DISAWorks Help Center

A DOT employee must be added to your roster via pre-employment test or DOT roster transfer. If neither has taken place, please send the employee for the DOT urine drug screen or submit the DOT transfer roster to DISA’s compliance department. A Non-DOT employee must be added to your roster via pre-employment/pre-access test or membership verification. If neither has taken place, please send the employee for the NON-DOT urine/alcohol drug screen or login to www.DISA.com to process a membership verification.

If you requested a pre-employment test and it changed to pre-access, the employee already held a status in the specific policy. Once an applicant has a status in DISA for a DCC policy, they no longer require pre-employment screens. If your company needs the test to reflect pre-employment our Client Support department can assist with updating it.

The contact person (DER/Communicator) should be an employee who has the authority to receive all confidential information. We recommend that a minimum of two employees be assigned as communicators (primary and backup).

The primary objective of the DCC is to assist the contractor members and owners in maintaining a safe and productive workplace. This is achieved by keeping contractors compliant with individual owner requirements through standardized employee screening processes that are consistent, objective, manageable, and fair.

1. Establishing a business relation with a NASAP TPA.

2. Having employees sign a one-time Global Release form and sending these to the selected TPA.

3. Ensuring that employees are active in the NASAP database by doing a drug screen look-upbefore sending workers for substance abuse testing and/or the worksite. (Note: manufacturers may use gate-check procedures to ensure NASAP eligibility. Non-eligible employees will be denied access.)

Ongoing compliance includes conducting random and other required tests per the TPA, ensuring that Contractor employee rosters are updated to the TPA at least monthly upon TPA request, ensuring that employees new to the NASAP have signed global consent forms sent to the TPA, etc.

For example, Person A was hired by Contractor X and is tested by one of the TPAs. Later the same worker is hired by Contractor Y that uses a different TPA. Does the person need to be tested again? How is the TPA aware that the worker is already in the NASAP pool? The worker will stay “Active” on the NASAP database if he/she does not miss a random test or tests non-negative regardless of who the worker’s employer is. Contractor Y must do a NASAP look-up to see if Person A is in the database and discern their status. Person A does not have to be re-tested unless the database shows the individual is “Inactive”. It is the responsibility of the employer to call the TPA to determine why the person in “Inactive”.

A donor may receive an “Inactive Retest” status for one of the following reasons:

• SSN might have been different than what we have in the system.
• Driver’s license number may have been used instead of the SSN.
• Employee may have tested on the wrong chain of custody (COC) or under the wrong policy.
• Employee may have tested outside of the random program window.
• Employee tested within the last days of the selection window and the test may still be in the analyzation process.

If the alcohol form does not have the policy ID listed the test sometimes will not merge and must be manually merged. IF the Client ID is not listed on the alcohol form it may be pending in our unprocessed forms section.

Your DOT employees may be covered under the same account number through a separate DOT policy that meets all federal regulations.

The DCC manages employee screening for contractor companies, keeping them compliant with individual owner policies. DISA administers DCC programs, which include drug and alcohol testing, background check and training services. The DCC provides expert specimen collection, laboratory, and MRO services, as well as random pool management, compliance and audit assistance and program reporting.

TRMA provides a drug-screen look-up function for contractors and manufacturers through the Virtual Safety Council. The Virtual Safety Council is the same software through which contractors order background checks, register for training, check training history, etc.

All participating owners have agreed to abide by one of our DCC policies, but they can also customize their programs with their own site-specific requirements. This program flexibility eliminates the need for contractors to participate in more than one program.

The random audit report summarizes the random program progress for the selection period. This notice is generated even if the random selections are fulfilled.

If the clinic does not offer eCCF they will not show up as an option when placing an eCCF order. You must select eCCF under offerings when locating a collection site.

The DCC in no way limits your own company policy and procedures. DISA can also administer your company policy separate from your DCC policy.

EPCC stands for “Exploration and Production Contractors Consortium” and is one of the various programs managed through the DCC. The EPCC operates under a policy that contains different guidelines and requirements than other DCC programs.

The Houston Area Safety Council maintains the NASAP database.

If you are a client that has either been phoning in, faxing, or emailing a credit card payment, you can continue to do so your you may go online to pay. DISA Finance does not have to be notified of the payment method change.

Some of our clients have elected to have a credit card on file with DISA. It is automatically charged once per month for any invoices from the prior billing cycles. This option is called “AutoPay”. If you would like to enroll in autopay please be sure to contact DISA Finance at 281-673-2470.

This is a report that is used to ensure tests are assigned the appropriate test purpose. We recommend that you review the report regularly. If employees are listed who were not truly selected for random then we will need to know the correct reason for test. If employees were selected for random and appear on this report, the employee and policy information will need to be verified and confirmed so random credit can be applied.

Processing time for test results is 24-72 hours from the time the lab receives the specimen.