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Pre-employment drug testing

The most critical factor in a successful DOT compliance program is selecting the right employees to begin with, and that means filtering out the bad ones.

Random drug and alcohol testing

All DOT employers are required to conduct random, unannounced drug and alcohol tests to remain in compliance. The total number of random tests conducted each year may vary. The goal of random testing is to discourage substance use by making testing unpredictable, and to identify substance users.

Post-accident drug and alcohol testing

As soon as reasonably possible following an accident, DOT employers are required to test for drug & alcohol for each employee who were performing safety-sensitive functions.

Reasonable suspicion drug and alcohol testing

A DOT employer must have an employee submit to a drug and alcohol test when there is reasonable suspicion to believe that the employee has violated drug and/or alcohol policies. The employer’s determination that reasonable suspicion exists must be based on specific and articulable observations concerning the appearance, behavior, speech or body odors of the employee.

It’s important to note that required observations for drug and/or alcohol reasonable suspicion testing must be made by a supervisor or company official who is trained in accordance with DOT regulations. This training is a DOT mandated requirement.

DATIA (Drug and Alcohol Testing Industry Association) and SHRM (Society for Human Resource Management) recently completed a study on the efficacy of workplace drug testing programs. Findings concluded that employee drug testing improved productivity and attendance and decreased workers’ compensation and turnover.

Examples include:

  • 1/5 companies studied had noticeable increase in worker productivity
  • 56% improvement in absenteeism
  • 57% reduction in workers’ compensation incident rates
  • 16% companies studied reported a net decrease in turnover rates

Most states give a discount on workers’ compensation insurance for maintaining a Certified Drug Free Workplace.

A&G Testing can help reduce liability and improve productivity by:
  • Establish/Maintain a Certified Drug Free Workplace
  • Using only collectors trained through DATIA
  • On-site collection prevents increased downtime and the liability incurred when a substance abuser travels to a clinic on company time.
  • Providing a court defensible test every time.
What tests do we provide?
  • DOT
  • Non-DOT (up to a ten panel test)
  • Specialized Tests (Bath Salts, GHB, LSD, Synthetic Marijuana...)
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Statistics reveal that alcohol abuse accounts for approximately 67% of all substance abuse complaints. Our collectors are Breath Alcohol Technicians certified by DATIA (Drug & Alcohol Testing Industry Association)

Are you concerned that an employee or child may be abusing alcohol?

Contact us today to find out how our alcohol testing can help you prevent or eliminate alcohol abuse in your company, organization, school or home.

Types of Alcohol Tests

Breath Alcohol Test

A breath alcohol test determines how much alcohol is in your blood by measuring the amount of alcohol that is in the air you breathe out (exhale). Certified Breath Alcohol Technicians (CBAT) conduct breath alcohol tests using a SAMHSA approved evidential breath analyzer. We use the Alcovisor Mark V.

Urine Alcohol Test

Also known as urinalysis, this procedure requires that one provide a sample of urine. This sample of urine is analyzed to determine blood alcohol content.

Swab Alcohol Test

The saliva swab drug screen test is a one-step chromatographic immunoassay device for the qualitative detection of alcohol in saliva. Based on immunoassay principles, the saliva swab alcohol test is an easy-to-use test that requires the donor to place the saliva swab into the mouth and the administrator to confirm the test results.

A&G Testing provides 24-7 availability
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Who can use DNA testing?

A man wondering if a child is really his.

Someone wanting closure or peace of mind.

A woman seeking child support from a man who denies he is the child's father.

A person attempting to win visitiation or custody.

A parent going through a divorce.

A person seeking to establish Social Security benefits, inheritance rights, or Native American tribal rights.

A person seeking to immigrate into the U.S. on the grounds that he or she is a blood relative of a citizen.

Someone wanting to identify biological grandparents or siblings.

Those who have received inconclusive results from other methods or who want a "second opinion".

A suspicious spouse or loved one.

Adopted children or the biological parent of adopted children.

Our DNA testing is done professionally and privately in the customer’s place of choice, whether it is in the home, the office or the hospital. Turnaround time for results average 2-3 days. Express results are available.

Our DNA testing is done professionally and privately in the customer’s place of choice, whether it is in the home, the office or the hospital. Turnaround time for results average 2-3 days. Express results are available.

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Drug Free Workplace

Part of our commitment to providing our clients with a full service drug and alcohol testing program is to provide necessary training. The state of Alabama requires two hours initial training of supervisors and one hour semiannual training of all employees on substance abuse. Our DATIA trained staff provides valuable training that keeps your company knowledgeable, legal and compliant with Drug Free Workplace requirements. If an employer implements a drug-free workplace program substantially in accordance with the state of Alabama, the employer shall qualify for certification for a five percent premium discount under the employer's workers' compensation insurance policy.

Designated Employer Representative (DER)

A DER is an employee authorized by the employer to take immediate action(s) to remove or cause employees to be removed from safety-sensitive duties and to make decisions required in the testing and evaluation process. The DER receives test results and other communications for the employer consistent with 49 CFR Part 40. The role of the DER is vital to keeping the company in compliance with DOT agency regulations therefore he or she must be thoroughly familiar with state and federal regulations, company policy, union agreements, and daily operating procedures.

CPR / First Aid

The Occupational Safety and Health Administration (OSHA) has requirements for first aid emergency care including cardiopulmonary resuscitation (CPR). Employees may have to sustain another employee with a health emergency before EMS personnel arrive to decrease the risk of brain damage and death. Although OSHA recommends that every workplace have at least one employee trained in first aid and CPR, it is not required and may be substituted with other options. OSHA encourages employers to assess the risks of the workplace individually and decide on the necessary steps to take to ensure that all employees will have access to emergency care in four minutes or less.

Our instructors are certified by the American Heart Association and many are paramedics with the Tuscaloosa Fire & Rescue Service.

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Background Checks

You can't always tell by looking.

50% of all resumes and applications contain false information.

33% of all business failures are due to employee theft.

18% of all violent crimes occur in the workplace.

Can you afford to be wrong?

Employers who conduct background screening greatly reduce the risk of employee theft, fraud and embezzlement. Background screening may reveal past criminal behavior and save your company thousands of dollars by helping you prevent a bad hire. Additionally, it is important that you protect your employees and clients from sex and violent offenders. Background screening sends a message to your employees, vendors, and clients that you are serious about safety.

Our full service background solutions include:
  • Instant national criminal searches
  • Multi-state sex and violent offenders search
  • County criminal history
  • Motor vehicle reports
  • Employment credit reports
  • Social security verification and address tracker
  • Healthcare industry search services
  • Tenant screening
  • Volunteer screening
  • Employment verification
Do a background check now

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Program Management

DOT Programs

We know how difficult it is to keep up with the constantly changing rules and regulations of the six agencies under the DOT umbrella (FMCSA, FAA, FTA, PHMSA, USCG, FRA), which is why our compliance specialists monitor all changes and modify our client’s DOT compliance programs accordingly.

Non-DOT Programs

Every business is not bound by the Department of Transportation, however the DOT does set the standard for the drug/alcohol testing industry to follow. Call us and together we can put a program together that fits your company's needs.

Policy Development

A Policy is the backbone of any program. A sound policy is necessary for a bullet proof program. Whether you have one employee or 1,000 employees, let A&G help you develop a policy that best fits your company.

Return to duty drug and alcohol testing

Any employee who has tested positive, either for drugs or alcohol, must submit to a return to duty test before he or she may return to his/her position to ensure that the individual is free from drugs or alcohol.

Follow up testing

Employees returning to duty must submit to follow-up drug and alcohol testing, which is separate from the random testing requirement. No less than six mandated, unannounced follow up drug and alcohol tests during their first year back to a safety-sensitive function position following the violation.

Contact us today and find out how A & G Testing can develop and manage your DOT compliance program.

Non-DOT Programs

A written drug free workplace policy is essential for an effective non-DOT, or standard drug-free workplace program, because it helps both you and your employees to understand what is expected and to focus on important details.

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