DISAWorks Help Center
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Yes. The DCC is a nationwide program, serving several hundred participating owner sites across the U.S.
The DCC in no way limits your own company policy and procedures. DISA can also administer your company policy separate from your DCC policy.
Only employees who can demonstrate an “Active” or “Employed” status in the DCC can work on participating owner job sites. An Active or Employed status is achieved by complying with the EPCC and DOT policies, as well as individual owner employee screening requirements (if any). The EPCC only reports an employee’s status to participating owners.
Contractor employees must complete the EPCC membership application process and must be screened in accordance with the EPCC policy, as well as individual owner employee screening requirements (if any). Screening includes drug and alcohol testing and/or backgrounds screening as applicable.
Owners have real-time access to compliance status through our online data management system, DISAWorks.
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).
Some of the responsibilities of the DER/Communicator(s) include verifying employee applicants, enrolling employees in the program, receiving and disbursing random selection lists, receiving test results, and communicating with the Medical Review Officer (MRO). These individuals are responsible for communicating with DISA regarding all aspects of their company’s DCC program.
Only the DER/Communicator(s) for the contractor company who paid for the test may receive actual employee screening/test results. These results can also be given to the employee for whom the screen/test is conducted.
Your company can sign-up for our in-depth webinar training offered by one of DISA’s professional trainers. In addition to this training your company can participate in:
One-on-One Webinar Training
DISA Refresher Course Training
Access to WalkMe (self-guided navigation tool within DISAWorks)
Access to Learn More Here Videos
Your company can setup invoices in 4 ways (consolidated, by Location, by PO or by Service Line). Your company will receive bi-monthly invoices that contain all fees for collection services, laboratory analysis, MRO services, account administration, record storage, training etc.
Processing time for test results is 24-72 hours from the time the lab receives the specimen.
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.
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.
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 proper protocol is for the collection site to email/fax a copy of the results to DISA’s forms department for processing.
DOT has not approved electronic alcohols. Two alternatives are to (1) send the donor with an authorization form requesting a DOT alcohol collection. (2) Call the collection site ahead and let them know that the employee needs a DOT alcohol collection. Make note that the collection site can use a generic DOT alcohol form if you are unable to send the donor with your client specific alcohol testing form.
There are several reasons random credit may not be applicable to a drug test result:
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.
A no show report may have generated due to the following:
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.
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.
The random audit report summarizes the random program progress for the selection period. This notice is generated even if the random selections are fulfilled.