Iowa Pre-Employment Drug Screening and Drug Testing

We provide convenient pre-employment drug screening and drug testing primarily through

Quest Diagnostics with thousands of offices located nationwide.

Governing statute; Iowa Code Ann. §730.5

Applicant can be informed orally at time of application that drug test is required, and if ads and application forms carry notice of drug test.

Employer must have a written policy  concerning drug testing that spells out the discipline or rehabilitation that will be required for positive test results, among other things. Also, the employer must have an employee assistance (EAP) resources, an employee awareness program, as well as training for supervisors.

Testing is  authorized as part of pre-employment physical examination if the  above conditions of notice are met.

The test subject must be given the opportunity to dispute or explain positive test results and to request a re-test.  Confidentiality of test results, records of positive test removed from personnel file when employee terminates if treatment program was successfully completed.

 If there is probable cause to suspect substance abuse and an employee holds a job in which impairment would pose a danger, then drug testing is approved.
Random testing selection must follow a computer based random generation of numbers formula based on a mathematical equation derived from social security numbers or payroll identification numbers.

Before any adverse action can  be taken, all tests must be confirmed then reviewed and interpreted by a medical review officer.

Confirmation drug tests must be performed by a HHS-certified laboratory.

If a case is positive test result is confirmed, an employer must send a certified letter notifying the employee of the test result. The letter must also advise the employee of the right to request a retest, which must be made within 7 days.

The same Medical Review Officer (MRO)  who reviewed the first test results must review the results of the second test.

If the results are different then the employee must be reimbursed for the test cost and the first test will be considered non-positive.

Also, if given 30 days notice, an employee receiving  an annual physical may be tested,

For a first positive test result, the  employee must receive a substance abuse evaluation and also an opportunity for treatment.

The employee may face discipline or discharge for subsequent positive results or the failure to complete treatment.

Time required for testing existing employees is considered compensable work time.

Costs for drug tests must be paid by the employer. Re-testing may be paid for by the employee.

Employers may not discriminate by testing only certain groups of employees by race or gender for drug testing.

Nor, may they defame an employee by publicizing an employee’s positive test results.

All records of a positive test removed from employee’s file when the employee terminates or if a treatment program was completed successfully.

ADA. An applicant who is taking medication for a disability is protected by the Americans With Disability act (ADA.)

Along with pre-employment drug screening, we also offer a complete menu of all other employment screening services from criminal records checks to instant state driving records. For a complete listing and description of the other pre-employment screening services we offer,  please Click Here

Our Automated Employment Screening provides an applicant controlled process that allows FCRA compliant background check forms, including Electronic Chain-Of-custody  forms and  releases to be completed online by the applicant.

We provide several short   videos    to  easily acquaint you with the system.

This makes the background check process fast and easy.

Please   Click   or call for more information.


Call Us now at    800-459-3034  and begin ordering instant driving records and background checks within minutes or:


A price list will be promptly e-mailed to you.


None of the information contained in this web site should be construed as legal advice. All forms, policies, information and procedures should be reviewed by your legal counsel before being used in any way.

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