CDT Inc

Website Links

Description

CDT’s first priority is to exceed the expectations and requirements of each of our clients. We believe that our excellent customer service, along with our attention to detail, set us apart from the competition. We strive to provide our clients with the highest level of customer service and satisfaction and have been awarded the highest performance rating of “5” in our annual reviews from the U.S. Department of Justice in the areas of Quality of Service, Cost Control, Timeliness of Performance and Business Relations. Our ability to continually exceed the expectations of our clients has enabled us to retain some of our clients for more than 15 years.

CDT offers more than 20 years of experience administering full-service drug and alcohol testing programs. We understand the unique political, legal and financial requirements and challenges facing school districts, and will customize a program to meet your needs.

For over 20 years, CDThas been assisting large public and private sector organizations in managing their drug and alcohol testing programs, which meet industry standards and DOT and DHHS regulations. Organizations such as the United States Department of Justice, California Department of Correction, State of North Carolina Department of Correction and California Department of Transportation have relied upon CDT for timely, responsive and efficient services that are provided through CDT’s large network of certified collectors and state-of-the-art laboratories across the United States.

A written Drug-Free Workplace policy is the foundation of a Drug-Free Workplace program. Each organization's written policy should be unique and tailored to meet its specific needs. It is important to note that all effective policies have a few aspects in common. First, a policy should clearly state why the policy is being implemented. The rationale can be as simple as the organization’s commitment to protecting the safety, health, and well being of its employees and patrons, and its recognition that drug and alcohol abuse compromises this dedication. Second, an effective policy should clearly outline behaviors that are prohibited. At a minimum, this should include a statement that the "use, possession, transfer, or sale of illegal drugs or controlled substances by employees is prohibited." The third fundamental element is a thorough explanation of the consequences for violating the policy. Consequences may include discipline up to and including termination and/or referral for assistance. Consequences should be consistent with other existing personnel policies and procedures and any applicable state laws.

In 1988, the Drug-free Workplace Act was passed, requiring all federal grantees and recipients of federal contracts valued at $100.000 or more to provide a drug-free workplace as a condition of receiving federal money. In a drug-free workplace, all employees adhere to a program of policies and activities designed to provide a safe Workplace. The policies and activities discourage alcohol and drug abuse and encourage treatment, recovery and the return to work of those employees who have abuse problems. Even if your organization is not required to have a Drug-Free Workplace Program, your organization can still benefit.

Products & services

Similar companies nearby