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Provides support with federally mandated DOT programs and drug testing needs

Assists companies in creating a drug-free workplace environment

Third party administrator of DOT and drug-free workplaces

Supports any aspect of your drug and alcohol testing needs

Offers on-site services and training programs

MISSION


Here at Lakeshore Employee Testing Services Inc., we are committed to promoting a drug-free work environment. No matter what brought you to us, we work our hardest so you don’t have to. When you come to us you are family.

WHO ARE WE?


Lakeshore Employee Testing Services has been in business since 1994, serving as a third party administrator and helping businesses be successful in administering their programs without worry so that the employers can continue to concentrate on the more important things, like running their business. Let us add you to our satisfied family of companies and take the worry away in regards to your drug and alcohol testing by knowing that we will always have your back when it comes to being DOT compliant.

SERVICES


5 Drug Panel Testing
Inclusive drugs: Amphetamines, Cocaine, Opiates (200 ng/ml), PCP, THC (50ng/ml), Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine
5 Drug Panel + ETOH
Inclusive drugs: Amphetamines, Cocaine, Opiates (200 ng/ml), PCP, THC (50ng/ml), Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine. Also includes Urine Alcohol Screen.
7 Drug Panel Testing
Inclusive drugs: Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Opiates (2000 ng/ml), PCP, THC (50ng/ml), PCP, THC (50ng/ml). Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine
7 Drug Panel Testing + ETOH
Inclusive drugs: Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Opiates (2000 ng/ml), PCP, THC (50ng/ml), PCP, THC (50ng/ml). Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine. Also includes Urine Alcohol Screen.

A company or individual who may be concerned of an employee might be abusing prescription drugs often administer the seven panel drug test. This is common in industries where alertness is required or heavy machinery is operated.

9 Drug Panel Testing
Inclusive drugs: Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Methadone, Methaqualone, Opiates (2000 ng/ml), PCP, THC (50 ng/ml). Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine.
10 Drug Panel Testing
Inclusive drugs: Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Methadone, Methaqualone, Opiates (2000 ng/ml), PCP, Propoxyphene, THC (50 ng/ml). Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine.
10 Drug Panel Testing + ETOH
Inclusive drugs: Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Methadone, Methaqualone, Opiates (2000 ng/ml), PCP, Propoxyphene, THC (50 ng/ml). Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine. Also includes Urine Alcohol Screen.
10 Drug Panel with Expanded Opiates
Inclusive drugs: Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Methadone, Methaqualone, Opiates (2000 ng/ml), PCP, Propoxyphene, THC (50 ng/ml). Includes adulterant testing, including nitrites, chromates, pyridine, glutaraldehyde, PG, specific gravity and creatinine. Also includes Hydro Condone Testing panel. 

A ten-panel drug test is often tests law enforcement and occupational medicine employees. It is also used to examine if a person under legal probations violates the term of that probation. Further, many civil servants are required to pass a 10 panel drug test. This is due to the fact that their job entails dangerous work or work there the employee is responsible for the safety of others.

Post Accident Drug & Alcohol Testing
These are conducted when an employee is involved in an incident in the workplace or a company vehicle. This is to insure that the use of any illicit drugs or alcohol was not a contributing factor to the incident. For Department of Transportation related companies, this type of testing is required by DOT Rules & Regulations. Not conducting the test can incur severe fines or even legal charges.
Return-to-Duty
Return-to-Duty tests require “ direct observation”. This is only required after an employee has completed the “return-to-duty” process, and wants to return to work in a safety sensitive function. They replace the pre-employment test for any drivers who test positive or refused to be tested.
Follow-up Testing
Follow-up testing is required as prescribed by a substance abuse professional (SAP) who will also sign the return-to-duty report. These tests consist of a minimum of at least six unannounced directly observed tests conducted during the first 12 months following the return-to-duty test. A SAP can prescribe up to five years maximum of follow up tests for drivers who have tested positive or refused to test. This is in addition to any selections for random testing.
Random Testing
A random drug test is an unannounced test that CDL drivers are subject to. Even when a driver is an off-duty status at home, they may be directed to take a drug test. For random alcohol testing, the driver must be on duty or done immediately before or after driving. Drivers must immediately report to the testing location once they are notified to report for random testing. A delay in your arrival may be considered a refusal, which is equivalent to testing positive.
Pre-Employment Testing
A new driver must be drug tested and have a negative result before an employer can allow him to operate a CMV on any public road. Alcohol testing is only permitted if it applies to all CDL drivers. A driver must be pre-employment tested again if the driver is removed from a random testing pool for more than 30 days.
Reasonable Suspicion Testing
If an individual exhibits signs of drug or alcohol abuse, DOT- trained supervisors can direct them to be tested. This decision must be based on observations dealing with appearance, behavior, speech, or body odors of the driver.
Fingerprinting

Five reasons to have your finger prints done:

  1. Employment
    Employees from various companies are required to have a fingerprint on file.
  2. Foreign Travel, Passports, Work Permits, Visas and US Waivers
    Individuals who want to travel may be permitted to get a fingerprinted for a background check
  3. Citizenship, Permanent Resident & Immigration Applicants
    Applicants for Canadian citizenship, permanent residence or those immigrating to Canada may be required to provide a criminal record check with fingerprints.
  4. International Adoption Applicants
    Individuals who want to adopt a child from a foreign country are required to provide a criminal record check with fingerprints.
  5. Security License
    Some provincial regulations require individuals in security-related positions to provide a criminal record check with fingerprints for the application process.
  6. Pistol Permit
    To obtain a concealed weapons permit fingerprints are required. To schedule an appointment, visit: www.identogo.com
Hair-Testing & Collections
Hair follicle drug tests can detect substance abuse over a 90 day period and are much harder to “cheat”. This test can be ordered by a judge for court in cases that range from probation to custody cases. For this 90 to 120 of hair are taken from either the head or the body, as close to the follicle as possible.

Cocaine, marijuana, Opiates (Codeine, Morphine & 6-monoacteyl morphine), methamphetamine, (Meth/amphetamine & Ecstasy), and phencyclidine (PCP)

PARTNERS


CONSEQUENCES OF A POSITIVE TEST RESULT


A positive test result or refusal requires the driver to be removed immediately from operating any CMV on public roadways. The employer must provide a list of acceptable SAPs to choose from to begin the “return-to-duty” process. This process must be completed before a positive or refusal driver can legally return to driving CMVs for any employer, including himself.

A positive test result can be devastating for a driver and their family. It often results in extended periods of unemployment, due to the necessary time to complete the “return-to-duty” process with a qualified SAP and the tendency of employers not to hire drivers with drug or alcohol histories.

 OUR STAFF


Scott Langford, Owner
Scott A. Langford

President & CEO

Claudia Coniglio, VP
Claudia Coniglio

Vice-President & Train the Trainer

Robin Fancher, Staff
Stacey Szukala

On-site Coordinator & Collector

Melissa Rose Staff
Sonya Dorman

On-site Coordinator & Collector

Lucy Frazier
Lucy Frazier

Collector

LETS work together to be drug free!

CONTACT


202 E. Main Street
Suite #6
Fredonia, New York 14063
716-672-5387
Monday – Friday: 8:00am to 5:00pm
Saturday – Sunday: Closed
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