Trying to set up and administer a Drug-Free Workplace Program can be cumbersome if not difficult for companies, especially in regulated industries. IEBT's role as a Certified Third-Party Administrator (TPA) is to make your transition into a Drug-Free Workplace as smooth as possible, and relieve you of the difficulties involved in the day to day implementation and administration of your program now, and in the future.  We bring team of professionals to the table that in effect, act as your staff, to insure that your program is as efficient, and as cost effective as possible.

One of the chief goals of a Drug-Free Workplace Program is to see to it that a company's level of productivity and profit is not hindered by drug and alcohol abuse; however, a DFWP program can be counter productive if a company has to spend an excessive amount of time, energy and money to set up and administer it.  Partnering with IEBT solves these issues.

IEBT provides its clients as many, or as few of the many services available as necessary. We structure a program to each company's unique needs or requirements.

Our Administration Services include:

Analysis of Needs, Policy Development and Writing, In Service Training, Drug and Alcohol Testing Facilities, Random Selection Administration, SAMHSA Certified Labratories, Medical Review Officers (MRO), Employee Assistance Programs (EAP), Substance Abuse Professionals (SAP).

Each service is defined below.

Once policy is in place, training and education is necessary, and in most cases it is required by regulation. It is important that the employees understand the benefits and procedures of the new program, as well as their rights and responsibilities.

IEBT's Drug and Alcohol in the Workforce Training Program guides employers in the right direction for long-term control and elimination of drug and alcohol abuse among employees. 

Employee Training provides your employees with a firm understanding of your company's drug and alcohol policy. Training includes the effects of drugs on the employee and fellow workers, testing procedures, prohibited uses of drugs and alcohol, consequences for violation of policy and treatment options.

Supervisors receive additional training.  This allows your managers and supervisors to increase their ability to maintain safety, efficiency and discipline on the job. Supervisors will be trained to recognize the actual drugs, identicals, paraphernalia, signs of use and methods of drug sales in the workplace. Additionally the supervisors will be trained to properly observe violations, obtain second opinions, and properly document violation of your company's policy.

Training can be conducted on-site at your place of business, by web conference, or at one of IEBT's facilities.

Every Drug-Free Workplace Policy includes implementation of one or more of the following categories of Drug and/or Alcohol Testing: Pre-Employment, Baseline, Random Selection, Reasonable Suspicion, Post-Accident, Return to Duty, or Follow-up.  When a test is necessary, where do you send the employee?  Who will do the test? How reliable will the test be?  Will the paper work be error-free and follow all necessary regulations?  How will my employees be treated? How much will it cost?  These are just a few of the questions that companies face.  IEBT has the answers.

IEBT has been conducting drug testing since 1988 and was at the forefront of setting the standards for the testing process.  Many of the today's regulations are a result of IEBT consultations and recommendations.

IEBT follows the same standard procedures that are used in federally mandated testing, protecting the identity of the donor and assuring the integrity of the specimen being tested.

IEBT has a nationwide network of testing facilities and specializes in ON-SITE testing at your company's location.  So whether your testing needs are local or nationwide, we offer a front-to-back solution.  Testing service is available 24 hours a day, 7 days a week.  Most importantly, IEBTonly employs certified collection and testing specialists, as well as certified laboratory personnel.

Testing can be conducted on-site at your place of business, or at one of IEBT's facilities.

There was a time when drawing names out of a hat was acceptable. The process is now regulated by law. IEBT sets up the company database to allow random selections that follow the strictest regulations and provides the actual notifications. Through training and understanding the process, employees are generally supportive of the policy.

In addition, double blind specimen proficiency testing is required at the company level. IEBT performs such testing for its companies as required by law. The SAMHSA rules are so rigid that only 70 of the over 2000 laboratories in the US qualify.

MROCC's certification examination is based upon the federal requirements developed by the Department of Health and Human Services for federal drug testing programs which state the Medical Review Officer must have a Medical Degree or Degree of Osteopathic Medicine. This requirement has been adopted by the Nuclear Regulatory Commission and the Department of Transportation for its mandatory drug testing programs.

Use of an EAP is required in the instance of an employee testing positive for drugs and or alcohol; however, a company may elect to refer an employee to an EAP based on reasonable suspicion or behavior issues that do not include drug or alcohol abuse.  Employees may also refer themselves to an EAP prior to any testing.  

EAP's make evaluations and may recommend a range of treatments including detoxification, in-patient and out-patient treatment, private counseling or community service self-help like Alcoholics or Narcotics Anonymous.  Part of any treatment as a result of a positive test is a required referral to a Substance Abuse Pofessional (SAP).

Costs of EAP's and SAP's are generally covered under health insurance plans.  When they are not, employees typically bear the burden.

A SAP must be a licensed physician (Doctor of Medicine or Osteopathy); or a licensed or certified social worker; or a licensed or certified psychologist; or a licensed or certified employee assistance professional; or an alcohol and drug abuse counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission (NAADAC), or by the International Certification Reciprocity Consortium/Alcohol and Other Drug Abuse (ICRC), or by the National Board of Certified Counselors, Inc. and Affiliates/Master Addictions Counselor (NBCC).