Department of Transportation (DOT) Drug Tests: Everything You Should Know

If your organization falls under the regulative authority of the United States Department of Transportation (DOT), you're likely required to perform DOT background checks. Understanding what they are, what they involve, and how they differ from non-DOT background checks can help you meet DOT requirements. Here's what you need to know about DOT drug tests.

A Department of Transportation (DOT) drug test analyzes a urine sample to identify whether metabolites from certain drugs or controlled substances are present in an individual’s system, which often include marijuana, cocaine, opiates, amphetamines and methamphetamines, and phencyclidine (PCP). 

The Omnibus Transportation Employee Testing Act (OTETA) requires the testing of individuals in certain positions within regulated agencies that fall under the DOT, such as:

• Federal Motor Carrier Safety Administration (FMCSA) requires a DOT drug test for CDL drivers who travel on public roads.
• Federal Railroad Administration (FRA) requires DOT drug testing for locomotive engineers, conductors, trainmen, switchmen, signalmen, operators, and other personnel.
• Federal Transit Administration (FTA) requires individuals involved in the operation, dispatch, movement, and maintenance of revenue service vehicles to undergo DOT drug tests.

Regulated employers must require a DOT drug test as a part of a DOT background check for new hires. In addition, regulated agencies may mandate that testing occur at other times during employment. For example, under FMCSA regulations, a CDL driver must undergo a DOT drug test if the employer has reasonable suspicion that the individual is under the influence of or using drugs; following an accident; upon returning to work after a suspension related to the use of drugs or alcohol; and at random throughout employment.

No, a DOT physical doesn’t include a drug test, but a person undergoing one typically must provide a urine sample for medical testing. DOT physicals typically include tests and exams to screen for diabetes, hearing and vision problems, seizure disorders, and other medical conditions that could prevent an individual from safely completing their duties in a regulated position. In some cases, such as during pre-employment screening, a candidate may need to undergo a DOT drug test and a DOT physical, but the drug screening and physical exam usually won’t occur simultaneously.

The difference between DOT vs. non-DOT drug tests include what substances are being screened, the specimen type, the speed and timing of the results, the testing process, and the cost. These differences are explained below and summarized in this table.

A DOT drug test is a federally regulated drug screening required for employees in safety-sensitive positions within industries overseen by the US Department of Transportation (DOT). This 5-panel drug test uses a urine specimen to test for marijuana, cocaine, opiates, amphetamines and methamphetamines, and phencyclidine (PCP), as required by DOT regulations. These tests are designed to ensure public safety by detecting drug use that could impair performance and increase the risk of accidents in roles critical to transportation safety.

The DOT also allows regulated employers to conduct non-DOT drug tests in addition to DOT drug tests. Employers may choose to do so if they wish to screen for drugs not included in a DOT drug test, such as barbiturates and benzodiazepines. 

A non-DOT drug test is a workplace drug screening that is not regulated by the DOT and is used for employers in industries outside federal transportation oversight. These tests are implemented voluntarily by employers and are often required as a part of pre-employment screening and random drug testing policies. For non-DOT drug testing, employers can choose from different types of drug tests with specimens including hair, saliva, urine, and blood.

A DOT drug test is a 5-panel urine drug test, as required by DOT regulations. As previously mentioned, employers must perform a DOT pre-employment drug test before hiring a candidate to fill a regulated position and at other times, such as following an accident or upon return to work following a suspension related to drug use.

Employers are free to establish their own policies regarding when to order non-DOT drug tests. Often, organizations elect to perform drug testing as a part of pre-employment screening and some  institute random drug testing policies. These tests may include 5- to 18-panel tests, though a 10-panel drug test is common.  

The DOT requires a chain of custody form to ensure proper handling of urine samples. The form creates a paper trail, making it clear who handled the sample during each step of the process. On the form, there are separate sections that must be completed by:

• The person undergoing testing, referred to as the donor
• The individual receiving the urine sample, called the collector
• The employer
• The testing facility that receives the sample
• The medical professional who reviews the test results to look for errors, known as the medical review officer (MRO)

A non-DOT drug test will involve the donor, the employer, the collector, the testing facility, and the MRO, but these individuals are not required to complete a chain of custody form. The procedures followed during the test may vary slightly depending on which provider an employer chooses to perform their non-DOT drug test. For example, some drug testing facilities perform DNA testing along with drug tests to ensure that the DNA found in the bodily fluid sample matches the individual undergoing the test.

Because of the special handling involved, DOT drug tests tend to cost slightly more than similar 5-panel drug tests. With Checkr, DOT drug and alcohol testing starts at $72 per test, while non-DOT drug tests start at $60 per test.

A DOT drug test shows whether a person has recently used marijuana, cocaine, opiates, amphetamines and methamphetamines, or phencyclidine (PCP). This differs from a non-DOT drug test, which may include the same substances contained in a DOT 5-panel drug test in addition to others, such as benzodiazepines, quaaludes, barbiturates, propoxyphene, and methadone.

A DOT drug test shows whether an individual has recently used any of five specific classes of drugs, testing for the following substances:

• Marijuana metabolites (THC)
• Cocaine metabolites
• Opiates, including codeine, heroin (6-acetylmorphine), morphine, hydrocodone, hydromorphone, oxycodone, and oxymorphone
• Amphetamines and methamphetamines (including MDMA)
• Phencyclidine (PCP)

The test measures the concentration of these substances or their metabolites in a urine sample. Each drug has a specific cutoff concentration; if the detected level is below this threshold, the result is reported as negative. If it is at or above the cutoff, a confirmation test is performed, and a positive result is reported if confirmed. 

A DOT drug test can detect recent use of specific drugs, and the detection window—how far back the test can identify drug use—varies by substance and individual usage patterns.

• Marijuana (THC): Occasional use can be detected for up to three days, moderate use up to 5–7 days, and chronic daily use up to 30 days or more.
• Amphetamines: Typically detectable for 1–3 days after use.
• Cocaine: Usually detectable for up to one day for one-time use, and 2–4 days for regular or chronic users.
• Opiates (including heroin, codeine, morphine): Generally detectable for 2–5 days, depending on the specific opioid and usage frequency.
• Phencyclidine (PCP): Can be detected for up to 5–8 days, and possibly longer with frequent use.

These windows are general estimates and can be influenced by factors such as frequency and amount of drug use, metabolism, age, body mass, and overall health. For marijuana, in particular, chronic users may test positive for several weeks to three months.

DOT drug tests are generally processed within a few days. Negative results are usually available within two days after the specimen arrives at the laboratory, while positive results may take up to five days or more as they require confirmatory testing and review by an MRO.

The time it takes to receive results after ordering a DOT drug test also depends on how quickly the candidate schedules the test and the availability of appointments at the clinic. 

DOT-regulated employers hiring for safety-sensitive positions should be familiar with federal drug testing laws to ensure compliance. Here’s a look at some of the federal laws related to DOT drug testing and drug testing in general.

The Omnibus Transportation Employee Testing Act establishes mandatory drug testing for certain positions regulated by agencies within the DOT, such as the FAA, FMCSA, USCG, FRA, and FTA. It also establishes procedures that employers and testing facilities must follow when completing DOT background checks.

The federal Fair Credit Reporting Act (FCRA) requires employers who partner with background check companies, like Checkr, when performing DOT drug tests, non-DOT drug tests, and other background checks to notify candidates that testing will occur and receive written permission before testing. In addition, it requires employers to follow an adverse action process if information obtained from a drug test results in adverse actions, such as disqualification from employment.

There are DOT drug test requirements and restrictions that DOT-regulated agencies must follow. The FMCSA establishes the DOT drug test requirements for CDL drivers. Here are some of the requirements and restrictions employers must follow under FMCSA regulations:

• Collect required information, such as the candidate’s social security number and name, the name and address of the laboratory, and the name of the medical review officer.
• Develop written policies on controlled substance use and alcohol misuse and provide them to all CDL drivers, who must sign a document attesting to the fact that they received the policy.
• Conduct DOT drug tests at specific times, such as during pre-employment screening, after a qualifying accident, if there is reasonable suspicion that a person is using drugs, as a part of random drug testing policies, and following a return-to-work plan after a suspension related to drug use.
• Train supervisors to determine whether reasonable suspicion exists to request DOT drug testing.
• Follow a set drug testing procedure, which includes the use of a chain of custody form.
• Retain certain types of documentation related to DOT drug testing for set periods of time. For example, employers must retain records of verified positive drug test results for five years.
• Do not include non-CDL drivers in DOT random drug testing pools. 

In addition to the requirements imposed by the FMCSA, other DOT agencies may have differing or secondary requirements or restrictions. Your legal counsel can provide specific information on your responsibilities under DOT drug testing regulations.

A DOT drug test uses a urine sample. However, regulated employers are free to perform additional drug tests aside from DOT drug tests, so a hair, saliva, or blood sample may still be necessary in some cases.

A DOT drug test screens for marijuana, cocaine, opiates, amphetamines and methamphetamines, and phencyclidine (PCP). Because the test involves five substances, you may sometimes see it referred to as a DOT 5-panel drug test.

CBD generally does not show up on DOT drug tests because DOT tests screen for the presence of delta-9-tetrahydrocannabinol (THC) and its metabolites, not for CBD. However, many CBD products can contain trace amounts of THC due to lack of manufacturing regulations. If a DOT-regulated employee uses a CBD product that contains enough THC, a DOT drug test may test positive for marijuana.

DOT drug testing does not include alcohol testing through breath or saliva. When hiring CDL drivers, alcohol testing is not a mandatory part of DOT drug tests, but employers can choose to include it. However, DOT regulations mandate that alcohol testing is performed on CDL drivers following an accident or if there is reasonable suspicion that an individual is intoxicated at work.

If you "fail" a DOT drug test, an employer is prohibited from allowing you to perform safety-sensitive functions, such as operating a commercial motor vehicle (CMV). When you fail a drug test during a pre-employment screening, an employer may disqualify you from employment entirely or you may be eligible for a different role that doesn’t involve performing safety-sensitive functions, depending on their policies. 

Under DOT regulations, existing employees who fail drug tests must complete a return-to-duty process with a DOT-qualified substance abuse professional and pass a subsequent drug test before returning to work in a role that involves safety-sensitive functions. When allowed by law and employment contracts, employers may adopt policies with additional consequences that go beyond what the DOT requires. For example, employers may elect to terminate the employment of someone who fails a DOT drug test.

If you’re in a DOT-regulated industry, performing DOT drug tests is a crucial part of compliance. There are regulations regarding who to test, when to test, and how to follow the testing process. 

A qualified background check provider, like Checkr, can help you meet requirements for DOT drug testing. With Checkr, you can build a customized screening program that speeds hiring and enables compliance with DOT and FMCSA requirements. Our easy-to-use dashboard makes it easy to order and review reports, while a mobile-first candidate experience helps reduce time to hire. Get started with Checkr today.

About the author

Hayley Harrison writes about a wide range of business topics and best practices, including background checks, candidate experience, and recruitment and retention. Her work includes educational articles, e-books, and blog posts.