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You should obtain a signed release from any applicant or employee that will be subject to a background check. Keep a copy of the signed release in your own files. We recommend you copy the Summary of Rights (as required by the FCRA) on the back side of the release so you are sure it was provided.

If you know the alternate name, you can include it in your background check search request. If an additional name is disclosed during the background check-on (E.G., On the social security trace), we will automatically run the additional name for a small fee within the parameters of your search package.

Alternates are additional names that are chosen through the randomization process, meant to be used only when chosen employees are unavailable for testing. Example: If an employee selected for testing is known to be unavailable during the selection cycle (legitimate extended absence, long-term illness, etc.), then you document the reason and make-up the rate shortfall by using the next alternate selection provided. The use of alternates keeps you from having to make an extra selection during the next selection cycle and helps ensure your random percentage rate. Please note: Alternates should never be used just because an employee is selected for testing but has the day off, or because of operational difficulties. In those cases, it is best to just test the employee during their next scheduled shift within the same selection cycle.

It is possible for individuals to be selected multiple times for testing as the algorithms used do not exclude individuals from selection unless they are purposefully removed from the employee pool. That said, an individual will not be selected twice on the same selection period but could be selected more than once over the course of the program period. If the program covers 12 months, they could be selected more than once over that time.

In order to maintain the integrity of your random drug testing program, you should ensure that every eligible employee has an equal opportunity of being selected for testing during each selection period. The U.S. Department of Transportation recommends that, regardless of job titles, all employed, eligible people should be part of the pool of eligible employees to be chosen for testing based on their job function or category. For example, the company could make all workers who operate machinery or vehicles subject to random drug testing, but not require the testing of clerical staff. Some employers test only those employees whose jobs are inherently risky. If your employee is in a position that is part of the testing pool, then being on workers compensation does not make them ineligible for random testing.