WHO WE ARE

Licensed and Insured Clinical Medical

Laboratory performing Mobile Phlebotomy, Toxicology, Chemistry, Hematology, Coagulation, Immunoassay, Genetics, Allergy, DNA, and Microbiology Testing for Drivers, Physicians, Employers, Patients, and Healthcare Systems.

CONTACT US

888-406-1738

888-808-1680 fax

QUICK LINKS

© 2018 LabRad Diagnostics, LLC.

drug testing, drug testing az, drug testing phoenix, arcpoint labs of phoenix, tasc inc., us compliance consortium, drug testing service, az clinical services, labcorp, accusearch inc, lab express, sonora quest laboratories, any lab test now, anylabtestnow, a z clinical services llc, oschmann, mobile drug testing, examone, arcpoint labs of scottsdale north, rapid laboratory, central clinical labs, ccl, central labs, central clinical, concentra, terros, dot drug test phoenix, dot drug test az, dot drug test, department of transportation drug test, drugs of abuse testing, drugs, drug testing labs, southwest laboratories, drug testing in the workplace, drug testing kit, drug testing companies, drug testing welfare, drug testing centers near me, drug test results, mobile phlebotomy, at home blood test, mobile laboratory, mobile drug testing, mobile drug test, omega laboratories, ameritox, drug testing for court, samhsa, labexpress.com, tascsolutions.org, norchemlab.com, norchem, pomdrugtestingservices, independent testing lab, nta testing, ntatesting, walk in drug test near me, how much does a drug test cost at labcorp, labcorp 10 panel drug test, labcorp preemployment drug screen, what does labcorp test for in urine tests, labcorp drug test codes, labcorp drug test procedure, drug testing centers, allabdrugtest.com, millenniumhealth, americanscreeningcorp, usdrugtestcenters, go.anylabtestnow.com, mobile phlebotomist, phlebotomyservices, unique lab services, phlebotek phlebotomy solutions, 1stchoicelab.com, nppn.info, mobile phlebotomist near me, mobile phlebotomist for insurance companies, mobile phlebotomy I diagnostic lab tests I mobile labs services, mobile labs, mobile laboratory services arizona, mobile phlebotomy tucson, mobile phlebotomy phoenix, tender touch mobile phlebotomy, mobile phlebotomy - examone, premier draw services, phlebotomy services intl. - mobile phlebotomy for 23 years, igboo, ccl labs I mobile phlebotomy I diagnostic testing I arizona, schryvermedical, schryver medical, diagnostic laboratories, diaglabs, ptchoice, we come to your phlebotomy, lab express inc. dba labxpress, patient's choice lab svc inc, reliable mobile labs, unique labs az, mobile phlebotomy phoenix, mobile medical lab services, in home blood draw services, mobile blood draw near me 

Drug and Alcohol Testing:

View our Drug Testing Brochure

We provide the following Drug Testing Options:

  • Pre-Employment:  Pre-employment testing is conducted to prevent hiring individuals who illegally use drugs.  It typically takes place after a conditional offer of employment has been made.  Applicants agree to be tested as a condition of employment and are not hired if they fail to produce a negative test. However, it is possible for employees to prepare for a pre-employment test by stopping their drug use several days before they anticipate being tested.  Therefore, some employers test probationary employees on an unannounced basis.  Some states however, restrict this process.  Furthermore, the Americans with Disabilities Act (ADA) of 1990 prohibits the use of pre-employment testing for alcohol use.

     

  • Reasonable Suspicion:  Reasonable suspicion testing is similar to, and sometimes referred to, as “probable-cause” or “for-cause” testing and is conducted when supervisors document observable signs and symptoms that lead them to suspect drug use or a drug-free workplace policy violation.  It is extremely important to have clear, consistent definitions of what behavior justifies drug and alcohol testing and any suspicion should be corroborated by another supervisor or manager.  Since this type of testing is at the discretion of management, it requires careful, comprehensive supervisor training.  In addition, it is advised that employees who are suspected of drug use or a policy violation not return to work while awaiting the results of reasonable suspicion testing.

  • Post-Accident:  Since property damage or personal injury may result from accidents, testing following an accident can help determine whether drugs and/or alcohol were a factor.  It is important to establish objective criteria that will trigger a post-accident test and how and by whom they will be determined and documented.  Examples of criteria used by employers include:  fatalities; injuries that require anyone to be removed from the scene for medical care; damage to vehicles or property above a specified monetary amount; and citations issued by the police.  Although the results of a post-accident test determine drug use, a positive test result in and of itself can not prove that drug use caused an accident.  When post-accident testing is conducted, it is a good idea for employers not to allow employees involved in any accident to return to work prior to or following the testing.  Employers also need to have guidelines to specify how soon following an accident testing must occur so results are relevant.  Substances remain in a person’s system for various amounts of time, and it is usually recommended that post-accident testing be done within 12 hours.  Some employers expand the test trigger to incidents even if an accident or injury was averted and hence use term “post-incident.”

     

  • Random:  Random testing is performed on an unannounced, unpredictable basis on employees whose identifying information (e.g., social security number or employee number) has been placed in a testing pool from which a scientifically arbitrary selection is made.  This selection is usually computer generated to ensure that it is indeed random and that each person of the workforce population has an equal chance of being selected for testing, regardless of whether that person was recently tested or not.  Because this type of testing has no advance notice, it serves as a deterrent.

  • Periodic:  Periodic testing is usually scheduled in advance and uniformly administered.  Some employers use it on an annual basis, especially if physicals are required for the job.  Such tests generally are more accepted by employees than unannounced tests, but employees can prepare them by stopping their drug use several days beforehand.

  • Return-to-Duty: Return-to-duty testing involves a one-time, announced test when an employee who has tested positive has completed the required treatment for substance abuse and is ready to return to the workplace. Some employers also use this type of testing for any employee who has been absent for an extended period of time.

  • Other:  Other types of tests are also used by some employers.  For example, follow-up testing or post-rehabilitation testing is conducted periodically after an employee returns to the workplace upon completing rehabilitation for a drug or alcohol problem.  It is administered on an unannounced, unpredictable basis for a period of time specified in the drug-free workplace policy.  Another type of testing, blanket testing, is similar to random testing in that it is unannounced and not based on individual suspicion; however, everyone at a worksite is tested rather than a randomly selected percentage.  Other types of testing include voluntary, probationary, pre-promotion and return-after-illness testing. 

Drug Tests that we perform:

Testing conducted according to SAMHSA’s guidelines checks for five illicit drugs plus, in some cases, alcohol (ethanol, ethyl alcohol, booze).  These five illicit drugs are: 

  • Amphetamines (meth, speed, crank, ecstasy)

  • THC (cannabinoids, marijuana, hash)

  • Cocaine (coke, crack)

  • Opiates (heroin, opium, codeine, morphine)

  • Phencyclidine (PCP, angel dust)  

However, most private employers are not limited in the number of substances they can test for and may include drugs that individuals legitimately and/or therapeutically take based on a physician’s prescription.  Although most private employers can test for any combination of drugs, there are commonly selected “panels.” 

The typical 8-Panel Test includes the above-mentioned substances plus:

  • Barbiturates (phenobarbital, butalbital, secobarbital, downers)

  • Benzodiazepines (tranquilizers like Valium, Librium, Xanax)

  • Methaqualone (Quaaludes)

The typical 10-Panel Test includes the 8-Panel Test plus:

  • Methadone (often used to treat heroin addiction)

  • Propoxyphene (Darvon compounds)

Testing can also be done for:

  • Hallucinogens (LSD, mushrooms, mescaline, peyote)

  • Inhalants (paint, glue, hairspray)

  • Anabolic steroids (synthesized, muscle-building hormones) 

  • Hydrocodone (prescription medication known as Lortab, Vicodin, Oxycodone)

  • MDMA ( commonly known as Ecstasy)