Quick answer: A background check plus drug test package for employers pairs an FCRA-compliant background screening with a urine drug test, usually a 5-panel screen. The 5-panel screen detects THC (50 ng/mL), cocaine (150), opiates (2,000), amphetamines (500) and PCP (25). Any positive is preliminary; confirm by GC/MS or LC-MS/MS laboratory testing. ASC supplies FDA-cleared, CLIA-waived kits.
- Run both screens under one written policy and one signed disclosure and consent set, so every candidate is treated the same way.
- Use the on-site test for fast results and send every non-negative result to a laboratory for confirmation before acting on it.
- Pair kits from American Screening Corp with background reports from its sister division, Reveal Background, to keep the process in one place.
What is a background check plus drug test package?
It is a pre-employment screening bundle. One part verifies identity, criminal records, employment history and similar items. The other part tests a urine or oral fluid sample for drugs.
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Employers, staffing firms and clinics use the bundle to make one consistent decision at one point in the hiring process. The two parts are governed by different rules, so they are run as separate workflows under one policy.
What does the drug test side detect, and at what cutoffs?
The most common employer configuration is a 5-panel urine screen. The cutoffs below follow the initial test cutoffs in the HHS Mandatory Guidelines for Federal Workplace Drug Testing Programs, which DOT 49 CFR Part 40 also uses for its urine testing (as of 2026). Confirm the exact cutoffs for the kit you buy on its product page and package insert.
| Substance | Screening cutoff (ng/mL) | Typical urine detection window |
|---|---|---|
| THC (marijuana metabolite) | 50 | About 1-3 days for occasional use; longer for heavy, regular use |
| Cocaine metabolite | 150 | About 1-3 days |
| Opiates (morphine) | 2,000 | About 1-3 days |
| Amphetamines | 500 | About 1-3 days |
| Phencyclidine (PCP) | 25 | About 1-8 days, depending on use |
Windows vary with dose, frequency, metabolism and hydration. Treat them as general ranges, not guarantees.
How do you read and handle the result?
- Check the specimen first: temperature strip and visible integrity, per the kit instructions.
- Read the result at the time stated in the package insert. Do not read it later.
- Record a negative result and file it with the candidate record.
- Treat any non-negative result as preliminary. Send the specimen for GC/MS or LC-MS/MS laboratory confirmation.
- Make no adverse decision until the confirmed result and any medical review required by your policy are complete.
Which format fits your hiring workflow?
Cups give a multi-panel urine result on site and suit high-volume hiring. Dip cards suit lower cost per test and flexible panel choices. Browse drug test cups or drug test dip cards for current panel options.
Decision guide
- High-volume staffing or warehouse hiring: on-site cups plus lab confirmation.
- Clinics and treatment programs: cups or dips with documented chain of custody for confirmation.
- DOT-regulated safety-sensitive roles: follow 49 CFR Part 40 exactly. It requires a federally regulated collection and laboratory process, so an on-site screen alone does not satisfy it.
How does the background check side stay compliant?
Under the Fair Credit Reporting Act (FCRA), an employer that uses a consumer reporting agency must give a clear written disclosure, obtain written authorization, and follow the pre-adverse and adverse action steps if the report affects a decision (FTC, Background Checks: What Employers Need to Know). The EEOC advises that employers apply screening criteria consistently and avoid treating candidates differently based on protected characteristics (EEOC, Background Checks: What Employers Need to Know).
Reveal Background, the sister division of American Screening Corp, runs employment background checks. Learn more at Reveal Background.
Package-building checklist
- Write a drug and alcohol testing policy and a background screening policy, and have counsel review both.
- Check state and local law on testing, including rules on marijuana and notice requirements.
- Use a separate FCRA disclosure and authorization form for the background check.
- Choose the panel based on job risk, not habit; do not add panels you cannot justify.
- Define who reads results, who stores them, and how long they are kept confidential.
- Set the confirmation path before the first test: laboratory, chain-of-custody form and reviewer.
- Apply the same package to every candidate in the same job category.
- Train staff to read results at the stated time and to log lot numbers and expiry dates.
Frequently asked questions
What is a background check plus drug test package for employers?
It is a pre-hire bundle of an FCRA-compliant background report and a drug test, usually a 5-panel urine screen. Both run under written policy with candidate consent.
Is an on-site drug test result enough to reject a candidate?
No. A positive on-site screen is preliminary. Confirm by GC/MS or LC-MS/MS laboratory testing, and follow your policy and state law before any decision.
Do employers need consent for a background check?
Yes. The FCRA requires a standalone written disclosure and the candidate's written authorization before a consumer reporting agency report is obtained for employment purposes.
Does a kit from American Screening Corp satisfy DOT testing rules?
No. DOT-regulated testing must follow 49 CFR Part 40, including federally regulated collection and laboratory procedures. Contact us through the contact page for DOT-compliant collection supplies.
Sources
- FTC: Background Checks: What Employers Need to Know
- EEOC: Background Checks: What Employers Need to Know
- eCFR: 49 CFR Part 40, Procedures for Transportation Workplace Drug and Alcohol Testing Programs
This article is general information, not legal or medical advice.
