, but still not as current or accurate as a county criminal check. The rate at which statewide court systems are updated varies from state to state, and some states can take especially long due to their reliance on manual processes. These checks could still catch some past criminal history, but they often won’t be a hundred percent up-to-date.

County

Industry Average TAT: 3-5 days
TEAM Average TAT: 0.83 days

County criminal checks are as specific as you can get. These criminal checks will catch even the smallest charges committed by applicants. Often these checks are completed by requesting full documentation directly from county court clerks. Some agencies, like TEAM, can complete searches for certain counties in-house, which drastically reduces the turnaround time. (In-house counties are usually completed within 2-3 hours at TEAM!)

Stay in the know

Feeling educated? When used effectively, background checks are a great tool that employers can use to verify a prospective new hire’s history before officially bringing them on to work.

While our review covers a lot of ground, there are still even more types of screenings out there. To learn more about the different screening products we offer, check out our Background Checks page.

Wanna learn about drug testing too? We’ve got you covered! Check out our Intro to Drug Testing and keep an eye on our Newsroom for all the latest safety news and breakdowns.

*TEAM Average Turnaround Times are accurate as of 02/09/2024.

A Beginner's Guide to Background Checks

There's no better time to start thinking about how you can make this year better than the last. TEAM invites you to make some New Year's Resolutions with us that focus on workplace safety.

As 2024 just begins to unfold, many are focusing on how they plan to commit to their New Year’s Resolutions. Even if you don’t have one yet, there’s no better time to start thinking about how you can make this year better than the last. TEAM invites you to make some New Year’s Resolutions with us that all focus on workplace safety. Are you ready to commit?

Tip #1: Reduce Workplace Fatigue

Fatigue can have a significant impact on your employees. Not only does it decrease productivity, but it also decreases your employees’ quality of life and increases the risk of workplace incidents. While many factors are up to employees, such as getting a proper amount of sleep each night, there are some things that employers can help with.

Make sure shifts aren’t too long

According to the National Safety Council, work shifts lasting 10 hours or longer are more likely to cause a workplace accident or injury. Do your best to make sure your employees aren’t working for longer than 8 hours a shift, or if long shifts are required, give them ample break time to reduce fatigue.

Support your night shift workers

Night shift workers are more susceptible to fatigue than day shift workers since our circadian rhythm makes it difficult to sleep during the day and be awake during the night. Limiting the need for night shifts is the best option; but if it’s unavoidable, do whatever you can to support employees working the graveyard shift.

Reduce time on task

The longer an employee spends on a specific task, the harder it becomes to focus, and the more fatigue sets in. It’s even worse for simple and repetitive tasks like assembly line work, quality control, and long-haul driving. You can help reduce task fatigue by giving your employees ample break time or splitting up the workload so that no one employee is stuck doing one task for too long. (Again, this goes double for night shift workers.)

Promote good sleep habits

While you can’t force employees to get proper sleep, you can encourage good sleep habits at your workplace. Try encouraging employees to use online programs or apps that promote sleep and discourage your employees from skipping out on sleep to complete work-related tasks.

Tip #2: Prevent Impairment at Work

Workplace impairment is a huge risk to the safety of your employees. Being impaired at work, whether by drugs, alcohol, or other factors like a lack of sleep or illness, can affect an employee’s ability to perform work functions normally or safely.

Crackdown on substance abuse

Substance abuse in the workplace, whether from alcohol or illicit drugs, poses a severe risk to both employee safety and your bottom line. Being aware of the potential signs of substance abuse, having an effective return-to-duty program, and having pre-screening and random drug testing programs in place are just a few ways that employers can prevent substance abuse in the workplace.

Promote good self-care habits

Drugs and alcohol aren’t the only things that can cause impairment at work. Something else that can? Fatigue. That’s right, the tips from the section above are 2-for-1. Fatigue can affect productivity just as severely as substance use, so ensuring your employees are energized and well taken care of is vital. Other factors like mental health and physical illness can also cause impairment at work.

Tip #3: Reduce Physical Hazards

While reducing employee fatigue and ensuring everyone at your job is happy and healthy are important, no amount of self-care and employee resources will stop someone from slipping on a puddle of water or falling from an unsafe height. Physical hazards are just as important to pay attention to as fatigue and impairment.

Keep your workplace tidy

Tripping can’t occur if there’s nothing to trip on to begin with. Making sure that there are no spills, stray objects, trash, or chords in your work area is one of the easiest ways to make sure nobody has an accidental fall.

Practice fall safety

Per the National Safety Council, falls are the second leading cause of unintentional injury-related deaths. Simple things like using the proper equipment for a job, ensuring you have level ground, and having someone supporting the bottom of a ladder can be the difference between safety and fatal injury.

Tip #4: Make Sure You’re Hiring the Right People

Workplace safety starts before you’ve even hired your employees. Having an effective pre-employment screening program for your new hires is one of the best ways to ensure that you’re hiring exactly the people you want to be at your company. This can include background screening, drug testing, and more.

Ready to Commit?

Did any of these tips give you ideas for improving your workplace? If you want to show your commitment to a safer workplace for all to see, use the hashtag #SaferWorkplace2024 and post one thing from this blog you’ll practice in 2024! Be sure to tag TEAM on Facebook and LinkedIn too!

Four Ways you can Commit to a Safer Workplace in 2024

The Oklahoman has recognized TEAM as an Oklahoma Top Workplace for 2023 based on employee feedback.

The Oklahoman announced TEAM as an Oklahoma Top Workplace for 2023. This award honors companies through several aspects of employee recognition. TEAM won this award for the fifth consecutive year.

Recognition for All Employees

Owner Tim Jenney attributes the company’s success to its hard-working employees.

“For the fifth consecutive year, TEAM is grateful to be announced as a Top Workplace for 2023. We are so thankful for our employees' engagement and commitment to our clients and community. Our company’s success starts with our dedicated employees who live out our core values daily.”

Top Workplace Criteria

Organizations with 35 or more employees were eligible to enter earlier this year. Entrants included public, private, nonprofit, and government organizations. The Oklahoman’s technology partner, Energage LLC, determined winners through employee feedback.

"During this very challenging time, Top Workplaces has proven to be a sign of resiliency and strong business performance," said Energage CEO Eric Rubino. "Top Workplaces draw on real-time insights into what works best for their organization. Then they can make informed decisions that have a positive impact on their people and their business."

Below are just a few testimonies of why employees hold TEAM in such high regard.

"I love the challenge. I love the trust that we have in each other and that we give to folks. We have a lot of fun. I think that makes it enjoyable coming into work."

"It's been really fun to get to know the people here and work in a company that has a desire to innovate and take risks."

"I've been at TEAM for a couple years now and ... every day it's a new experience. And I get to do that with ... great people."

"It's never boring. There are always learning opportunities."

"It is so inclusive and they allow people to communicate with one another to figure out what they need. So it makes learning that much easier and that much more fun."

View TEAM’s current job openings and find more information on a career at one of Oklahoma’s Top Workplaces. 

Learn more about TEAM and its commitment to serve here.

About TEAM Companies

TEAM provides workplace safety program management and employee screening services. Services include drug and alcohol testing, background checks, occupational health management, and supervisor training. With over 25 years of experience in employment eligibility and compliance, TEAM partners with HR and Safety professionals nationwide to reduce their workload and streamline their employee eligibility processes.

The Oklahoman Names TEAM a Winner of the Top Workplaces 2023 Award

In the dark about drug testing? Don't fret. We’ve compiled the most important facts to give a simple view into it.

Drug testing. Despite its widespread use, a lot of people don’t understand how drug testing works or the various ways that a test can be performed.

If you’re in that camp, don’t fret. We’ve compiled the most important facts to give a simple view into the world of drug testing.

What is drug testing?

Drug testing, or drug screening, is a blanket term for any methodology that aims to detect a person’s drug use. It comes in many different forms, and each method tests for the presence of drugs a little differently.

Drug tests are commonly performed as part of a company’s pre-employment screening process, but they can also come in the form of random yearly testing, post-accident testing, reasonable suspicion, and more.

A key thing to remember is that drug tests only look for the presence of drugs in one’s system; Blood Alcohol Content directly correlates to a person’s impairment (being drunk). There isn’t an equivalent way to measure whether someone is high. Whether you smoked weed a week ago or right before you clocked into your shift, depending on the type of drug test, it would still show up as a positive result. This can pose an issue in states that allow the use of marijuana, either recreationally or medically; someone may have a positive result due to legally using it outside of work hours.

How is drug testing performed?

So what’s the difference between each drug testing method? There are three key factors we’ll highlight for each test: Collection Method, Window of Detection, and Detected Material.

Collection Method is the organic matter that needs to be collected from the testee (aka the donor) to perform the test.

Window of Detection is the timeframe in which a positive result can be obtained. For example, if someone had used cocaine three days before a drug test, a urine test might show up as positive, while a hair test may be negative, due to their different Windows of Detection. The window can also vary from person to person depending on factors like their metabolism and water intake.

Detected Material is the substance that labs pick up or extract during testing to detect drug use.

Keep in mind this list is not comprehensive and doesn’t cover every type of testing, but these are some of the most common types.

Urine

Collection Method: Urine sample, at least 4 mL

Window of Detection: Days to weeks

Detected Material: Metabolites dispelled by the body after drug use, in mL

Urine-based tests are arguably the most common type of drug test, and the one you’re most likely to encounter in pre-employment drug screening. They’re popular due to the relative ease of the collection process and their ability to catch recent drug use.

Hair

Collection Method: Hair sample, about 2-5 mm in diameter at the root end. The hair can be collected from any part of the body, but the head is the most common site.

Window of Detection: Weeks to years of regular, repeated use

Detected Material: Drug content in mg, found via liquid or heat extraction

Hair tests are useful for getting an extensive look at a person’s drug history. Hair tests have the longest window of detection; they can pick up signs of drug use from as far back as five years in some cases.

Oral Fluid

Collection Method: Saliva sample, about 1mL

Window of Detection: Minutes to days

Detected Material: Metabolites found in saliva after drug use

Oral fluid tests are a relatively new type of drug test that’ve been making waves recently. They’re a popular alternative to urine testing as they’re easier to perform, less invasive, and harder to cheat. They also have the shortest window of detection, meaning they could detect drug use as soon as the same day. (We have a whole article about oral fluid testing here if you want to learn more.)

Instant Tests

Collection Method: Urine sample, at least 4 mL

Window of Detection: Days to weeks

Detected Material: Metabolites dispelled by the body after drug use, in mL

Also known as Rapid Point-of-Collection Testing (POCT), instant tests are a popular alternative to traditional urine testing due to the speed of the results they produce. The features of an instant test are almost identical to normal urine testing (same collection method, window of detection, and detected material) but the instant test can produce a negative or positive result within minutes, rather than the days-long process of traditional urine tests.

Why do drug testing?

Drug testing might seem overly strict in the modern age, especially as things like marijuana legalization continue to spread across the US, but there are stats that back up the fact that drug testing does make workplaces safer. Studies have shown that as more and more states legalize marijuana, the rate of post-accident positivity has increased significantly. Per the 2022 Quest Drug Testing Index , post-accident positivity rates reached a 25-year high in 2022, suggesting a direct correlation between marijuana use and on-the-job incidents.

Alternatively, the difference in positivity rates between businesses that have a consistent drug testing program and those that don’t is staggering. In 2022, the marijuana positivity rate for the general U.S. workforce was 4.3%. The marijuana positivity rate for federally mandated, safety-sensitive employees (who undergo mandatory pre-employment and random drug screening programs) was just 0.98%.

You made it!

Congrats! Hopefully after reading up on the facts, the concept of drug testing is a little less scary to you, and you have a better grasp of why employers may choose to use it in their pre-employment screening. Ultimately, it’s a tool for employers to ensure that their workplaces are safe. To learn even more about drug testing and how it could help you, check out our services page, and keep up with our newsroom for all the latest safety news.

Everything You Need to Know About Drug Testing

This Halloween season, there’s one thing slipping under many noses despite holding potential for real danger: Delta‑8 THC.

Halloween is just around the corner, and with the spooky season comes the usual influx of frightening rumors: razor blades inside of apples, psychoactive drugs being handed out alongside your kids’ Reese’s Cups, all the usual suspects. But there’s one thing slipping under many noses this fall despite holding potential for real danger: Delta‑8 THC.

What is Delta‑8?

Tetrahydrocannabinol (THC) is what gives marijuana its punch; it’s the main psychoactive agent found in the cannabis plant and has several varieties. Delta-9 THC is the most well-known and abundant variant that occurs naturally, accounting for 10-30% of the THC in most marijuana plants.

Delta‑8 THC is much less common, with only trace amounts (0.3%-0.5%) occurring naturally. Minus its rarity, it’s nearly identical to its big brother D-9—it has the same psychomotor effects like relaxation, pain relief, reduced concentration, and impaired motor skills.

Synthetic Strangeness

Delta-8 is often sold in the form of vapes, edibles, and other consumables. The problem is that cannabis plants don’t contain enough Delta‑8 on their own to be a viable source. This is where it differs the most from other THC products: it can’t be grown. It has to be made.

To achieve this, manufacturers use chemicals to synthetically convert CBD (hemp‑derived cannabidiol, for the nerds) and other hemp derivatives into Delta‑8. These chemical conversion processes are not regulated or approved by the FDA, so there’s really no telling what goes into synthesizing Delta‑8 from CBD. Harmful chemicals, contaminant by‑products, and artificial colors could be inside any Delta‑8 product. Because of this lack of regulation, purchasing or using Delta‑8 is a huge risk.

“Legal Weed?”

On top of that, since Delta‑8 is technically just a strange, Frankenstein-ed by-product of CBD, it’s completely legal in most U.S. states—and you don’t even need a medical marijuana license to buy it. It’s carried in many smoke shops despite having very similar psychoactive and intoxicating effects to traditional THC. Some people colloquially refer to Delta‑8 as “legal weed” or “diet cannabis” for this reason.

Even in states like Texas, where all use of marijuana is fully banned, Delta‑8 has managed to slip through the cracks, remaining legal and consequence‑free. (Ironically, in Colorado, it is illegal. They have state laws against the synthesizing of hemp derivatives.)

“False” Positives

As if the fuzzy legality of Delta‑8 wasn’t enough, it also causes problems with drug testing. During most lab‑based tests, a sample undergoes a two‑step process:

First, there’s an initial screening that looks for the presence of any THC in a person’s system, no matter what strain. This mainly serves to eliminate negative samples. The presence of enough Delta‑8 can and will cause a positive test at this phase.

If the initial screening is not negative, the sample is then sent through a confirmation test, which is much more sensitive and uses more robust technology to look for trace amounts of specific, known drug metabolites, such as Delta‑9 THC. Since Delta‑8 is so new, most confirmation tests aren’t equipped to test for it and simply can’t be positive at this phase. This means that even though a sample was positive during initial screening, it will ultimately be reported as negative. Samples like this are classified as a “false positive”.

The result: people are using Delta‑8 to get high and they’re getting away with it when they’re drug tested.

A recent study by Clinical Reference Laboratory looked at a selection of urine samples that were positive for marijuana during the initial screening but reported negative after confirmation and re-tested them to specifically look for Delta‑8. Nearly 30% of initially “false positive” tests came back as truly positive for Delta‑8 when re-tested[i]. Now that’s scary!

Copycat Foods

Delta‑8 is commonly sold and consumed as edibles; things like gummies, candies, and other food products that are imbued with THC and have intoxicating effects when eaten. Even though it’s a gentler “high” than what’s produced by Delta‑9, this intoxication still poses a major threat when many Delta‑8 edibles look almost identical to traditional, recognizable candies like gummy bears, gummy worms, sour belts, and peach rings. Some Delta‑8 manufacturers even go as far as to mimic brand‑name snacks like Doritos®, Cheetos®, Chips Ahoy, Pop Tarts®, and more. (Maybe take a second glance at those bagged chips and popcorn balls your kid gets while trick‑or‑treating. You never know.)

It would be extremely easy for consumers (especially children) to eat these edibles, mistaking them for their non-intoxicating counterparts. The FDA began cracking down on these “copycat foods” harshly this year due to the dangers they pose.

Should you be worried?

Delta‑8 THC poses more than a few safety risks.

The process for its creation is completely unregulated, so there’s no way to be sure any Delta‑8 product is safe from contaminants and harmful chemicals.

The legal loophole it currently sits in makes it possible to access marijuana, even in some of the most anti‑cannabis states.

Since it’s a relatively new strain of THC, Delta‑8 users are passing drug tests despite getting high on it.

Copycat edible products that mimic common candies and brand‑name snacks make it incredibly easy to become intoxicated by accident when you’re only trying to satiate a sweet tooth.

Despite these dangers and its widespread popularity, many people don’t know that Delta‑8 THC exists. Spread awareness by sharing this article and stay up to date on all the latest drug info at TEAM’s newsroom.

[i] Kuntz, D. J., PhD. (2022, March 11). Δ8‑THC Impact on Drug Testing. Clinical Reference Laboratory.

In For a Scare? The Dangers of Delta‑8 THC

September is National Alcohol & Drug Addiction Recovery Month. Do you really know what entails addiction, or a “substance use disorder?”

September is National Alcohol & Drug Addiction Recovery Month. Addiction is a serious issue in the United States, with over 25.6% of Americans aged 18 to 25 having a substance use disorder. Awareness is necessary to help those with addictions, but do you really know what entails addiction, or more formally, a “substance use disorder?” Keep reading to learn about what that means, what it does to people, and signs may indicate that a problem exists.

What’s a substance use disorder?

The National Institute on Drug Abuse defines a substance use disorder as “a treatable mental disorder that affects a person’s brain and behavior, leading to their inability to control their use of substances like legal or illegal drugs, alcohol, or medications.” In layman’s terms, it’s an addiction, most commonly to illicit drugs or alcohol. Substance use disorders generally come from frequent and prolonged substance use; often, these are used as a coping mechanism for hardships in a person’s life. (Remember drinking in college after your first girlfriend broke up with you? Yeah. We’ve all been there.)

Why is it dangerous?

It may be tempting to write off these addictions as no big deal, but remember the “D” in SUD? Disorder? That makes this condition much more like an illness than just a poor personal choice. Substance use disorders can be debilitating, worsening both physical and mental health. They particularly affect those with, and can worsen, mental health conditions such as anxiety disorders, depression, ADHD, and schizophrenia. Note that SUDs do not CAUSE these conditions, and these conditions don’t cause SUDs either; there just happens to be a common trend of comorbidity. More than anything else, people with SUDs need care and treatment to help them recover from this illness.

What are the signs?

So what signs can you look for to identify a potential substance use disorder and get the afflicted party the help they need? Let’s get into it.

Sign #1: Changes in Appearance

Picture this…

It’s Sunday night, and you’re at your best friend’s wedding reception. (Poor wedding planning much?) You have work in the morning, but since this is such a special event, you decide to let future-you deal with whatever happens tomorrow and spend the night dancing, drinking, and having a great time.

Fast forward to Monday morning. You slept through your alarm and woke up an hour late. You have twenty minutes to get to work. You panic! As quickly as possible, you drag a comb through your hair, throw on the first thing you can grab from your closet, and rush out the door. There would be a noticeable change in appearance from your average day-to-day attire to this haphazard post-wedding recovery effort, no? (Thanks for scheduling on a Sunday, Mike.)

The big picture

For people with substance use disorders, this hypothetical could be a DAILY struggle. Each night could be spent drinking or using illicit substances, only for the following morning to be a major struggle, getting ready sloppily and rolling into work looking like they got dressed in the dark. For this reason, a prolonged and noticeable shift in a person’s attire, grooming, and other physical features could indicate a potential substance use disorder.

Sign #2: Changes in Behavior

Picture this…

Back to our Sunday wedding hypothetical; that Monday morning, on top of not looking your best, you would also be exhausted from not getting enough rest the night before. This could even lead to you being grouchy, irritable, and snapping more easily than usual. Your overly friendly coworker Kevin, whom you usually can tolerate, comes over to you for a bit of a chat. Since you’re tired, you are simply not in the mood to hear about his kid’s volleyball game. You’re short with him, and he’s a bit caught off guard; that’s just not like you.

The big picture

Again, for those with substance use disorders, this could be a daily occurrence. They could constantly lack the rest and mental fortitude they need to get through the day, which could greatly affect their mood and people skills. A prolonged, significant shift in behavior – like someone going from extremely friendly to extremely reserved and short – could be another sign of a potential substance use disorder.

Sign #3: Changes in Work Performance

Picture this…

Another thing that elevated stress a lack of proper rest can cause? Poor work quality. Imagine how you would be feeling that Monday morning, on top of your less-than-stellar fashion and short temper. You’re tired, you have a headache, and you just can’t seem to focus on your work. You’re probably more prone to making mistakes or missing important details. It’s a recipe for disaster (and maybe a poor performance review from your boss).

The big picture

When you aren’t feeling your best, you aren’t working your best; and remember, addiction is a disorder. An illness. It can prevent those afflicted from sleeping properly or raise their stress levels to a point that it’s impossible to rest or relax. A significant drop in work quality could be another sign of a potential substance use disorder.

What can you do to help?

Substance use disorders are debilitating diseases that can significantly decrease the quality of life of those afflicted. While over 40 million Americans have been identified as needing addiction treatment, only about 1% of them actually receive it. Keep an eye out for significant changes in a person’s appearance, behavior, and performance, such as in the examples above, and express your concern if you notice any of them in a coworker or loved one. It may be awkward, but it could also be instrumental to improving their well-being and ushering them onto the road to recovery.

Three Signs of a Substance Use Disorder

As more states legalize the use of marijuana, employers may wonder whether it is still worth it to test their employees for THC.

As more and more states legalize the medical and recreational use of marijuana, employers may wonder whether it is still worth it to test their employees for THC. There are several factors to consider regarding continued marijuana testing and employers’ choice to keep or drop it.



Why drop marijuana testing?

There are a few reasons why some employers have begun to remove marijuana from their drug testing panels. Without marijuana testing, companies can hire and retain more employees, even if THC is found in their system. Employers may also see it as unnecessary since the stigma surrounding marijuana use has decreased in recent years, especially as state legalization spreads.

Since 2012, 38 states in the U.S. have legalized medical marijuana and implemented medical marijuana registration cards. This has resulted in a significant increase in Americans using marijuana. Many employers have removed THC from their panels in an effort to retain good employees. In addition, 23 states have legalized the recreational use of marijuana, and 9 more have decriminalized it. This leaves only 10 out of 50 states where it is fully illegal to use marijuana, and considered a criminal act.

As legalization has progressed over the last 10 years, the stigma surrounding marijuana use has reduced greatly. In certain industries, some employers may feel that marijuana use does not pose a great enough threat to safety within their environments to warrant marijuana testing.

Marijuana use is increasing

Positivity rates for THC have been steadily increasing in the general U.S. workforce for twenty years, per annual Quest DTI reports. From 2021 to 2022 alone, marijuana positivity increased by 10.26% in the general U.S. workforce. THC positivity is even higher in states that have legalized recreational use, where the general U.S. workforce saw an 11.8% increase in 2022. These numbers show no inclination of leveling out soon.

Statistics also show that a consistent drug testing program is an effective way to dissuade employees from using illicit drugs, including marijuana. While the general U.S. workforce saw a marijuana positivity rate of 4.3% in 2022, the federally mandated, safety-sensitive marijuana positivity rate was just 0.98%.

Marijuana use is impacting worker safety

In 2022, post-accident positivity rates for marijuana reached a 25-year high . This suggests a direct correlation between marijuana use and on-the-job accidents and incidents.

Marijuana is still illegal on a federal level

While many state governments choose to legalize marijuana, it may be easy to forget that marijuana is still considered a Schedule 1 controlled substance by the United States federal government. This means that for any federally mandated, safety-sensitive worker, it is illegal to use THC, even in states that allow medical or recreational use.

Note: Some states have gone so far as to place restrictions on employers’ abilities to test their employees for THC. For example, New York has disallowed any form of cannabis testing for employees within the state with very minor exceptions, and Philadelphia only allows THC to be screened in pre-employment drug testing. Always follow your state’s specific laws regarding testing for marijuana.

A lack of testing may lead to increased workplace incidents

Per a survey by the National Safety Council, more than half of surveyed employers that eliminated THC testing reported an increase in workplace incidents or other workplace safety concerns. Eliminating marijuana testing only seems to increase safety risks for both employers and employees.

Conclusion

While the decision to test for marijuana is ultimately up to individual employers to decide, several current factors may make choosing to drop marijuana testing more of a danger than a help to employers and employees. Marijuana positivity rates continue to rise year over year, and workplace accidents are rising along with it. An effective drug testing program is one of the best ways that employers can ensure workplace safety for their employees, as shown in the wide gap between the positivity rates of the general U.S. workforce and the federally mandated workforce.

TEAM has several options for employers looking to ensure workplace safety, including drug testing and background checks. You can learn more about this on our services page.

Why Employers Should Continue to Test for Marijuana

The Professional Background Screening Association announced that TEAM Background, LLC will now be formally recognized as BSCC-Accredited. 

RALEIGH, N.C., July 17, 2023 – The Professional Background Screening Association (PBSA®) Background Screening Credentialing Council (BSCC) announced today that TEAM Background, LLC has successfully demonstrated compliance with the Background Screening Organization Accreditation Program (BSOAP) and will now be formally recognized as BSCC-Accredited.



TEAM Background, LLC
8165 South Mingo Road, Suite 100
Tulsa, Oklahoma, 74133

“Providing our customers with the highest quality background screening products quickly with friendly, local voices to help them out when needed is our mission,” said Tammy Person, Vice President of Operations at TEAM Background. “Working with PBSA to become accredited has strengthened this mission as we continue to serve our customers and the community.”

Each year, U.S. employers, organizations and governmental agencies request millions of consumer reports to assist with critical business decisions involving background screening. Background screening reports, which are categorized as consumer reports, are currently regulated at both the federal and state level.

Since its inception, PBSA has maintained that there is a strong need for a singular, cohesive industry standard and, therefore, created the BSOAP. Governed by a strict professional standard of specified requirements and measurements, the BSOAP is becoming a widely recognized seal of achievement that brings national recognition to background screening organizations (also referred to as Consumer Reporting Agencies). This recognition will stand as the industry “seal,” representing a background screening organization’s commitment to excellence, accountability, high professional standards and continued institutional improvement.

The BSCC oversees the application process and is the governing accreditation body that validates the background screening organizations seeking accreditation meet or exceed a measurable standard of competence. To become accredited, consumer reporting agencies must pass a rigorous onsite audit, conducted by an independent auditing firm, of its policies and procedures as they relate to six critical areas: consumer protection, legal compliance, client education, product standards, service standards, and general business practices.

Any U.S.-based employment screening organization is eligible to apply for accreditation. A copy of the standard, the policies and procedures, and measurements is available at www.thepbsa.org.

About PBSA®

Founded in 2003 as a not-for-profit trade association, the Professional Background Screening Association (PBSA) represents the interests of more than 900 member companies around the world that offer tenant, employment and background screening. PBSA provides relevant programs and training aimed at empowering members to better serve clients and maintain standards of excellence in the background screening industry, and presents a unified voice in the development of national, state and local regulations. For more information, visit www.thepbsa.org.

About TEAM Background

Formed in 2019 as a sister company to TEAM Professional Services, a Third-Party Administrator for drug and alcohol testing programs, TEAM Background has partnered with businesses nationwide to qualify over 120,000 candidates for the job. Driven by a commitment to efficiency, quality, and service, TEAM builds employee qualification programs tailored to fit the needs of their clients. This allows their clients to focus on what’s important—maintaining employee safety and making the best hiring decisions possible. For more information, visit teambackground.com.

Click here for a downloadable version of the official press release.

TEAM Background, LLC Achieves Background Screening Credentialing Council Accreditation

On May 2, 2023, the U.S. Department of Transportation announced that it would officially authorize oral fluid testing for DOT drug tests.

On May 2, 2023, the U.S. Department of Transportation (DOT) announced that it would officially authorize employers to use oral fluid testing as an alternate methodology to traditional urine drug testing. This policy adjustment went into effect June 1, 2023; however, collectors, devices, and laboratories need to meet several requirements before oral fluid testing can be fully implemented.

The Benefits of Oral Fluid Testing

Oral fluid testing has been a major talking point within the DOT testing industry for years, and this policy change has many benefits:

More Secure: Oral fluid drug tests are inherently observed. This minimizes the risk of adulterated or substituted specimens, or donor challenges.

Less Invasive: Oral fluid tests are far less invasive than urine tests, especially in the case of observed collections, and help eliminate gender-based collection issues.

Easier: Oral fluid testing allows people with conditions that prevent them from producing sufficient urine specimens to be hired into safety-sensitive jobs. Most donors can easily produce enough of a sample for oral fluid testing.

More Convenient: Oral fluid collections have little facility requirements—no bathroom required—so they can be performed almost anywhere, including at the workplace. This greatly reduces collection fees and lost productivity associated with travel.

Faster: Oral fluid specimens can detect drug use within 15 minutes of ingestion, unlike urine, which can take 2-3 hours.

What does this mean for collectors?


Collectors need to meet several new training requirements before they can perform DOT oral fluid tests.

They must be knowledgeable of the new DOT requirements surrounding oral fluid testing and any updates made to these policies in the future.

They must undergo qualification training.

They must display a level of proficiency in these new processes.

Collectors may take weeks to months to become certified in this new testing procedure.

What does this mean for laboratories?

Testing laboratories must also implement several new processes and adjust to new regulations before they can begin performing oral fluid tests.

Getting HHS-Certified

While the DOT has discretion over many aspects of its regulations governing testing, they follow the Department of Health and Human Services’ (HHS) Mandatory Guidelines for laboratory and specimen testing procedures. In 2019, HHS established specific guidelines for oral fluid testing, a final rule known as OFMG.

To perform oral fluid tests for DOT-covered employees, testing facilities must be recertified by HHS under OFMG. This process includes submitting a detailed standard operating procedure (SOP) for HHS review and approval through the National Laboratory Certification Program (NLCP). Testing facilities will then need to pass an inspection and a proficiency test to become HHS-certified to perform oral fluid tests.

This is a time-consuming process that can take several months. As of the publication of this article, there are no labs HHS-certified to conduct oral fluid testing.

Approved Collection Devices

The collection devices used for oral fluid testing must also undergo federal review and approval.

Like with urine collection devices, manufacturers of oral fluid collection devices must receive clearance by the Food and Drug Administration (FDA) that their product is accurate and reliable. However, FDA clearance does not mean that the collection device meets OFMG requirements. The agency or testing facility must ensure that the FDA-cleared device also meets the requirements outlined in OFMG Subpart G.

The FDA has a searchable database of cleared devices; however, HHS does not. As of the publication of this article, there are no devices that meet all the technical requirements. It will likely take several months, or potentially years, before we see any that do. 

What does this mean for employers?

You cannot implement DOT oral fluid testing for your DOT-covered employees until you have access to at least two HHS-certified facilities—one to serve as your primary laboratory, and a second for split specimens.

Again, there are no labs currently HHS-Certified to conduct oral fluid testing. Stay updated with the current list of HHS-certified labs here.

Once the required HHS-certified labs become available, the choice of whether to conduct an oral fluid or urine test is up to you—not your employee, not the collection site. When considering the use of oral fluid testing, also keep in mind:

If you have a Third-Party Administrator (TPA) and you decide to implement oral fluid testing, notify your TPA and collection sites as soon as possible. Some collection sites may choose not to offer it, and you may want to make alternative arrangements.

It is best practice to have standing orders in place with your TPA and collection sites so they know what kind of collection you want performed—urine or oral fluid—and when.

If a second collection is needed during a testing event (e.g., temp out-of-range, shy bladder, insufficient oral fluid, etc.), you may choose to switch to the alternate methodology for the second collection.

It is more important than ever that your company’s Designated Employer Representative (DER) is available and reachable for consultation 24-7 in the event of a problem collection situation. Only your DER can authorize what type of test should be performed.

As the employer, you may choose to continue using only urine tests as your preferred methodology, but oral fluid testing must still be available in the event of directly observed collections for transgender and nonbinary individuals.

While the DOT ruling on oral fluid has officially been “passed,” these new requirements for training, materials, and certification for collectors, devices, and laboratories may take months or even years to be completed. Most notably, the wait for oral fluid collection devices that are approved by both the FDA and HHS could span multiple years. Because of this, it will likely be a significant amount of time before DOT oral fluid tests can be performed.

TEAM will continue to monitor any developments surrounding oral fluid testing and share significant updates via our newsroom.

DOT Adds Oral Fluid Testing as an Alternative to Urine

Over the last two years, our TEAM has been working incredibly hard to bring you an all-new TPS Alert system!



A letter from our president, Tim Jenney

While our mission of bringing everyone home safe has not changed, technology continues to evolve, and we recognize the work and tools we use should as well. Over the last two years, our TEAM has been hard at work developing a new robust contractor compliance monitoring solution for our clients.

I’m excited to announce the launch of our all-new TPS Alert software!

With the experience TPS Alert has gained over the last 10 years combined with your feedback, we have completely redesigned our software to include better navigation, supercharged reports, smarter automations, easy-to-use widgets, and we are now fully optimized for mobile use!

So What's New?

Feature Highlights —

Real-Time Compliance Feed

Verified information from TPS Alert now syncs directly to data partners like ISNetworld and Veriforce in real-time using an API.

Many key processes are now automated and approved instantly, no longer needing manual review by an Auditor.

Mobile Friendly

No access to a computer? No problem. Our completely redesigned interface has been optimized for mobile use, ensuring fast, seamless access wherever your cellular data will reach.

Contractors and TPAs can enter statistical data and upload documents; Operators can quickly review enrollment and employee-level compliance statuses in a pinch.

Powerful Support at Your Fingertips

A new Announcements widget keeps your notifications organized and convenient, with a prominent badge count to keep you on top of any unread items.

Search or browse support articles from any page anytime using our expanded Live Chat feature. A new AI-driven Virtual Assistant instantly answers your most common questions, providing links to related resources.

If you don’t find what you need, connecting with a live member of our Customer Excellence TEAM is still just a click away!

Ready to Dive right in?

Beta Release, Coming June 1!

We’re so thrilled for you to try out this new release, we are launching a Beta version of the new system to the public starting June 1, 2023!

Over the next few weeks, keep a close eye on your inbox and within the current TPS Alert system—we’ll be sending lots of important information and details on what you can expect from the new system and what you should do to prepare.

Until then, our Customer Excellence TEAM is here to help and answer any questions you may have, so don’t hesitate to reach out.

Thank you for your continued partnership and support as we embark on this new phase of TPS Alert! Here’s to the journey ahead!

— Tim and the TEAM family



The current version of TPS Alert will officially sunset on June 28, 2023 at 5 p.m. CDT. All compliance feeds to our integrated data partners such as ISNetworld and Veriforce will begin pushing data from the new system at that time.

Introducing an all-new TPS Alert System!

 The FMCSA Clearinghouse will now notify employers of changes to a drivers record for up to twelve months after their first query.

As of March 9, 2023, the FMCSA Clearinghouse will now notify employers of any new activity on their record from up to 12 months following a pre-employment or annual query.

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FMCSA Clearinghouse Query Notification Period Expanded to Twelve MonthsRead More »

FMCSA Clearinghouse Query Notification Period Expanded to Twelve Months

The US Food and Drug Administration (FDA) recently elected NOT to regulate cannabidiol (CBD) products as a dietary supplement.

The US Food and Drug Administration (FDA) recently elected not to regulate cannabidiol (CBD) products as a dietary supplement.

The Background

The market for CBD products continues to grow at an exceptionally high rate; because of this, the hemp industry and several members of congress have pushed for the FDA to begin regulating CBD products as dietary supplements as far back as 2018.

The Decision

After careful review, the FDA determined that there was not substantial evidence to show that CBD products would meet the safety standards for dietary supplements or food additives, and thus would not be regulated as such. The agency’s reasoning was as follows:

“Based on available evidence, FDA has concluded that THC and CBD products are excluded from the dietary supplement definition under section 201(ff)(3)(B) of the FD&C Act [21 U.S.C. § 321(ff)(3)(B)].



Under that provision, if a substance (such as THC or CBD) is an active ingredient in a drug product that has been approved under section 505 of the FD&C Act [21 U.S.C. § 355], or has been authorized for investigation as a new drug for which substantial clinical investigations have been instituted and for which the existence of such investigations has been made public, then products containing that substance are excluded from the definition of a dietary supplement.”

To this day, there are only three FDA-approved cannabis/CBD products, and they are only available via a prescription from a licensed healthcare provider. The agency remains adamant that all other cannabis and CBD products may not be marketed as being able to treat diseases or having any other therapeutic use.

Tighter Regulations

The FDA also announced that CBD products require a “new regulatory pathway”, and that the agency is prepared to work with congress in order to develop these new regulations. Among the new requirements would be clear labeling, prevention of contaminants, limits on CBD content, and measures to prevent youths from using or ingesting the products.

Further details and FAQ’s about the regulation of hemp, cannabis, and CBD products can be found on the FDA’s website.

Moving Forward

DOT contractors and employees should continue to be wary of CBD products to ensure DOT compliance; some CBD products have been found to contain THC as well, which will elicit a positive result on any drug test.

TEAM will continue to monitor new movements in regards to CBD and THC products, and share any new developments on our Industry News page.

CBD Rejected as a Dietary Supplement by the FDA

PHMSA Random Testing Rate was recently announced to have been lowered from 50% to 25% for the year of 2023.

On December 23, 2022, the U.S. Department of Transportation (DOT) released its Random Testing Rates for 2023.



The notice indicated that minimum random drug testing requirements for Pipeline and Hazardous Materials Safety Administration (PHMSA) agencies were reduced from 50% to 25% for 2023. This change went into effect January 1, and will remain in effect through December 31, 2023. Random alcohol testing is still not required for PHSMA agencies.

The full notice, which includes the minimum drug testing requirements for all DOT agencies, can be found here.



Why was the PHMSA random testing rate reduced?

The decision to increase or decrease the DOT minimum annual random testing rates is based on the positivity rates for the entire industry. If the positivity rates stay below 1% for two consecutive calendar years, the minimum random drug testing requirement is 25%. Since PHMSA testing rates stayed below 1% from 2020 to 2021, the change went into effect.

What do PHMSA employers need to do?

PHMSA employers should contact their third-party administrator (TPA) to update the target rate for their PHMSA random testing pools to reflect the new minimum testing rate.

If you are a TEAM client, your random drug testing percentage has already been updated as a courtesy. Learn more about what TEAM can do for PHMSA agencies at our Industry Solutions Page.

PHMSA to Reduce Minimum Random Testing Rate for 2023

The U.S. Department of Transportation published a proposed rule to allow oral fluid testing as an alternate drug testing method to urine.

On February 28, 2022, the U.S. Department of Transportation (DOT) published a proposed rule to amend the transportation industry drug testing program procedures to allow oral fluid testing as an alternate drug testing method to urine.

The notice stated that adding oral fluid as a drug testing method option for employers would “help combat employee cheating on urine drug tests and provide a more economical, less intrusive means of achieving the safety goals of the program.”

“This will give employers a choice that will help combat employee cheating on urine drug tests and provide a more economical, less intrusive means of achieving the safety goals of the program.”

The deadline for public comment was April 29, 2022. During the 60-day comment period, the DOT received over 450 comments with many trucking associations, employers, owner-operators, MROs, and Third-Party Administrators (TPAs) voicing their opinions. While the DOT has yet to make a final decision, comments indicate that the industry is generally in favor of adding oral fluid testing as an option.

How do Lab-Based Oral Fluid Tests Work?

Under direct observation, the donor places the collection device into their mouth and directs saliva toward the collection pad.

Once an adequate sample is provided, the device is removed from the donor’s mouth, put into a collection tube, sealed, and sent to the lab with a completed chain-of-custody form for analysis.

The lab analyzes the sample, sends the results to the MRO for review, and a final result is released to the employer.

The collection process typically takes less than 5 minutes and result turnaround times average between 24 to 48 hours.

What are the Benefits of Oral Fluid Testing for Employers?

Oral Fluid Tests are “Observed” by Nature

Specimen adulteration and substitution continues to occur during urine drug tests as more products are available in the market to help donors cheat. The risk of a donor introducing a compound into an oral fluid collection tube is highly unlikely as every collection is directly and easily observed, unlike urine drug tests where samples are provided out of the collector’s sight.

No More “Shy Bladder” Procedures and Related Medical Examinations

Currently, when a donor is unable to provide a sufficient quantity of urine, per DOT regulation, they have up to three hours to provide a sufficient specimen. If after three hours they’re unable to provide a sufficient specimen, the donor must be medically evaluated to determine whether there is an adequate medical explanation. This process involves a lot of time—and money—for the collection site, employee, employer, and MRO. Oral fluid testing would eliminate the shy bladder process.

Increased Flexibility and Convenience

Oral fluid collections can be performed anywhere at any time. For example, if an employer determines a DOT post-accident or reasonable suspicion drug test is needed, an oral fluid collection could be conducted at the scene of the accident or incident. The collection procedures are simpler than urine drug tests and there are less collection site requirements (i.e., restrooms, bluing agent in toilets, secured water sources such as faucets). The reduced requirements and complexities of oral fluid testing makes self-collection easier, which allows employers to avoid the costs, time, and administrative burden of sending employees to collection sites for testing.

What is the Detection Window for Oral Fluid Drug Tests?

Depending on the drug(s) used, dosage, and route of ingestion, substances may be detected in oral fluid less than one hour after usage, and will remain detectable for approximately 3 days. While this detection window is shorter than urine drug tests, oral fluid testing identifies recent drug use that can be missed by urine tests.



What are the Costs of Oral Fluid Testing?

Oral fluid tests performed at a collection site are typically similarly priced to urine drug tests; however, cost savings opportunities are mentioned in the DOT rule surrounding employers being able to perform collections more easily themselves, avoiding collection site fees and lost time on the job.

What’s Next?

The DOT is reviewing the feedback provided by the industry in the comments on the proposed rule and will consider the responses before updating the rule or making a final decision. TEAM will continue to monitor the progress and keep our clients up-to-date on solutions for maintaining a safe, drug-free workplace.

Department of Transportation Proposes to Amend Drug Testing Procedures to Include Oral Fluid Testing

The three-year implementation date of the FMCSA Clearinghouse is approaching and many employers still have questions. TEAM can help.

Since its implementation in January 2020, nearly 150,000 driver drug and alcohol violations have been reported to the FMCSA Clearinghouse.



Positive drug tests account for 83% of these violations.

As we approach the three-year implementation date of the database designed to enhance the safety of our Nation’s roadways, employer requirements are about to change, and many employers still have questions.



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FMCSA Clearinghouse FAQRead More »

FMCSA Clearinghouse FAQ

Workplace violence is more important to address now than ever. Learn how to make your business a more difficult target.

In today’s climate, is the safety of your employees keeping you up at night? From COVID exposures to active shooters to cyber attacks, there are constant threats to businesses and people every day. As a business owner, HR professional, or leader, you are constantly having to evaluate solutions to mitigate the risk of workplace violence and protect your most valuable asset: your people.






Studies show that two-thirds of workplace attacks come from current employees. The U.S. Department of Justice has found violence to be the leading cause of fatal injuries at work with about 1,000 workplace homicides each year.

How do we effectively assess and mitigate this risk?

This means that your most valuable asset is also your greatest risk. The question is how do we effectively assess and mitigate this risk? There are three key steps to preventing and dealing with workplace violence.

1. Create a plan.

Creating a plan or program allows you to examine where you are as an organization. Ask yourself questions like:

Do my employees know what to do in case of an incident?

Are we equipped to handle situations that may come up?

Do we have emergency kits available?

Do my employees know when to call 911?

Create channels for employees to report incidents.

If training is needed for your employees, this is the time to identify and close those gaps. Create channels for employees to report incidents and take all concerns seriously.

Workplace violence can be unpredictable and can’t always be avoided, but you can reduce the risk to your business and employees by planning ahead and being prepared to act swiftly when incidents are reported.

2. Develop a written policy and statement.

Develop a written policy and statement that demonstrates senior leadership’s commitment to handling threats and reported incidents, and informs all individuals related to your company—including customers and vendors—what behaviors are inappropriate and how incidents can be reported.

Demonstrate senior leadership’s commitment to handling threats.

The policy should be brief and should cover not only acts of physical violence, but also harassment, intimidation, and other disruptive behaviors.

Physical Violence

Harassment

Intimidation

Generally Disruptive Behavior

Once drafted, the policy should be reviewed by legal counsel for any potential legal implications.

3. Implement prevention strategies.

The final step is to implement prevention strategies to protect your business and staff from workplace violence. Some key methods of prevention that can mitigate risk for your business are:

Background Checks

Past behavior is a strong predictor of future behavior. According to the National Institute for Occupational Safety and Health as published by SHRM, knowing who you’re hiring is vital to placing employees in the right position.

Past behavior is a strong predictor of future behavior.

Robust pre-employment background screenings, including criminal history, motor vehicle, and former employer reference checks will help paint a clearer picture of who you are bringing into your organization.

Drug and Alcohol Testing

According to the U.S. Department of Homeland Security, increased use of alcohol or illegal drugs is an indicator of potential violence by an employee. Establishing a pre-employment and ongoing drug and alcohol testing policy that promotes a drug-free workplace greatly reduces the risk of employees being at work while under the influence.

Increased drug and alcohol use is an indicator of potential violence.

Safety Training

As part of your established drug and alcohol testing policy, organizations should ensure all supervisors complete reasonable suspicion training so that they are equipped to identify the signs and symptoms of substance use in the workplace. To stay ahead of potential violence, supervisors should also be well-versed in current de-escalation techniques and able to confidently recognize key behavioral cues.

Above all, ensure all your employees are well-informed of the safety and security protocols you’ve implemented as a company.

Peer Reporting

Encouraging and empowering employees to report suspicious behavior when they see it further strengthens safety culture by growing it from within. Even the most robust leadership teams can miss things, so enlisting the eyes and ears of your entire organization greatly increases your capacity to take the appropriate actions and address situations before they are escalated to violence.

Enlist the eyes and ears of your entire organization.

Between tragic events that make headlines, to workplace harassment, bullying, assault, and verbal abuse, maintaining a safe workplace is a growing concern for employers in the U.S. Your ultimate goal as a leader, HR professional, or business owner is to protect your people from such events—and your first step to achieving that goal is to make your company a difficult target.

TEAM works with businesses nationwide to implement background screening and drug testing programs that give our clients confidence when hiring. Through a commitment to efficiency, quality, and expertise, TEAM can build an employee screening program that is tailored to fit your needs and allow you to focus on what’s important—maintaining the safety of your employees and making the best hiring decisions possible.

How Can Employers Address Workplace Violence?

Many states have eased marijuana criminality from regulated medical to recreational programs. What does this mean for your pre-employment drug screening?

Pre-employment drug screening changes may impact your hiring practices.

Over the course of the last few years, multiple states have eased marijuana criminality. These 18 states have legalized marijuana in some fashion. From regulated medical to recreational programs, there are a myriad of different regulations impacting this drug and its use. But what does constant change from state to state mean for employers?

Marijuana and Federal Regulations

On the federal level, marijuana is illegal. It is a Schedule I Drug and designated as high potential for abuse with little medical benefits. As such, federal employees and contractors with federal initiatives must adhere to these federal stipulations. This means that DOT employees cannot test positive for marijuana, regardless of if they have a medical marijuana card.

States and Pre-Employment Drug Testing

The New York State Department of Labor, confirms that employers cannot require pre-employment cannabis testing, excepting of federal or state issues. Paired with pre-employment changes, NYLL also restricts employers from acting against current employees without articulable symptoms of impairment. Occupational-specific exceptions apply, including positions where an employee could significantly impact the health and/or safety of other employees or members of the public.

Neighboring New Jersey recently legalized recreational marijuana. One year later, random drug testing is still full of uncertainties. Under the new law, employee random and pre-employment drug testing can still be administered, but results positive for marijuana cannot be the sole reason for firing, disciplining or not hiring someone. On top of that, the state is broiled with bureaucratic setups and lawsuits, adding more and more confusion.

Cities Ease Up On Pre-Employment Marijuana Testing

Last summer, Kansas City Mayor Quinton Lucas introduce an ordinance restricting government workers from pre-employment marijuana screening. Law enforcement, CDL workers and others are exempt.

In Philadelphia, similar prohibitions are in effect this year. Employers in the city cannot require applicants to submit to marijuana testing during pre-employment. Similarly, this ordinance does not apply to certain safety-sensitive positions. Nor does it supersede federal or state law.

TEAM Professional Services Can Help With Your Pre-Employment Needs

What do all these changes, updates and new regulations have in common? There are always lots of exceptions. Businesses need to be aware of the latest regulations. Employees need to be aware of their rights. There are no one-size-fits-all policy regulations that can cover every niche of the ever-changing industry.

Partnering with TEAM Professional Services is the best way to ensure regulations and compliance are up-to-date, accurate and helpful. Our expert and fully-trained TEAM provides custom solutions to fit your needs, no matter where you or your employees are.

Find out how to partner with TEAM on your drug and alcohol testing solutions today!

New Pre-Employment Drug Screening Laws

A handful of updated or new background check regulations have recently gone into effect. At TEAM, we want to inform.

TEAM Background has carefully crafted each of our background check screening packages to be compliant with the laws and regulations impacting your industry. We are familiar with changes impacting the background screening industry and able to support our clients in ensuring they continue to hire quality employees while maintaining compliance. A handful of updated or new background check regulations have recently gone into effect. At TEAM, we want to inform and educate on matters that could impact your business.



The Fair Chance Act

The Fair Chance to Compete for Jobs Act (ie, Fair Chance Act) was signed into law in 2019 and officially went into effect last month. This law constrains information found in background checks for some federal agencies and contractors. Specifically, some contractors may see new prohibitions while inquiring into applicants’ backgrounds. This has quite an impact on the hiring process nationwide.



Designed by Ipopba – Freepik.com

These types of Fair Chance laws are enacted to ensure fairer decision-making hiring processes. This isn’t to say that background checks are unnecessary these days. In fact, quite the opposite. Employers are still legally allowed to run background checks after making a conditional employment offer. There are also some employment positions where criminal history must be disclosed by law.

In fact, nearly 75% of U.S. states and over 150 municipalities actively enforce “ban the box” type laws and regulations. “Ban the box” refers to policies aimed at preventing potential hires with some criminal history from being discriminated against. Newer regulations provide a fairer chance in hiring practices, removing some hurdles that may stem from background checks.

Sex Offender Registration and Notification Act

The Department of Justice published new minimum national standards for sex offender registration at the end of 2021. The Sex Offender Registration and Notification Act (SORNA) is a program for public safety. SORNA provides important information for registered sex offenders in our work and home communities.

This new rule by the DOJ went into effect January 7, 2022. Offenders must provide their name (including aliases), date of birth and Social Security Number, among others. This information must be provided at the time of registration and kept up to date. This heightens secure checks due to some offenders potentially providing false date of birth or SSN information.

What does this mean for your hiring team? SORNA establishes national standards for sex offender registration. This means that offenders are more regularly kept up to date in national, state and local systems. Data will be easier to capture and will be better updated for safety purposes.

TEAM Background Check Support Services

TEAM Background’s intuitive solutions make ordering background checks hassle-free – no matter what new laws or regulations may come up. Our process is done in seconds. Our in-house fulfillment team gives you, the employer, more time to focus on making great hiring decisions.





Through a commitment to efficiency, quality and expertise, TEAM can build and help manage the employee screening program to best fit your needs today. Get started with TEAM Background and contact us today!

TEAM Professional Services, Inc. and TEAM Background, LLC are members of the Professional Background Screening Association (PBSA®).

National Background Check Changes for 2022

The Oklahoman announced TEAM as an Oklahoma Top Workplace for 2021.

The Oklahoman announced TEAM as an Oklahoma Top Workplace for 2021. This award honors companies through several aspects of employee recognition. TEAM won this award for the third consecutive year.


Recognition for All Employees

Owner Hillary Jenney attributes the company’s success to its hard-working employees.

“TEAM is thrilled to be a Top Workplace for 2021. I can’t say enough about our employees’ engagement and commitment to our clients and community. Our continued success starts with our core values as a company, lived out by our employees daily.”




For three years now, The Oklahoman voted TEAM as one of Oklahoma’s Top Workplaces!

Top Workplace Criteria

Initially, organizations with 35 or more employees were eligible to enter earlier this year. Entrants included public, private, nonprofit and government organizations. The Oklahoman’s technology partner, Energage LLC, determined winners through employee feedback.

“During this very challenging time, Top Workplaces has proven to be a sign of resiliency and strong business performance,” said Energage CEO Eric Rubino. “Top Workplaces draw on real-time insights into what works best for their organization. Then they can make informed decisions that have a positive impact on their people and their business.”

“We are a family-owned business,” Jenney said. “We pride ourselves on only hiring high quality, hardworking individuals that work as a TEAM to create a more efficient and safer workplace.”

Click here to view TEAM’s current job openings. Also, find more information on a career at one of Oklahoma’s Top Workplaces. Finally, you can also learn more about TEAM and its commitment to serve here.

About TEAM Companies

TEAM Professional Services provides workplace safety program management and employee screening services. Services include drug & alcohol testing, background checks, occupational health management, supervisor training and COVID-19 testing. With over 25 years of experience in employment eligibility and compliance, TEAM partners with HR and Safety professionals nationwide to reduce their workload and streamline their employee eligibility processes.

Learn more about TEAM at www.teamprofessional.com.

TEAM Recognized As Top Workplace For Third Year In A Row

Employers of FMCSA employees are required to run MVRs annually. FMCSA Clearinghouse requires limited queries on drivers performed annually.

Employers of Federal Motor Carrier Safety Administration (FMCSA) employees are required to run motor vehicle reports (MVRs) annually. Additionally, FMCSA Clearinghouse requires limited queries on drivers performed annually. The FMCSA requires that motor carriers make an inquiry for the MVR of each employed driver. This requirement involves inquiries made at least once every 12 months. Also, employers also must conduct an annual limited query every 12 months on each driver within the Clearinghouse.

Reminding all employers of FMCSA employees to run MVRs and Clearinghouse queries annually.

In 2019, the FMCSA launched the drug and alcohol Clearinghouse in pursuit of more checks into truck drivers and contractors. This serves as an online database of information about CDL and CLP holders’ drug and alcohol violations.

Motor carriers need to check the database as part of the hiring process. Additionally, they need to query each employed driver annually. A limited query alerts a carrier if any drug or alcohol violations exist within the Clearinghouse. What happens if an employer finds that a driver has unresolved drug or alcohol violations? That employee must immediately cease performing DOT safety-sensitive functions, including operating a motor vehicle.

The Clearinghouse makes it harder for prohibited drivers to seek employment without resolving violations through the return-to-duty process. Last year, the Clearinghouse reported over 56,000 violations. Therefore, this system makes the roadways and your industries safer.




TEAM Background can fulfill your Query and annual MVR orders efficiently and properly.

FMCSA employers can order the annual MVR and Clearinghouse Query through TEAM Background to fulfill this requirement. Users place individual orders in the system or place a bulk order through a batch upload.

If you have any questions or would like to utilize TEAM to conduct queries on your behalf, reach out to our Customer Service TEAM at backgroundsupport@teamprofessional.com today.

Reminder to Make Annual Inquiries for MVR/Clearinghouse

PHMSA issued a rule that applies federal pipeline safety regulations to tens of thousands of miles of unregulated gas-gathering pipelines.

Earlier this month, the Pipeline and Hazardous Materials Safety Administration (PHMSA) issued a rule that expands Federal pipeline safety oversight to all onshore gas-gathering pipelines. It applies regulations to thousands of miles of unregulated gas-gathering pipelines.

PHMSA issued a rule that expands Federal pipeline safety oversight to tens of thousands of miles of unregulated gas-gathering pipelines.

This is one of the latest regulation changes in an industry subject to increased safety guidelines. The rule expands the definition of ‘regulated’ gas-gathering pipelines more than 50 years old. For the first time, Operators are required to report safety information for all gas-gathering lines. This amounts to more than 400,000 additional federally reported miles.

What The Rule Changes Mean Industry-Wide

The rules create new designations for gas-gathering pipelines with specific characteristics. This may also require companies to report problems with pipelines more frequently.

“This rule will improve safety, reduce greenhouse gas emissions, and result in more jobs for pipeline workers that are needed to help upgrade the safety and operations of these lines,” said U.S. Transportation Secretary Pete Buttigieg.

Historically, numerous incidents occur along unregulated lines. Often, these incidents lead to dangerous emissions, tragic injuries and even fatalities. One rupture from a large pipeline can release over 1,000 metric tons of methane.

“After years in development, these new regulations represent a major step to enhance and modernize pipeline safety and environmental standards,” said Secretary Buttigieg.

Required Reporting Per PHMSA Regulations

Federal regulation requires Operators to submit safety information to the DOT. Then, the DOT collects data to create a baseline for evaluating programs, increasing safety awareness and targeting public education programs.



TPS Alert takes a comprehensive approach to drug and alcohol compliance auditing.
Designed by 4045 – Freepik.com

One piece of information required by Operators is their annual drug and alcohol testing data (MIS report). PHMSA regulations in 49 CFR Part 199 require operators of pipelines, liquefied natural gas plants, and underground natural gas storage facilities to submit data to the DOT DAMIS. Consequently, Operators with 50 or more employees must submit reports annually. Covered employees include both Operator and contractor employees.



Our user-friendly system allows contractors to electronically enter their quarterly statistical data.
Designed by Panumasyanuthai – Freepik.com

Let Us Assist With Your Reporting

TPS Alert supports PHMSA Operators in collecting contractor drug & alcohol testing data and reporting this information to DAMIS on their behalf. TPS Alert’s user-friendly system allows contractors to electronically enter their statistical data, saving time and resources for Operator clients.

Contact us today to learn more about how TPS Alert can help your business in satisfying these new regulations.

PHMSA Issues New Pipeline Safety Regulations

The DEA issued a Public Safety Alert warning the country of the increased availability of counterfeit prescription pills

Earlier this year, the DEA issued a Public Safety Alert warning of the increased availability of fake prescription pills. These lethal counterfeit pills may contain fentanyl and methamphetamine, which leads to great risks for employers and the public.




TEAM can work to add fentanyl and other fake prescription pills to your panels.

This is the DEA’s first new alert in six years. Admittedly, this does not apply to legally prescribed medication. Still, the agency issued the alert following a reported 93,000 drug overdose deaths last year.

Fentanyl & Other Drug’s Public Impact

Drug addiction is a serious matter. It can impact your business and those you employ. With newly announced strict rules on drug and alcohol testing, safety-sensitive positions need to think safe and smart.

“DEA is focusing resources on taking down the violent drug traffickers causing the greatest harm and posing the greatest threat to the safety and health of Americans,” said Anne Milgram, DEA Administrator. “We are alerting the public to this danger so that people have the information they need to protect themselves and their children.”

Dangers of Counterfeit Pills

The DEA calls its campaign “One Pill Can Kill.” It highlights the dangers of drug abuse and counterfeit pills. Medications prescribed by professionals (and dispensed by licensed pharmacists) are the only safe medications. Most counterfeit pills replicate prescription opioids. Synthetic opioids such as fentanyl are the main factor behind this increase.

“Only ONE pill from illegitimate sources can kill, and has,” said DEA’s Jarod Forget. “And we’re dedicated to educating the public on this issue, to help keep our area residents and families safe.”

The DEA has confiscated more than 9 million counterfeit prescription pills this year. Employee drug and alcohol abuse is on the rise since the COVID-19 pandemic began. Employees may be risking their careers and their lives over drugs and alcohol. Therefore, finding solutions that work for your business is paramount.

TEAM can work with our existing clients to add fentanyl and other fake prescription pill opioids causing nationwide issues.

Drug and Alcohol Test Options with TEAM

Employers must maintain a drug and alcohol-free workplace. TEAM Professional Services works with you to meet this goal through consultation, custom solutions and ongoing maintenance of full-service drug and alcohol testing programs.

TEAM can work with current clients to add fentanyl and other opioids to their drug test panels. Contact us today to update your panels and coordinate drug and alcohol tests. Employers can also get educated with TEAM on identifying substance abuse in the workplace.

DEA Issues Public Safety Alert on Fentanyl & Fake Prescription Pills

 A new rule impacting CDL drivers goes into effect next month. States are working on compliance that can impact DOT and non-DOT business

A new rule impacting CDL drivers goes into effect next month, and states are already working on compliance. These types of regulation changes regarding driver prohibitions at the state level can impact DOT and non-DOT businesses.

The FMCSA is amending regulations requiring State Driver’s Licensing Agencies (SDLA) to use information from the Drug and Alcohol Clearinghouse. The Clearinghouse is a database that contains driver-specific substance and alcohol records. Drivers may be subject to a CDL downgrade with a positive drug or alcohol test.




Designed by Digitalpen – Freepik.com

The New Rule & Its Impact on Drivers

The new rule, published earlier this month, applies starting November 8 (state compliance date is November 18, 2024). States will be restricted from renewing, upgrading or transferring CDLs for any driver prohibited from driving due to one or more drug or alcohol violations.

“Currently, most state driver licensing agencies do not receive drug and alcohol program violation information about commercial driver license or commercial learner permit holders licensed in their state,” reported the FMCSA. “Therefore, these SDLAs are unaware when a commercial motor vehicle operator is subject to the driving prohibition, and the operator continues to hold a valid CDL or CLP, despite the driving prohibition.”

In addition, states are required to downgrade the licensure until they can complete Return-To-Duty (RTD) requirements for 60 days.

Drug and Alcohol Violations On the Rise

You may remember previously reported news about the vast number of violations reported by FMCSA Clearinghouse. In fact, Clearinghouse counted over 56,000 violations recorded in 2020. These regulations are in place to make it harder to avoid the required RTD procedure for these prohibited drivers. This in turn makes the roadways – and your industries – safer in the process.

“CDL downgrade requirement rests on the simple, but safety-critical, premise that drivers who cannot lawfully operate a CMV because they engaged in prohibited use of drugs or alcohol or refused a test should not hold a valid CDL or CLP,” reported the FMCSA.

If a driver has a positive test, they may restart the CDL process upon completion of RTD requirements. A negative RTD result is also a stipulation of return to service. The rule ensures drivers with substance abuse violations will be unable to re-attain CDLs until they complete the proper procedures.

Testing Solutions and Answers For Your Business

Your business can enroll in our TEAM Background service if you have concerns beyond alcohol and drug testing.

For questions on the FMCSA Clearinghouse, this new rule impacting CDL drivers and current regulations as well as DOT and non-DOT drug and alcohol testing, contact TEAM Professional Services.

FMCSA Issues New Rule For States & CDL Operators

CBD products, inherently due to their almost exclusively unregulated status, may cause positive drug test results for marijuana.

The Agricultural Improvement Act of 2018 changed the working definition of marijuana under the Controlled Substances Act, declaring that hemp-derived products containing no more than 0.3% tetrahydrocannabinol, or THC, are not considered controlled substances. This new designation led to a flurry of unregulated CBD products hitting markets nationwide, which in turn affects drug testing that could impact your business. Because marijuana use is still illegal under federal law, DOT employees, and many non-DOT safety-sensitive employees, are still prohibited from testing positive for marijuana.




CBD Products are not regulated by the FDA.



CBD Myths

A common misconception is that CBD use will not result in a positive drug test for marijuana. CBD is a compound extracted from hemp and marijuana. Because CBD products are not approved by the FDA, there is no guarantee that the products don’t include THC, even if the label says ‘THC-free.’ Almost all CBD products can register traceable THC results. It is more likely that consumption of CBD oil or other CBD-derived products will screen trace amounts of THC through drug tests, yielding a positive result.

Many safety-sensitive employees that test positive for marijuana are at-risk of unemployment. CBD products, inherently due to their almost exclusively unregulated status, may cause positive drug test results for marijuana. There is no discernable difference in what end-product may lead to a spike in THC levels on a drug test, so all safety-sensitive employees should use caution if considering CBD products.

Safety-Sensitive Positions Impacted

Safety-sensitive positions include tasks or duties that the employer reasonably believes could affect the safety and health of the employee performing the task or others. Examples of such jobs include motor vehicle operators, utility or infrastructure operation and maintenance, hazard material handling and operation of manufacturing equipment or machinery.

According to the Department of Transportation CBD notices, employers and safety-sensitive employees are asked to be fully aware of the following:

DOT requires testing for marijuana and not CBD.

The FDA does not currently certify the levels of THC in CBD products, so there is no Federal oversight to ensure that the labels are accurate.

CBD use is not a legitimate explanation for a marijuana positive result. Therefore, Medical Review Officers will verify such a drug test as positive, even if an employee claims they only used a CBD product.

Decreased Drug Testing

As we recently relayed, data shows increased positivity rates for high-risk and dangerous drugs during COVID. Moreover, while substance use increased during the pandemic, there was a significant decrease in clinical drug testing during stay-at-home orders and remote work. As research shows, continued drug and alcohol testing during these times is extremely important to maintain safety in impacted fields.

Drug Testing Solutions

Employers need to maintain a drug and alcohol-free workplace to ensure the safety of their employees and the public. TEAM Professional Services shares this goal and partners with employers to achieve this through consultation, custom solutions, and ongoing maintenance of full-service drug and alcohol testing programs.

CBD Products and Impact on Drug Test Results

While we can’t yet determine the full impact of COVID-19 on substance use, available data continues to show an alarming increase in usage and overdose deaths.

As outlined in a previous post, early studies during the COVID-19 pandemic showed substance use increasing as a result of stress, anxiety/depression and boredom.

While we can’t yet determine the full impact of COVID on substance use, available data continues to show an alarming increase in usage and overdose deaths

Increased Positivity Rates

Data from Quest Diagnostics shows increased positivity rates for high-risk drugs and dangerous drug combinations during COVID.

Positivity rates for non-prescribed fentanyl increased by 35% during COVID compared to the baseline period.

Significant increases were also seen for heroin (44% increase), opiates (10% increase) and marijuana (4% increase).

Increased Overdose Deaths

As of August, the CDC provisional drug overdose death count had reported 85,516 annual overdose deaths in 2020.

There were 68,371 annual overdose deaths reported in August of 2019. This is a more than 25% increase in overdose deaths year-over-year.

States with the largest year-over-year increase include Louisiana, Arizona, Colorado, Mississippi, Tennessee, Kentucky, West Virginia, South Carolina and Florida (all with increases over 40% year-over-year).

Opioids, psychostimulants with abuse potential (including drugs such as methamphetamines), cocaine and heroine were the most prevalent drugs seen in 2020 overdose deaths (as of August).

Decreased Drug Testing

While substance use increased during the pandemic, there was a significant decrease in clinical drug testing as stay-at-home orders began, employers transitioned to remote work, and individuals aimed to minimize in-clinic testing to avoid potential exposure.

Quest Diagnostics reported a 70% decline in weekly clinical drug tests in March of 2020.

The increase in substance use and lack of drug & alcohol testing and resources is concerning for individual wellbeing and safety.

Recommendations for Employers

The National Safety Council is encouraging employers to prioritize employee stress, emotional and mental health both.

“Employers must prepare for an increase in substance misuse – one that could be a serious threat to worker safety, and cost tens of thousands in productivity losses, absenteeism and presenteeism, and worker’s compensation claims if employees do not plan ahead. Employers are in a unique position to spot signs and symptoms of misuse early.”

#1 Reasonable Suspicion

Ensure your company has developed reasonable-suspicion protocol and that all supervisors have up-to-date reasonable suspicion training to identify impairment and properly manage reasonable suspicion situations.

If you’re interested in enrolling your supervisors in TEAM’s online reasonable suspicion training, learn more on our website and sign-up today.

#2 Remind Employees of Employee Assistance Programs and Resources (EAPs)

Research has found that employee assistance resources are often underutilized because employees don’t know the resources available to them or how to access the program.

Educate employees on your organization’s EAP and the available resources for them and their families.

#3 Maintain Drug and Alcohol Testing Programs

As research shows, continuing drug and alcohol testing during this time is extremely important.

To decrease potential exposure and stress on employees:

Utilize non-medical clinics when available.

Set up facilities closer to employees’ homes.

Coordinate on-site testing.

Train supervisors to conduct testing rather than sending employees to clinics.

Substance Use and Overdose Deaths Increase During COVID-19 Pandemic

The U.S. Department of Transportation’s 2020 final summary report of the FMCSA Clearinghouse provides statistics and hard data on driver violations from 2020.

During its first year of implementation, over 56,000 drug and alcohol violations were reported to the FMCSA Clearinghouse. Of the reported violations, 82% were for positive drug tests.

This data and other statistics published in the Clearinghouse’s 2020 final summary report, reinforces the importance of the Clearinghouse for roadway safety.The FMCSA Clearinghouse is a secure, online database that provides employers, the FMCSA, State Driver Licensing Agencies, and State law enforcement real-time information about CDL holders’ drug and alcohol program violations to stop prohibited drivers from operating a motor vehicle and endangering themselves or the lives of the motoring public.

Violations Reported to the Clearinghouse

Employers or their designated consortia/third-party administrators (c/TPA), and medical review officers (MROs) are required to report FMCSA drug and alcohol violations to the FMCSA Clearinghouse.

Employers are required to conduct queries in the Clearinghouse when hiring a new CDL holder and annually for all CDL drivers they currently employ to ensure there are no unresolved violations reported for the driver. If unresolved violations are identified, the employer cannot move forward with hiring the individual for a safety-sensitive position, or, if a current employee, must immediately remove the driver from safety-sensitive functions.

Drug Violations

98% of the violations reported in 2020 were drug related, with over 45,000 total positive tests reported.

Of these positive tests, the majority were pre-employment tests (53%), followed by random tests (38%).

Marijuana (54%), cocaine (14%), methamphetamines (9%) and amphetamines (9%) were the top substances identified in positive drug tests.

Alcohol Violations

83% of alcohol violations were for positive tests (concentration of 0.04 or higher), followed by refusals (24%).

55% of alcohol violations occurred during random tests, followed by reasonable suspicion tests (26%).

“The good news is that the system is working in capturing violations by drivers and allowing employers and enforcement personnel to verify a driver’s status prior to permitting him/her [to drive],” said Duane DeBruyne, an FMCSA spokesman. “Any violation reported is a bad thing; blocking prohibited drivers from endangering themselves and the lives of the motoring public is a good thing.”

FMCSA Clearinghouse Return-to-Duty Process

In addition to the drug and alcohol violations themselves, select milestones of a driver’s return-to-duty (RTD) process are recorded in the Clearinghouse. If a driver has a drug and alcohol violation recorded against him or her in the Clearinghouse, that driver must be removed from safety-sensitive functions until they have completed the RTD process.

Prohibited Drivers

As of January 1, 2021, there were over 45,000 prohibited drivers in the FMCSA Clearinghouse.

According to the Clearinghouse, over 75% of these prohibited drivers have not started the return-to-duty process to become eligible to perform safety-sensitive function again, including operating a CMV.

The Clearinghouse is making it more difficult for prohibited drivers to avoid the required return-to-duty process as prospective employers are aware of violations instantly through the pre-employment query. Industry leaders are hopeful that with continued education about drug and alcohol testing programs and consequences for noncompliance, the number of violations decreases and the number of drivers completing the return-to-duty process increases.

View the FMCSA Clearinghouse’s 2020 final summary report here.

For questions regarding the FMCSA Clearinghouse or assistance in meeting employer reporting and query responsibilities, contact TEAM Professional Services.

FMCSA Clearinghouse Reports Over 56,000 Violations Recorded in 2020

Aug. 17, 2020, the Office of Management and Budget (OMB) approved the revised Federal Drug Testing Custody and Control Form (CCF). DOT employers and their service agents (collectors, laboratories, MROs) are required to begin using the revised CCF by August 31, 2021.

The revised CCF can be viewed here.

What Updates were Made to the Revised CCF?

The majority of the changes to the revised CCF were made to accommodate the use of oral fluid specimens for the Federal drug testing program.

Oral fluid drug testing has been approved for U.S. Federal Workplace testing, but is not authorized under the DOT’s current drug testing program.

Other updates made to the revised CCF include:

“CDL State and No.” have been added to the donor identification line (FMCSA only)

A field for “other” has been added to the Collector Contact Info line to allow for an email address

A field for the donor’s email address has been added

The instructions on how to complete the CCF have been removed from the back of the form

Instructions for completing the CCF are now posted on the SAMHSA and ODAPC websites.

What is the Timeline for the Revised CCF?

While DOT-regulated employers and service agents were authorized to begin using the revised CCF starting September 1, 2020, the DOT has recommended that laboratories do not mail any of the revised CCFs to DOT-regulated clients or their service agents until after June 1, 2021.

The goal of this is to avoid confusion regarding whether oral fluid testing is authorized in the DOT program and to allow existing supplies to be utilized.

The revised CCF must be used after August 30, 2021.

If an old CCF is used after August 30, 2021, collectors must complete an MFR per 49 CFR § 40.205(b)(2).

If using an old CCF between now and the August 30, 2021 deadline:

No specific action is required. The new information required to be provided on the revised CCF (i.e., collector and donor e-mail addresses) may be included when using the old CCF, but it is not required.

What do DOT Employers Need to Do?

Now:

At this time, no action is required by DOT employers. Employers can continue using the old CCF until August 30, 2021.

By mid-year 2021:

Employers should coordinate with their third-party administrator and laboratory to ensure they have the updated Federal CCFs. Again, using the old CCFs after the August 30, 2021 deadline will require the collector to sign an MFR and will cause a delay in results. 

No action will be required by clients of TEAM Professional Services.

As your partner in workplace compliance, we will coordinate with all non-electronic clinics to ensure they have the updated chain of custody forms available for our clients.

For more information on the revised CCF, review the Department of Health and Human Services Substance Abuse and Mental Health Services Administration’s guidance here.

Revisions Approved for Federal Drug Testing Custody and Control Form (CCF)

With substance abuse increasing, it’s important that employers are aware of the problem, the impact it has on workplace safety, and what they can do.

In a study conducted by The Recovery Village® , 63% of employed participants said they’d increased their substance use during COVID-19. This statistic supports expert predictions that substance abuse will rise throughout the pandemic, in addition to rates of addiction afterward due to stress, isolation, boredom and decreased access to recovery resources. With substance abuse increasing and quarantine continuing, it’s important for employers to be aware of what’s happening, the impact it has on workplace safety, and what they can do to maintain a drug-free, safe workforce.



Survey Findings

In this nationwide survey, The Recovery Village® asked 1,000 Americans, ages 18 and older, about their drug and alcohol use in the last month. The statistics below reflect the responses of employed participants.

Most Common Reasons for Increased Substance Use

Stress – 58%

Anxiety/Depression – 32%

Boredom – 40%

Most Commonly Abused Substances

Alcohol – 90%

Marijuana – 38%

Opioids – 16%

Benzodiazepines – 12%

Cocaine – 11%

Methamphetamine – 6%

Heroin/Fentanyl – 4%

Other – 2%

Usage Trends in the Past Month

Drug Use Increase – 37%

Alcohol Use Increase – 61%

Statistics on substance abuse during COVID-19 provided by The Recovery Village®.



Recommendations for Employers

Although many companies still have employees working from home, a study conducted by alcohol.org revealed a surprising percentage of employees are drinking while on the clock. According to the survey, 41% of Oklahoma respondents, 22% of Texas respondents and 38% of North Dakota respondents admitted to drinking alcohol at home during working hours (click here for more state-specific statistics).

With general substance abuse and on-the-job substance use increasing, it’s important that employers take the necessary steps to foster and maintain a drug & alcohol free workplace.

Maintain Drug and Alcohol Testing Programs

While coordinating drug and alcohol testing during COVID can seem stressful, as statistics show, continuing testing is extremely important during this time. Third-party administrators, like TEAM, are identifying innovative ways to support employers while minimizing potential employee exposure during this time, including

locating non-medical clinics for employees and candidates to complete drug & alcohol testing

leveraging our nationwide clinic network to setup testing sites for employers that are closer to their employees’ homes

working with local collection sites to coordinate on-site testing at employer facilities and worksites

offering collector training courses to clients, so they can train company representatives to conduct testing rather than sending employees to collection sites

In addition to the rise of substance abuse and the impact this increase will have on safety, workplace accidents, and employee wellbeing, it’s also important to be aware that the Department of Transportation has not suspended drug testing requirements.

If your company needs any assistance maintaining drug and alcohol testing during COVID-19, please contact TEAM today.

Ensure Supervisors have had Reasonable Suspicion Training

It’s also imperative that supervisors have up-to-date reasonable suspicion training to recognize and properly manage reasonable suspicion situations. Reasonable suspicion training teaches supervisors the critical roles and responsibilities of these sensitive situations, such as

how to Initiate the testing process

best practices for documenting observations

balancing employee rights while also reducing liability

If you’re interested in setting up reasonable suspicion training for your supervisors, learn more on our website or sign-up today.

As employers navigate the challenges of the COVID-19 pandemic, it’s important that workplace and employee safety remain a top priority. For assistance in creating or maintaining an effective drug & alcohol program, contact TEAM today.

TEAM Professional Services is a nationwide workplace safety and compliance service provider offering drug & alcohol program management, background screening, training and consultation services. With over 25 years of experience in employment eligibility, TEAM is uniquely positioned to provide the highest level of expertise to clients with the overall mission of creating and maintaining safe workplaces.

Employee Drug & Alcohol Use Rising During COVID-19

Jan. 4, 2020, OSHA Revised Its National Emphasis Program (Nep) To Identify And Reduce Or Eliminate Worker Exposures To Respirable Crystalline Silica (RCS)

Jan. 4, 2020, OSHA revised its National Emphasis Program (NEP) to identify and reduce or eliminate worker exposures to respirable crystalline silica (RCS) in general industry, maritime, and construction. The NEP targets specific industries expected to have the highest numbers of workers exposed to silica and focuses on enforcement of the new silica standards.

These standards became effective in June 2016, and construction employers were required to begin complying with their standard as of September 23, 2017, and the general industry and maritime employers were required to begin complying with their standard as of June 23, 2018.

Employers should review the standards and, if required, ensure they’re in compliance.

General Industry Standard



Construction Silica Standard



Changes Made to the NEP

Revised application to the lower permissible exposure limit for respirable crystalline silica to 50 micrograms per cubic meter (µg/m3) as an 8-hour time-weighted average in general industry, maritime, and construction

An updated list of target industries, as listed in the appendix of the NEP; from this list, area offices will develop randomized establishment lists of employers in their local jurisdictions for targeted inspections

Compliance safety and health officers will refer to current enforcement guidance for RCS inspection procedures

All OSHA regional and area offices must comply with this NEP, but they are not required to develop and implement corresponding regional or local emphasis programs

State Plans must participate because of the nationwide exposures to silica



Targeted Industries

OSHA is implementing the NEP to target industries and workplaces with the highest risk for worker exposure to silica and ensure silica standards are being followed. The program will include targeted inspection, as well as outreach and compliance assistance programs for covered employees. Establishments in NEP-listed industries will be randomly selected for inspections, but complaints and referrals alleging potential worker exposures to silica will be prioritized for OSHA inspection.

Review the NEP list of target industries (Appendix A-2 through A-4), to confirm if your business is impacted. 





TEAM Professional Services Can Help!



Medical Surveillance

Employers covered by the standard are required to offer medical exams every three years to workers exposed at or above the action level for 30 or more days per year (general industry and maritime), or to those required to wear a respirator for 30 or more days per year (construction). A baseline physical must be offered within 30 days of the worker’s first day on the job.

Silica medical exams must include:

Medical and occupational history review

Physical examination with emphasis on the respiratory system

Tuberculin (TB) test

Chest X-ray with B reader

Pulmonary function test

Written medical opinion by a PLHCP

Medical surveillance can be overwhelming. TEAM Professional Services partners with employers nationwide to manage their medical surveillance programs. Our services include identifying and setting up certified providers, tracking and reviewing results, monitoring exam renewals and consulting with our on-staff physicians. For more information on TEAM’s medical surveillance program management services, contact us today.

Resources

OSHA Fact Sheet – Silica Standard for Construction



OSHA Fact Sheet – Silica Standard for General Industry and Maritime

OSHA Increases Efforts to Enforce Silica Standards

FMCSA Clearinghouse Brings New Requirements to FMCSA Employers In 2020. Learn About The Federal Motor Carrier Safety Administration New Requirements Here

The FMCSA Clearinghouse is fully operational and mandatory use is now in effect. The Clearinghouse is an online database that contains information about commercial driver’s license (CDL) and commercial learner’s permit (CLP) holders’ drug and alcohol program violations.

FMCSA Clearinghouse Brings New Requirements to FMCSA Employers

The purpose of the Clearinghouse is to improve road safety by providing FMCSA and employers resources to identify drivers who have violated federal drug and alcohol testing program requirements and are prohibited from operating a Commercial Motor Vehicle (CMV). 

On Feb. 21, the U.S. Department of Transportation’s Federal Motor Carrier Safety Administration announced the Clearinghouse has detected and identified nearly 8,000 substance abuse violations since its implementation several weeks ago. 

FMCSA Clearinghouse – Employer Responsibilities

Medical review officers (MROs), Substance abuse professionals (SAPs), FMCSA employers and CDL/CLP drivers have responsibilities within the FMCSA Clearinghouse. Employers can handle the requirements themselves, or designate a consortia/third-party administrator (c/TPA), like TEAM Professional Services, to manage them on their behalf.

Report Drug and Alcohol Violations & Return-to-Duty Information

FMCSA Employers are required to report the below information to the FMCSA Clearinghouse:

An alcohol confirmation test result with an alcohol concentration of 0.04 or greater (The MRO will be responsible for reporting verified positive, adulterated or substituted controlled substance drug tests)

A CDL driver’s refusal to submit a Department of Transportation (DOT) test for drug or alcohol use

Actual knowledge as defined in §382.107

Negative return-to-duty tests

The date a driver successfully completes all follow-up tests as ordered by a substance abuse professional (SAP)

(SAPs will be responsible for reporting when the initial driver assessment is completed and when the driver is determined to be eligible for return-to-duty testing)

The information above must be reported to the Clearinghouse by the close of the third business day after the employer is informed of the violation.





Conduct Queries

In addition to reporting violations, employers must also query the FMCSA Clearinghouse to ensure prospective and current employees aren’t prohibited from performing safety-sensitive functions, such as operating a CMV. Queries must be conducted as part of a pre-employment driver investigation, and at least annually on current employees.

There are two types of query options in the Clearinghouse – full queries and limited queries. Full queries provide detailed information about drug or alcohol violations in a driver’s Clearinghouse record, while limited queries only determine if there are any violations.

Pre-Employment Query Requirements

As part of the pre-employment investigation on a prospective driver, FMCSA employers must conduct a full query within the Clearinghouse. The query must be completed prior to hiring the employee for a position requiring him or her to perform safety-sensitive functions, such as operating a CMV.

Before the query can be completed, the prospective driver must log in to their Clearinghouse account and provide consent. If the prospective driver has not registered with the Clearinghouse, a letter will be sent about the consent request. This letter can take 2-3 weeks to arrive. To avoid delays in the hiring process, employers should encourage queried drivers to register for the Clearinghouse, if needed, and log in to respond to the consent request (driver registration instructions here).

For now, employers are required to conduct both electronic queries in the Clearinghouse and traditional manual inquiries with previous employers to meet the three-year timeframe required by § 391.23. January 6, 2023, the Clearinghouse will have three years’ worth of data and manual inquiries will no longer be required.

Current Driver Query Requirements

At least annually, FMCSA Employers must conduct a limited query on all currently-employed drivers. If the limited query shows that information exists in a driver’s Clearinghouse record, the employer must conduct a full query to obtain detailed information on the violation.

Limited queries don’t require drivers to give consent electronically within their Clearinghouse account, but employers are required to obtain consent outside the Clearinghouse and maintain those records. Employers may obtain a multi-year consent form from the driver to avoid having to obtain a new consent each year. To streamline this process, employers should include the limited consent form in their new-hire paperwork.



TEAM Professional Services can manage all FMCSA employer requirements on our clients’ behalf. For more information on TEAM’s FMCSA Clearinghouse service offering, contact us today. 

FMCSA Clearinghouse Brings New Requirements to FMCSA Employers

The Oklahoman Names TEAM Professional Services a Winner of the Oklahoma Top Workplaces 2019 Award. Learn More Here About What Makes TEAM A Great Place.

The Oklahoman has recognized TEAM Professional Services as an Oklahoma Top Workplace for 2019. This honor is awarded to companies based on their employees’ feedback gathered through a survey administered by Energage, LLC. The anonymous survey measures several aspects of workplace culture, including alignment, execution, and connection.




Eric Rubino, CEO of Energage, LLC, states the Top Workplaces award is about more than just recognition and celebration.

“Our research shows that these organizations achieve higher referral rates, lower employee turnover, and double employee engagement levels. It just goes to show that being intentional about culture delivers bottom-line results.”

Hillary Jenney, Owner of TEAM Professional Services, attributes the company’s success to the hardworking individuals they employ.

“We would like to thank our employees for making us one of Oklahoma’s Top Workplaces. Their willingness to put our customers first has allowed TEAM to grow in both revenue and employee size year over year. We pride ourselves on being a family-owned business and hiring high quality, hardworking individuals that work as a TEAM to create a safer workplace.”

Click here to view TEAM’s current job openings and get more information on a career at one of Oklahoma’s Top Workplaces, TEAM Professional Services.

The Oklahoman Names TEAM Professional Services a Winner of the Oklahoma Top Workplaces 2019 Award

The Drug Enforcement Agency (Dea) Has Scheduled Its 17th National Take-back Day For Saturday, October 26, From 10 a.m. To 2 P.m. Learn More Here.

The 2018 National Survey on Drug Use and Health reported that 9.9 million Americans over the age of 12 had misused controlled prescription drugs in the past year. Shockingly, Over 50 percent of the abused drugs were obtained from friends or family, often from the home medicine cabinet. In an effort to address the prescription drug problem, The Drug Enforcement Agency (DEA) has scheduled its 17th National Take Back Day for Saturday, October 26, from 10 a.m. to 2 p.m.



This nationwide event provides a safe and convenient way for Americans to anonymously turn in unwanted, unused or expired medication for safe disposal. This includes pills, tablets, capsules, and other medications. Additionally, The DEA will be accepting vaping devices and cartridges.

The event also is also an opportunity to educate the general public on proper drug disposal and the potential for diversion, misuse, and abuse of medicines that remain in the home. Throwing away or flushing unused or expired drugs is not an effective means of disposal. Drugs thrown in the trash can be abused or illegally sold, and flushed drugs contaminate the water supply. Taking drugs to a DEA approved collection site is the best way to dispose of them.

Over six thousand collection sites across the country are participating in this weekend’s event. The Collection Site Finder on the DEA’s website can be used to find facilities by zip code, county, city, and state.

Those with unused or expired medicines who are unable to participate in the event, can find a permanent collection site, or follow the DEA’s suggested disposal procedure.

17th National Prescription Drug Take Back Day

The Oklahoma Medical Marijuana Patient Protection Act, commonly referred to as the medical marijuana “Unity Bill,” took effect August 29, 2019.

The Oklahoma Medical Marijuana Patient Protection Act, commonly referred to as the medical marijuana “Unity Bill,” took effect August 29, 2019.

TULSA, Oklahoma – The Oklahoma Medical Marijuana Patient Protection Act, commonly referred to as the medical marijuana “Unity Bill,” took effect August 29, 2019. This bill provides regulatory clarity to Oklahoma’s existing medical marijuana law, and includes provisions to help Oklahoma employers reduce safety risks in the workplace.

As stated in the original medical marijuana law, the Unity Bill states that no employer may refuse to hire, discipline, discharge or otherwise penalize an applicant or employee solely on the basis of a positive test for marijuana components or metabolites; However, the Unity Bill adds verbiage around this stating that action can be taken if the employment position in question includes safety-sensitive job duties. Safety-Sensitive is defined as any job that includes tasks or duties that the employer reasonably believes could affect the safety and health of the employee performing the task. Some of the duties mentioned in the bill are work involving hazardous materials, vehicle or machinery operation or maintenance, food handling or preparation, patient care, and firearm use.

A positive test for marijuana components or metabolites means a result that is at or above the cutoff concentration level established by the United States Department of Transportation or Oklahoma law regarding being under the influence, whichever is lower.

Tim Jenney, president of Oklahoma-based drug and alcohol third-party administrator, TEAM Professional Services, believes the Unity Bill is a “win” for workplace safety.

“Many issues have come from State Question 788 and its lack of clear guidelines for employers. The law has resulted in companies making poor decisions which have negatively impacted workplace safety. Fortunately, the legislators listened to the public’s concern and passed the Unity Bill,” Jenney said.

As an expert in workplace safety, Jenney recommends companies with safety-sensitive employees prepare for the Unity Bill by doing the following:

Revising their current drug and alcohol policy to include appropriate actions that will be taken if an employee classified as safety-sensitive tests positive for THC.

Identifying safety-sensitive positions in their company and updating job descriptions as necessary.

Ensuring supervisors have completed reasonable suspicion training and are equip to identify the signs and symptoms of impairment.

Educating employees on the Unity Bill and the company’s drug and alcohol policy.

Consider partnering with a third-party administrator to manage their drug and alcohol program to ensure they’re in compliance with state and federal laws. Having an effective drug and alcohol program is the most cost-effective way to maintain and foster a drug-free, safe workplace.

Download The Full Press Release Here

Oklahoma Medical Marijuana "Unity Bill" Takes Effect August 29, 2019

 TEAM Professional Services Awarded Nationally Accredited For Administration of Drug and Alcohol Testing Programs Status For Continued Expertise.

TEAM Professional Services has been awarded as Nationally Accredited for Administration of Drug and Alcohol Testing Programs (NAADATP) by the Drug & Alcohol Testing Industry Association (DATIA). 

This accreditation is the result of TEAM’s continued commitment to its clients with the ultimate mission of creating and fostering a drug-free, safe workplace through experienced consultation, high-caliber customer care, and industry expertise.

Read the complete press release below.

TEAM Professional Services Awarded Nationally Accredited For Administration of Drug and Alcohol Testing Programs Status

For Immediate Release:

Contact: Media Relations

August 21, 2019 (800) 355-1257

Alexandria, VA – TEAM Professional Services in Tulsa, OK has been officially recognized as Nationally Accredited for Administration of Drug and Alcohol Testing Programs (NAADATP) by the Drug & Alcohol Testing Industry Association (DATIA). This accreditation means that their facility, operations, and personnel meet the highest standards in areas such as regulatory compliance, client confidentiality, accountability, company service standards, operational practices, business ethics, and professional competency for drug and alcohol testing program management. A primary requirement of the NAADATP Program is that principal(s) of TEAM Professional Services have attended comprehensive training on standards of program management and have passed an industry developed exam on these policies and procedures.

According to DATIA’s Membership and Programs Coordinator Linda Wilson “As a Nationally Accredited for Administration of Drug and Alcohol Testing Programs facility, TEAM Professional Services’s clients can be assured that they are committed to offering superior program services while adhering to the highest professional standards. We congratulate them on this achievement.”

The Nationally Accredited for Drug and Alcohol Testing Program Management (NAADATP) program was created by quality-minded leaders in the drug and alcohol testing industry interested in raising the level of proficiency in drug and alcohol testing program management. This program aims at upholding the highest standards of program management in the company’s operations and personnel.

For more information about the Nationally Accredited for Administration of Drug and Alcohol Testing Programs (NAADATP), visit the DATIA website at www.datia.org or call 1-800-355-1257, Monday – Friday, 9:00am – 5:00pm E.T.

Click Here For A Downloadable Version Of The Press Release

TEAM Awarded Nationally Accredited for Administration of Drug and Alcohol Testing Programs

As CBD continues to gain popularity for medicinal purposes, employers and employees need to know how this will effect their compliance. Contact TEAM now.

As cannabidiol, referred to as CBD, continues to gain popularity for medicinal purposes, it’s essential that employers are educated on the drug, and the impact employee use may have on their drug and alcohol program.


What is Cannabidiol (CBD)?

CBD is one of the 400 compounds found in the cannabis plant, which is the same plant that produces the psychoactive compound, THC. Unlike THC, research shows that CBD does not bond directly with CB1 receptors (regions of the brain responsible for mental and physiological processes) and, therefore, CBD is commonly marked as non-psychoactive.

Preliminary research indicates that CBD may provide health benefits without inducing psychoactive effects (the “high”) associated with THC. Medical and therapeutic issues that may benefit from CBD include:

Anxiety

Seizures

Mood disorders (including PTSD)

Epilepsy

Pain

Inflammation

Is CBD Legal?

In the everchanging world of legality surrounding medical marijuana, employers must understand the laws in the states they operate in.

Many states have legalized cannabis and its constitutes including THC and CBD for medical and, in some states, recreational use. The laws vary greatly amongst states, with a large factor being whether the CBD is derived from hemp or marijuana. Hemp, a plant in the cannabis genus, produces less than .3% THC, whereas marijuana can produce up to 30% THC, causing mind-alerting effects.

As of 2019, there are:

10 states where cannabis from THC and hemp is legal for recreational and medicinal use.

These states are Alaska, California, Colorado, Maine, Massachusetts, Michigan, Nevada, Oregon, Vermont, and Washington.

47 states where marijuana-derived CBD is legal for medicinal use (all states except Idaho, Nebraska and South Dakota).

Regulations vary from state-to-state with some allowing medicinal use for a broad range of conditions and others setting specific requirements for approved use (specific condition, etc.).

These states require patients to obtain a medical card in order to legally consume marijuana-derived CBD.

3 states where marijuana-derived CBD is illegal.

These states are Idaho, Nebraska, and South Dakota

Will CBD Cause a Positive Drug Test?

CBD itself will not result in a positive drug test. Most employment tests are looking for THC, not CBD; However, products are often mislabeled and contain more THC than advertised, which could lead to a positive test for marijuana metabolite. Since most CBD products have not been approved by the U.S. Food and Drug Administration (FDA), companies may not be completing proper testing and quality controls. This makes using CBD products extremely risky for employees.

It’s important that DOT employers and employees know that for federally-mandated drug tests, the use of CBD or “medical marijuana” is not considered an explanation for a positive drug test.

Employers must stay informed and keep their employees educated on the risks of using CBD. Additionally, employers should ensure their drug and alcohol policy includes verbiage on marijuana and its derivatives. Contact TEAM today for a free substance abuse policy.

CBD Revealed: The Truth Behind CBD and Drug Testing

The medical marijuana “Unity Bill,” adds regulatory clarity to the state’s medical marijuana law, specifically as it relates to Oklahoma employers.

On March 14, Oklahoma Gov. Kevin Still signed into law the Oklahoma Medical Marijuana and Patient Protect Act. Better known as the medical marijuana “Unity Bill,” the law adds regulatory clarity to the state’s medical marijuana law, specifically as it relates to Oklahoma employers.

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Oklahoma State Question 788

As you recall, on June 26, 2018, Oklahoma State Question 788 passed legalizing the cultivation, use and possession of marijuana for medical purposes in Oklahoma. The statute impacted Oklahoma employers by restricting them from taking action against applicants or employees because they possessed a valid Oklahoma medical license, or because a license holder tested positive for marijuana.

Under State Question 788, employers are able to take action against employees using, possessing or being under the influence of marijuana in the workplace, including the physical building of the company, the parking lot including the employee’s vehicle, and any assigned worksite of the company. Regardless, many employers had significant concerns about workplace safety under State Question 788.

The “Unity Bill” and Safety-Sensitive Positions

The “Unity Bill” mirrors the original law stating no employer may refuse to hire, discipline, discharge or otherwise penalize an applicant or employee solely on the basis of such applicant or employee’s status as a medical marijuana licensee. However, in regards to positive drug tests, the law now states no employer may refuse to hire, discipline, discharge or otherwise penalize an applicant or employee solely based on the basis of a positive test for marijuana components or metabolites, unless:

The applicant or employee is not in possession of a valid medical marijuana license

The licensee possessed, consumes or is under the influence of medical marijuana or medical marijuana product while at the place of employment or during the fulfillment of employment obligations (there is not definition provided for “under the influence”)

The position is one involving safety-sensitive job duties.

The law defines safety-sensitive as any job that includes tasks or duties that the employer reasonably believes could affect the safety and health of the employee performing the task or others. Several non-exclusive examples listed in the statute are:

The handling, packaging, processing, storage, disposal or transport of hazardous materials.

The operation of a motor vehicle, other vehicle, equipment, machinery or power tools.

Repairing, maintaining or monitoring the performance or operation of any equipment, machinery or manufacturing process, the malfunction or disruption of which could result in injury or property damage.

The operation, maintenance or oversight of critical services and infrastructure including, but not limited to, electric, gas, and water utilities, power generation or distribution.

The extraction, compression, processing, manufacturing, handling, packaging, storage, disposal, treatment or transport of potentially volatile, flammable, combustible materials, elements, chemicals or any other highly regulated component.

While the safety-sensitive exception for medical marijuana is a step in the right direction for maintaining safe workplaces in Oklahoma, it’s essential that employers give thoughtful consideration as to if and why a position is safety-sensitive before taking action against an employee or applicant with a valid license.

The “Unity Bill” and Positive Drug Tests

While employers can now take action against applicants or employees in safety-sensitive positions who test positive for marijuana components or metabolites, the act does outline what constitutes as a positive drug test for marijuana.

“A positive drug test for marijuana components or metabolites means a result that is at or above the cutoff concentration level established by the United States Department of Transportation or Oklahoma law regarding being under the influence, whichever is lower.”

It’s important that employers are aware of these cutoff concentration levels before taking action against applicants or employees who test positive for marijuana.

The “Unity Bill” and Employees Under the Influence

Under State Question 788 it was assumed action could be taken against employees under the influence in the workplace; However, it was not explicitly stated. The “Unity Bill” provides certainty listing the below as one of the exceptions to refusing to hire, discipling, discharging or penalizing an employee who tests positive for marijuana:

“The licensee possessed, consumes or is under the influence of medical marijuana or medical marijuana product while at the place of employment or during the fulfillment of employment obligations.”

“Under the influence” is not defined in the bill making it essential that supervisors have completed a reasonable suspicion training course. These courses will educate supervisors on the signs, symptoms and indicators of substance abuse while also reducing liability in sensitive situations. You can enroll in TEAM’s online course here.

The new law will take effect 90 days after the close of the legislative session (likely mid to late summer of 2019). Employers should take this time to prepare for the change by updating their policies, consulting with their legal counsel, examining and classifying their safety-sensitive positions and ensuring supervisors have completed reasonable suspicion training.

Oklahoma Medical Marijuana and Patient Protect Act Provides Clarity to Oklahoma Employers

There are multiple reasons for drug & alcohol testing programs which help employers create safe workplaces and decrease accidents, turnover and theft.

Incorporating multiple reasons for drug & alcohol testing programs can prevent employers from hiring drug-using applicants while also minimizing substance abuse among current employees.




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Employee Drug & Alcohol Testing

While it’s necessary to include various reasons for testing in drug and alcohol programs, it’s essential that employers and designated employer representatives (DERs) understand when to administer testing and which reason to select.

Pre-Employment Screening

A pre-employment drug test should be submitted by all applicants to whom the company has given a conditional offer of employment. A negative result must be received before an applicant begins working for the company.

Pre-Site Access Testing

A pre-site access drug or alcohol test may be required by Operator clients before an employee can enter a specific worksite. Pre-site access testing is often required when a work site is safety sensitive. In these situations, a negative result must be received before an employee begins working on site.

Pre-site access testing should also be administered on all employees with a leave of absence greater than 30 days as a condition of continued employment.

Reasonable Suspicion Testing

An employee must submit to a reasonable suspicion drug or alcohol test when an employer has, in accordance with the applicable state law, reason to suspect the employee has or may have used drugs or alcohol in violation of the company’s policy. Reasonable suspicion determinations must be based on specific, current observations that can be verbalized, including but not limited to the employee’s appearance, behavior, speech, or body odors. An employee who is required to submit a reasonable suspicion test should be suspended until the test results are received.

Employers can reduce risk and liability by ensuring their supervisors have completed reasonable suspicion training.

Post-Accident Testing

An employee that causes or contributes to a work-related accident should submit a post-accident drug and/or alcohol test within two hours but no later than twenty-four hours following the accident. A work-related accident means an accident:

Which occurs while the employee is on the premises of the company or at another work-site location, or is off-site while engaged in activities for or on behalf of the company, or while the employee is operating a vehicle, including the employee’s, for or on behalf of the company, and

There is a reasonable possibility that drugs or alcohol could have caused or contributed to the accident and

The accident results in one or more of the following:

A fatality

Bodily injury to any individual who, as a result of the accident, requires immediate medical treatment (excluding first aid) at or away from the scene of the accident

Property damage to company property or to the property of a customer that is reasonably anticipated to excel $1500, including vehicular damage.

An employee required to submit a post-accident test should be suspended until the test results are received.

Random Testing

A random drug and/or alcohol test should only be submitted when an employee is selected for testing by a scientifically-valid random selection process. Once an employee is notified of his or her selection, they must proceed to the test site immediately.

Return to Duty Testing

A return-to-duty test should be administered before an employee who previously tested positive or violated the company’s drug and alcohol policy can return to work. Return-to-duty testing is a single test that is performed at a scheduled time, typically following the completion of a substance abuse program (SAP).

Follow-Up Testing

Follow-up tests are submitted by employees who previously tested positive or violated the company’s drug and alcohol policy as part of the return-to-duty process. Follow-up testing is performed after the initial return-to-duty test and the number of tests is typically determined by the substance abuse professional.

Periodic Testing

Periodic tests are scheduled tests performed on current employers at consistent time periods throughout the year (Ex. Annual drug tests).

Sweep Testing

A test is classified as a “sweep” when every employee on the worksite is tested.

Drug & Alcohol Testing in the Workplace

Combining multiple reasons for testing in drug and alcohol programs helps employers create and maintain safe workplaces while also decreasing absenteeism, accidents, turnover and theft. Contact TEAM today to establish a drug and alcohol policy that fits your business.

9 Scenarios for Workplace Drug & Alcohol Testing

Over the past few years, drug testing has begun transitioning to electronic Custody and Control Forms (eCCF), making drug testing easier. Learn more here.

For many years drug testing was a paper driven industry, resulting in slow, inaccurate and inefficient processes. Over the past few years, drug testing has begun transitioning to electronic Custody and Control Forms (eCCF), making drug testing easier for both employers and donors.

What is an eCCF?

An electronic Custody and Control Form is an electronic version of the five-part, paper Custody and Control Form (CCF) used to ensure that a specimen is properly tracked and tested during the drug testing process.

How Do eCCF’s Work?

The drug test is scheduled in the system and an authorization form is generated. The authorization form can be downloaded or printed for the employer to distribute, or it can be emailed directly to the donor.

The donor takes the authorization form with them to the collection site, and the collector uses the barcode on the form to pull up the test in the system.

The collector uses the online collection wizard to complete the eCCF, which includes the electronic signature of the donor and the collector.

The drug test specimen is sent to the laboratory.

What are the benefits of using an eCCF?

Reduced errors by collection sites

25% faster turnaround time for results

Fewer data-entry and legibility issues

Faster drug test collection times for employees

Enhanced security

eCCF’s are the future of drug testing. There are over 3,000 electronically enabled sites available to TEAM clients, and this list is growing weekly. If you’re interested in electronically enabling your account, contact TEAM today.

The Future of Drug Testing: eCCF

Ordering drug tests form TEAM eliminates employers from having to call each time they want to know if a donor has gone in for their test. Learn more here.

Often times mistakes happen at collection sites because tests are not ordered in TEAM’s system and the donor doesn’t have proper paperwork. In order to reduce collection site errors, TEAM encourages all clients to order tests in the system.

To order a test all you need is the first name, last name and SSN or Employee ID of the donor. The ordering process is user-friendly and takes 2-4 minutes. Below, we’ve outlined the benefits of ordering tests in TEAM’s system.

Reduces Billing, Results & Test Issues

When a test is ordered in the system, an authorization form is generated. The donor takes the authorization form with them to the collection site. The collector uses this form as a guide for the test.

The form outlines which tests are needed (Urine drug, breath alcohol, hair test, etc.) as well as where the results and invoices should be sent. Without this form, collectors often make assumptions and mistakes occur.

Increases Candidate Experience

If the donor does not have an authorization form, the collection site may not perform the test without approval from the employer or third-party administrator (TPA). In these cases, the donor may have to call their potential employer or TEAM to resolve the issue. This wastes time and may cause a negative first impression of the company.

Allows Result Tracking

If a test is ordered in TEAM’s system, the status can be reviewed by the employer. Employers can see if the test is pending, completed or expired. This eliminates employers from having to call each time they want to know if a donor has gone in for their test.

TEAM offers monthly ordering webinar trainings for clients. May’s webinar trainings will be on May 9 and May 23. Contact TEAM if you’d like to join.

Eliminate Mistakes by Ordering Drug Tests

DOT changes have made several operators change to their contractor panel requirements in order to stay consistent with DOT regulation. Learn more here.

Last year, the Department of Transportation issued a final rule that expanded the DOT drug testing panel to include four semi-synthetic opioids. The rule became effective Jan. 1, 2018, and was an effort by the DOT to address the national opioid crisis. Since the final rule was issued, several operators have made changes to their contractor panel requirements in order to stay consistent with DOT regulation.

Although operators may add semi-synthetic opioids to their panel to match the DOT, many of them require more stringent testing. While the DOT required test is a 5-panel, many operators require a 10, 14 or 15-panel drug test for their contractors. Operators may also have different random testing percentages than those required by the DOT.

The PHMSA random testing percentage was increased to 50% for 2018. The FMCSA percentage remains at 25%. Several operators have mimicked the PHMSA update and increased their drug testing percentage rate to 50%.

Operator requirements are constantly changing. It’s important that contractors communicate with operators to ensure they’re in compliance. TEAM partners with many operators, and is often aware of their requirements. If you have questions about a particular operator, please contact TEAM for assistance.

DOT Changes Lead to New Operator Requirements

Synthetic drugs are drugs created using man-made chemicals rather than natural ingredients. Here is what employers need to know to keep workers safe.

According to the National Institute on Drug Abuse, there were over 20,000 deaths related to synthetic opioids in 2016. Synthetic overdoses resulted in more deaths than heroin, cocaine, semi-synthetic opioids and methamphetamine overdoses.

In an effort to create a safer workplace, the Department of Transportation added four semi-synthetic opioids to its panel in Jan. 2018. Several operators and employers are taking it a step further and adding a synthetics panel to their drug testing program.




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What are Synthetic Drugs?

Synthetic drugs are drugs created using man-made chemicals rather than natural ingredients. They can be created commercially by drug manufacturers for legitimate medical purposes, but are often times produced illegally for illicit markets. Examples include fentanyl, ecstasy and methadone.

The term “designer drug” is often used when discussing synthetics. A designer drug is a synthetic version of an illegal drug that is slightly altered to avoid having it classified as illegal. These drugs are extremely dangerous because they aren’t previously tested and have no regulatory oversight. Often times, the small modification made to the known drug results in a new drug with greatly different effects.

Types of Synthetic Drugs

Synthetic drugs are often divided into two categories: cannabinoids and stimulants.

Synthetic cannabinoids are chemicals that mimic the effect of THC, which is the primary active ingredient in marijuana. Synthetic cannabinoids are often falsely marketed as safe, legal alternatives to marijuana. However, there are over 120 known chemical forms of synthetic cannabinoids and the drug can be extremely different depending on the batch. More common names for synthetic cannabinoids include K2 and Spice.

While synthetic cannabinoids aim to imitate marijuana, stimulants mimic the effects of cocaine, LSD and methamphetamines. Common examples are bath salts and ecstasy. Effects of these drugs include addiction, paranoia, panic attacks and even death.

Synthetic Drugs in the Workplace

As synthetic drug use continues to increase, laboratories have begun testing for the detection of these drugs. Several oil and gas operators have started requiring a synthetics panel for pre-employment testing. Employers may also decide to add it to their program for reasonable suspicion and post-accident situations.

It’s important for employers to create a drug testing program that best fits their company. Contact TEAM to discuss which testing options are best for you.

What Employers Need to Know About Synthetic Drugs

An essential part of any drug testing program is education. TEAM Professional Services offer in depth training courses for new clients.

An essential part of any drug testing program is education. Both supervisors and employees should be educated on substance abuse in the workplace. TEAM offers clients complete program management services, including education tools for both you and your employees.




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TEAM partners with Visify to offer clients a convenient, user-friendly solution for employer and employee education. Visify is an eLearning platform designed to educate today’s workforce about substance abuse in the workplace and to empower managers and supervisors to effectively use substance abuse testing in protecting their employees and workplace.

TEAM is always looking for new ways to serve our clients, and we’re excited to add three new courses to our training program.

Medications & Safety Training for Managers

This course is designed for DERs, front-line managers, and managers in the fields of HR, Safety, Risk Management, Labor & Employee Relations, and employer medical departments. In this course, you’ll learn how to:

Identify key components of a policy on prescription drugs

Define to whom the medication policy should and should not apply

Ensure you have the appropriate medication consultation to advise on fitness for duty matters

Provide appropriate employee privacy protections in your policy

Implement effective employee awareness education on medications and safety

Benchmark your workplace policy against industry-wide best practices

Medications & Safety Training for Employees

This course is specifically designed to educate employees about prescription drug abuse, the potential risks of abusing prescription drugs, and the steps to responsible medication use. Course topics include:

Illegal vs Legal Drugs

Medications in the Workplace

Drug Use, Misuse and Abuse

Safety Risks

Prescription Drug Side Effects

Personal Responsibility

Supervisor Refresher Training

As a supervisor, this Drug-Free Workplace refresher course will teach you the critical roles and responsibilities you have in the reasonable suspicion testing process, including how to:

Identify signs, symptoms, and indicators of substance abuse.

Initiate a reasonable suspicion test.

Document your observations correctly.

Reduce liability in sensitive situations while balancing employee rights.

TEAM Offers New Training Courses for Clients

The world of drug testing is ever changing. Here are the different drug testing laws by state provided by TEAM Professional Services.

The world of drug testing is ever changing. Laws are complex, inconsistent and constantly evolving, so having an industry partner who is knowledgeable on regulations and state law is essential.

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Last week Quest Diagnostics hosted a webinar, the Essential Guide to Drug Testing Laws. D. Faye Caldwell led the webinar and covered state laws, substance abuse policies, legal trends and workplace drug testing.

TEAM has outlined some of the most interesting state laws that were discussed below. To listen to the full webinar, click here.

West Virgina

The West Virginia Workplaces Act increased drug testing requirements for employers. According to the act, employers must have a detailed written policy. The policy must include the below standards.

A split specimen is required.

The applicant or employee has the opportunity to provide any information that may be considered relevant.

Confirmation testing must be conducted at a laboratory that is SAMHSA certified and approved by HHS and CAP.

Additionally, employees must test during or immediately before or after their regular work period. Testing time is considered work time and is subject to compensation and benefits and the employer is responsible for covering testing costs.

Iowa

Hair testing has recently become permitted in Iowa for pre-employment testing only. However, the statue state that for hair specimens, testing is limited to samples no longer than 1 ½ inches and must be limited to the portion of the hair that was closest to the skin.

Maine

Maine is among some of the strictest workplace drug testing laws in the United States. Some of the most interesting include:

Observed collections are prohibited.

Employers may not terminate an employee for their first positive drug test.

Employees may request blood specimen testing for alcohol and marijuana, rather than breath alcohol or urine collections. If requested, employers may not test other specimens in additional to blood testing.

Minnesota

In Minnesota, random testing is limited to safety-sensitive employees only. Additionally, rehab is required for employees that test positive, regardless of it’s their first non-negative.

If you have questions on your state’s laws, reach out to TEAM today.

State Drug Testing Laws

The 2016 National Census of Fatal Occupational Injuries (CFOI), more than five thousand workers died from work-related injuries in the U.S. in 2016

As published in the 2016 National Census of Fatal Occupational Injuries (CFOI), more than five thousand workers died from work-related injuries in the U.S. in 2016. This is a 7% increase from 2015 and the highest annual figure since 2008.

These alarming numbers bring attention workplace safety. Loren Sweatt, Deputy Assistant Secretary for OSHA, issued the following statement regarding the report:

“Today’s occupational fatality data show a tragic trend with the third consecutive increase in worker fatalities in 2016 – the highest since 2008. America’s workers deserve better.

“The Occupational Safety and Health Administration is committed to finding new and innovative ways of working with employers and employees to improve workplace safety and health. OSHA will work to address these trends through enforcement, compliance assistance, education and training, and outreach.”

TEAM’s outlined the full census below.

Type of Incident

Work injuries involving transportation incidents accounted for 40% of fatalities, making it the most common fatal event in 2016.

Fatalities due to exposure to harmful substances or environments increased by 22%. Initiatives to decrease this number have already been implemented with changes in silica medical surveillance requirements.

Overdoses from non-medical drugs or alcohol usage on the job increased by 32%. Overdose fatalities have increased by 25% since 2012. In an effort to decrease this number, the Department of Transportation has changed its drug testing panel to include four semi-synthetic opioids.

Occupation

Employees in transportation and material moving occupations accounted for more than 25% of all work-related fatalities.

Driver/sales workers and truck drivers had 918 fatal injuries in 2016. This is more than any other occupation.

Fatal injuries among mining, quarrying, and oil and gas extraction industries decreased by 26% since 2015.

Other Key Findings

Workers over 55 years old had the highest number of fatal injuries since CFOI began reporting national data in 1992.

36 states had more fatal workplace injuries in 2016 than 2015.

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