To dispute a background check, please click on the link below and fill out the form or contact DISA at 281-673-2568 or 800-752-6432, Ext. 2568; Compliance_Backgrounds@disa.com.

Background checks often include a criminal history search at a minimum. However, depending upon the nature of the job, for persons in more sensitive, high-level positions or those dealing with vulnerable populations, it may also include investigation of credit reports, sanctions checks, sex offender checks, and/or driving history.

If the background check was with DISA, you can dispute it here: https://disaworks.disa.com/#/background-request/file-dispute

Our preferred vendor partner, Orasure, utilizes the Intercept oral fluid collection device, which expires 24 months from the date of manufacture. So typically, they may have an 18-20-month date when received.

Employers are advised to have a clear and concise written drug testing policy and to abide by state laws to avoid litigation. Employers may still test for and/or discipline an employee for marijuana under certain circumstances (e.g., post-accident). Oklahoma medical marijuana SQ 788 does not permit an employer to discipline or terminate a cardholding medical marijuana employee based solely on the presence of marijuana in a drug test. Regardless of a cardholder status, employers are not permitted to bring marijuana to their place of work or be under the influence during their hours of work. If an employee's job is covered by federal guidelines, then they must abide by the federal regulations in order for the company to remain in compliance with federal guidelines, regardless of state laws. Medical marijuana is not a medical exception under the U.S. DOT drug testing regulations, and federally mandated employers are expected to follow federal guidelines.

If the employee is non-DOT regulated, then yes you may have a single specimen collection. But for those who are DOT regulated, you cannot. (Please see Part 40 below).

An invalid test result is acceptable except in the following cases:

According to the Department of Transportation (DOT), the Pipeline and Hazardous Materials Safety Administration (PHMSA) 49 CFR Part 199 defines a covered employee as the following:   “Covered employee: A person who performs work on a pipeline or liquefied natural gas (LNG) facility an operation, maintenance, or emergency-response function.”   The official DOT document has been attached below for further review. Anything specific or additional requirements beyond this would need to be confirmed by the company operating the pipeline you’re performing work on.