How to Choose a Drug Testing Company: What Employers Should Look for in a Testing Partner

Choosing a drug testing company based only on the lowest quoted price can create problems that are expensive to correct. A provider may offer an inexpensive test, but fail to provide the documentation, laboratory controls, collection access, or result-management procedures your organization needs.

The issue is not simply whether a specimen is collected and analyzed. Employers must also consider whether the process is consistent, confidential, properly documented, and aligned with the rules governing their workforce.

This guide explains the criteria employers should use when evaluating drug testing for employers, including accreditation, chain of custody, Medical Review Officer coordination, nationwide collection access, panel flexibility, turnaround times, transparent pricing, and scalability.

Start by Defining Your Testing Program

Before comparing providers, identify the requirements your drug testing partner must support. The correct testing model depends on your workforce, industry, locations, and applicable regulations.

Clarify the following:

• Whether your program is DOT or non-DOT

• Which employees are subject to testing

• Whether you need pre-employment, random, post-accident, reasonable-suspicion, return-to-duty, or follow-up testing

• Which specimen types are appropriate, such as urine, oral fluid, or hair

• Which drugs and metabolites should be included in the testing panel

• Where employees and applicants are located

• How quickly results must be available

• Who may access testing records

• Which state and local requirements apply

DOT-regulated testing must follow federal requirements, including the use of laboratories certified by the Department of Health and Human Services under the National Laboratory Certification Program. The U.S. Department of Transportation’s laboratory guidance explains that only appropriately certified laboratories may participate in the DOT drug testing program.

Non-DOT testing offers more flexibility, but it is not exempt from legal scrutiny. Employers must still follow their written policy, applicable employment laws, confidentiality requirements, and any state-specific testing rules.

1. Verify Laboratory Accreditation and Certification

A reputable drug testing company should be able to identify the laboratories used for your program and explain the credentials that apply.

For DOT testing, confirm that the laboratory is listed as HHS-certified. Do not rely only on a provider’s marketing language. You can review federal resources, including the SAMHSA workplace drug testing resources, to verify current laboratory information.

For non-DOT testing, the appropriate laboratory standards may vary by state and program design. Depending on the circumstances, employers may evaluate:

• HHS certification for programs where it is required

• ISO/IEC 17025 accreditation for forensic testing

• College of American Pathologists forensic drug testing accreditation

• State laboratory certification or licensure

• Documented proficiency testing and quality assurance procedures

Ask the provider for documentation showing the laboratory’s accreditation or certification scope. The scope matters. It should correspond to the specimen type, analytes, and testing services your organization will use.

A general statement such as “our laboratories are accredited” is not enough. You need to know which laboratory performs the analysis and whether its credentials apply to your specific testing protocol.

2. Examine the Chain-of-Custody Process

The chain of custody is central to result integrity and potential admissibility. It establishes how a specimen was identified, sealed, transported, received, tested, reported, stored, and disposed of.

A provider should be able to explain how it maintains traceability from collection through final reporting. At a minimum, ask whether the process documents:

• The donor’s identity

• The date and time of collection

• The collection location

• The specimen identification number

• The collector’s identity and signature

• The condition of the specimen container

• The transfer to the laboratory

• Laboratory receipt and accessioning

• Testing and review activity

• Secure delivery of the final result

For DOT testing, the Custody and Control Form must be completed according to applicable federal requirements. Electronic custody and control systems may be used when they meet the required standards and are properly integrated into the laboratory workflow.

For non-DOT programs, the exact forms may differ, but documentation remains important. An incomplete or inconsistent record can create challenges if an employee disputes the result, an attorney requests supporting documentation, or a regulator reviews the program.

Request sample forms and a written explanation of the provider’s chain-of-custody protocol before signing an agreement.

3. Confirm Medical Review Officer Coordination

Laboratory results should not be treated as an automatic employment decision. A qualified Medical Review Officer, or MRO, reviews certain results and determines whether a legitimate medical explanation exists.

This is particularly important for DOT testing, where results must follow the required MRO process before they are reported to the employer.

When evaluating employee drug screening services, ask:

• Who performs MRO review?

• Are MROs appropriately licensed and trained?

• How are non-negative, adulterated, substituted, and invalid results handled?

• How does the MRO contact the donor when additional information is required?

• How are verified results transmitted to the employer?

• What happens if the MRO cannot reach the donor?

• Are MRO communications and determinations documented?

A provider does not necessarily need to employ its own MRO. However, it should have a clear, reliable coordination process with qualified MRO professionals.

The result you receive should be a final, appropriately reviewed determination rather than an unexplained laboratory screening result.

4. Evaluate Nationwide Collection Access

A testing program can fail operationally even when its laboratory process is sound. If an applicant cannot locate an available collection site, a post-accident test may be delayed. If a multi-state employer must coordinate separate vendors in every market, inconsistencies become more likely.

Ask the drug testing company to explain:

• How many collection sites are available in the areas where your employees work

• Whether collection sites support both DOT and non-DOT testing

• Whether after-hours or weekend collections are available

• How post-accident testing is coordinated

• Whether mobile or on-site collection options exist

• How collectors are trained and qualified

• How specimens are secured and transported

• What contingency procedures apply when a site is closed or unavailable

Nationwide access should mean more than a list of locations on a website. The network must be usable for your workforce, connected to the correct laboratory, and supported by consistent ordering and documentation procedures.

Prime Diagnostic Testing coordinates nationwide DOT and non-DOT drug testing services through collection partners and laboratories. This administrative model gives employers a central point of contact without requiring them to manage every collection site directly.

5. Review Panel Flexibility and Testing Protocols

Different employers have different operational and legal requirements. A transportation company may need a federally defined DOT panel, while a non-DOT employer may require a customized panel based on its written policy and applicable law.

A provider should clearly explain:

• Which substances are included in each panel

• Whether confirmatory testing is available

• Which specimen types can be ordered

• Whether the same panel is available nationwide

• How panel changes are documented

• Whether DOT and non-DOT orders remain completely separate

• How the selected panel aligns with your written policy

Do not select a panel based only on a number, such as “5-panel” or “10-panel.” The substances included can vary. Review the actual panel description and confirm that it matches your policy.

Employers should also review applicable state requirements before implementing a panel or testing method. A testing company can coordinate the process, but employers remain responsible for maintaining a lawful and consistently applied workplace policy.

6. Prioritize Confidentiality and Secure Reporting

Drug testing results contain sensitive personal information. Poor information handling can expose employees and employers to unnecessary privacy and security risks.

Ask how the provider protects information during:

• Test ordering

• Employee identity verification

• Laboratory reporting

• MRO communication

• Employer notification

• Record storage

• Document retrieval

• Record destruction

Results should be delivered only to authorized individuals through secure channels. Employers should also limit internal access to those with a legitimate business need to know.

A reliable partner should be able to explain its access controls, audit trails, retention practices, and process for responding to disputed or corrected results.

7. Compare Turnaround Times and Transparent Pricing

Price is a valid consideration, but it should be evaluated alongside service scope and risk controls.

When comparing quotes, determine whether the price includes:

• Collection coordination

• Laboratory analysis

• Confirmatory testing

• MRO review

• Result reporting

• Random testing administration

• Record management

• After-hours support

• Shipping or collection-site fees

• Policy or compliance consultation

• Account setup and employee enrollment

A low initial price may not remain low if important services are billed separately. Request a written fee schedule and ask about circumstances that may create additional charges.

You should also ask for realistic turnaround ranges. “Fast results” is not a sufficient service standard. The provider should distinguish between negative results, non-negative results requiring MRO review, confirmatory testing, and delayed collection or shipping situations.

8. Choose a Partner That Can Scale With Your Workforce

Your testing program may begin with a few new-hire tests and later expand to multiple locations, random testing, contractor screening, or DOT compliance management.

Evaluate whether the provider can support:

• Multiple employer locations

• Different employee classifications

• DOT and non-DOT programs

• Recurring random selections

• Increased hiring volume

• Seasonal or temporary workers

• Centralized reporting

• Audit and record requests

• Program changes as regulations evolve

Scalability is not just a technology issue. It requires consistent protocols, responsive coordination, reliable collection access, and organized records.

The Advantage of a Strategic Administrative Partner

A collection site performs an important function, but it is not necessarily equipped to manage an employer’s complete testing program. Employers often need a coordinator who can connect the policy, ordering process, collection network, laboratory, MRO, reporting system, and records.

That is the role of a third-party administrator-style partner.

Prime Diagnostic Testing operates as an administrative coordination hub for employers, legal professionals, healthcare organizations, and individuals. We connect clients with certified laboratories and collection sites while managing the workflow from test request through results delivery.

Our coordination can support:

• DOT and non-DOT drug testing

• Employee drug screening services

• Nationwide collection access

• Panel and test-order coordination

• Chain-of-custody documentation

• MRO coordination

• Confidential results delivery

• Compliance records and administrative support

Learn more about third-party administrator services for drug testing or review guidance on non-DOT drug testing and employer compliance.

A Practical Provider Evaluation Checklist

Before selecting a drug testing company, confirm that the provider can answer these questions clearly:

• Which laboratories perform the testing?

• What accreditation or certification applies?

• How is the chain of custody maintained?

• Are DOT and non-DOT processes kept separate?

• How is MRO review coordinated?

• Where can employees complete collections?

• What panels and specimen types are available?

• How are results secured and delivered?

• What is included in the quoted price?

• What turnaround times can be expected?

• Can the provider support future growth?

• How does the provider monitor regulatory changes?

If the answers are vague, the provider may not be prepared to manage the compliance responsibilities your organization requires.

Choose the Process, Not Just the Price

The right testing partner should reduce administrative burden while strengthening documentation, consistency, confidentiality, and operational control. Employers should look beyond the cost of an individual test and evaluate the full testing workflow.

Prime Diagnostic Testing helps employers coordinate compliant workplace testing through accredited and certified laboratory partners, collection sites, MRO professionals, and secure reporting processes. We serve as a strategic administrative partner rather than simply a test-ordering vendor.

To evaluate your current program or discuss a new workplace drug testing compliance process, contact Prime Diagnostic Testing or call (470) 894-4866. A consultation is the appropriate starting point for identifying gaps, clarifying requirements, and building a testing program that can support your organization as it grows.