DISA's services are segmented across several industries. The best way to reach the correct representative is using our contact us page here: https://disa.com/contact.

If an employee fails a drug test through DISA's program, it will remain on their account indefinitely. Depending on the industry and/or workplace policy, employees have the opportunity to complete a Return-to-Duty test and process. However, once a Return-to-Duty program is completed, the failed drug test will still remain on the individual's account indefinitely due to owners with zero tolerance.

DISA offers several programs accommodating industry-specific workplace safety needs, including background screening, drug and alcohol testing, DOT-mandated services, occupational health, transportation compliance, entertainment compliance, and more. 

DISA's industry-leading vendor partners, combined with an extensive range of drug testing methodologies set our standards higher for customers. Our drug testing solutions offer expanded service offerings, cutting-edge technology, and a single-source solution for all your drug testing needs. By implementing a drug testing program with DISA, you'll find:

Under FMCSA regulations, an employer must request a pre-hire MVR in all states where a CDL license was held within the previous 3-year period, and then annually as part of the employee’s annual review process.

In most cases, a background check is good for two years. You should check with the contractor's employer for a specific owner’s time frame.

On a hair test and oral fluid panel/test certificates, does CBD fall under cannabinoids?
YES – Currently, CBD is not listed as an independent substance on any testing panel. DISA drug test (urine, hair, saliva) will screen for THC or cannabinoids.

Employers must designate DISA as their C/TPA in the Clearinghouse and let us know they want us to report on their behalf so we can update their settings in DISAWorks.