The Oregon Business Council also reports that drug abusers are four times more likely to have accidents, two and a half times more likely to be absent more than once a week, and five times more likely to file a worker’s comp claim.  On average, a drug/alcohol abuser costs his employer $9,000 to $21,000 per year, and the human costs in accident and loss of life are incalculable.

Bio-Med understands that time is money. We have developed a simple, quick process for enrolling companies in our programs. One phone call is all we need to start.  We will ask some questions and tailor a program for your company, and in most cases, you are ready to initiate your program on the same day you call.

If not, we will provide you a sample drug policy designed for your industry and help you set-up your program. We will also offer you a quick review of your current policy and may make recommendations based on current industry standards and practice.  Bio-Med always recommends that you consult your attorney to finalize any policy changes.  For companies who need legal policy advice, Bio-Med has partnered with attorney Kayla R Franz, Legal Assistant – Litigation and Employment Practice Groups.  Kayla offers a package of services that includes policy support and consultation, specially priced for Bio-Med clients.  She can be contacted at 503-399-1070 or kfranz@sglaw.com.

  • Do you list the laboratory testing cut-off levels for each drug you are testing for?
  • Do you list the prohibited level of alcohol?
  • Do you require employees to report the name of medications they are taking to the company?
  • Do you list the methodology of confirming a test as positive?
  • Do you specify what behavior constitutes a “refusal to test” (adulteration, tampering)?
  • Do you specify the specific reasons under which a test will be required (Pre-employment, Reasonable Suspicion Post-Accident)?
  • Do you clearly articulate the consequences of testing “non-negative”?
  • Do you specify if a “last-chance” agreement may be offered?
  • Do you list the methodology for testing for drugs and alcohol?

Some companies limit testing to pre-employment and reasonable suspicion, while others also conduct post-accident and random testing.  If a company offers a second chance program, follow-up and return-to-duty testing are also needed.  Whatever your wishes, we can customize a program to fit your company’s budget and needs.

Program Options Include, though not limited to:

  • DOT-regulated testing, non-DOT testing or both
  • Lab screening or instant screening (five minute negative results)
  • Medical Review Officer services–Dr. reviewed lab-positives to protect you from legal liability.
  • On-site, mobile collections or clinic-based collections at one of our hundreds of sub-contracted collection facilities throughout the nation
  • Testing panels ranging from three-drug to 12-drug
  • Supervisor and Employee Education Classes

Do they understand federal confidentiality regulations and DOT requirements for Designated Employer Representatives?  If not, we offer comprehensive training programs and ongoing, no-charge consulting for all our clients.

For more information or to enroll in a drug testing program,

call 503-585-6654 or 800-434-6654

or use our contact form here