DISAWorks Help Center

NASAP stands for The North American Substance Abuse Program. The database is maintained by the Houston Area Safety Council in conjunction with other approved Third-Party Administrators, TPAs.

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”.