Franciscan WorkingWell’s Consortium Program provides employers with a structured, compliant, and cost-effective approach to random drug and alcohol testing. By pooling employers into a managed random testing program, the consortium model reduces administrative burden while ensuring testing selections meet regulatory and scientific standards. This program is well suited for employers of all sizes, including owner-operators, safety-sensitive organizations, and companies with internal drug-free workplace policies.
For employers regulated by the Department of Transportation, WorkingWell’s DOT Consortium is designed to meet the requirements of 49 CFR Part 40 and Part 382. WorkingWell administers the random selection process, maintains historical documentation, and provides required summary reports to support audits and inspections. Employers retain responsibility for timely test completion and additional DOT obligations, but the most complex aspect of compliance, random pool management, is handled centrally and consistently.
Employers may participate in a large multi-employer consortium or establish an independent pool for their organization. Large consortium participation offers a cost-effective option with quarterly random selections, while independent pools allow for monthly or quarterly draws based on employer preference. Both options utilize validated selection methodologies and maintain full regulatory integrity.
Non-DOT consortium programs offer similar administrative and safety benefits for employers not subject to federal DOT regulations. These programs support internal drug-free workplace policies, safety-sensitive positions, and workers’ compensation risk mitigation strategies. By using a consortium model, employers avoid subjective or inconsistent testing practices while still maintaining flexibility in policy design and enforcement.
Non-DOT consortium participation is especially valuable for employers with mixed workforces, where some roles require DOT testing and others do not. WorkingWell can support multiple concurrent programs to ensure clear separation, proper documentation, and defensible testing decisions.
WorkingWell manages employee rosters, random selections, notifications, and reporting using secure systems and scientifically valid selection processes. Employers benefit from nationwide collection site access, SAMHSA-certified laboratories, certified Medical Review Officer reporting, and ongoing administrative support. Annual membership fees are tiered by company size and cover program management, documentation, and reporting, with testing costs incurred only when an employee is selected.
By participating in a consortium program, employers gain confidence that their drug and alcohol testing program is structured, defensible, and aligned with regulatory expectations, while preserving internal control and accountability.
A consortium is an association of employers joined as a single testing entity for the purpose of random drug and alcohol testing. Regulatory agencies recognize consortiums as an acceptable method for administering random testing, particularly for employers that do not have sufficient employee volume to maintain statistically valid random pools on their own.
Employers with safety-sensitive employees regulated by the DOT, including FMCSA, FAA, FRA, FTA, and USCG, must ensure those employees are enrolled in a compliant random testing program. Employers may join a consortium or operate their own independent pool, provided all regulatory requirements are met.
DOT consortiums are governed by federal regulations and require strict adherence to testing rates, procedures, and documentation. Non-DOT consortiums are governed by employer policy and applicable state laws, offering greater flexibility while still benefiting from structured randomization and professional program management.
Yes. Many employers maintain both DOT and non-DOT testing programs to address different employee populations. These programs must remain separate, and WorkingWell supports multiple program enrollments to ensure compliance and clarity.
The employer is responsible for ensuring the selected employee completes testing within the designated timeframe. Consortium administrators manage the selection and notification process, but timely test completion remains an employer obligation.
No. The annual membership fee covers program administration, random selection, roster management, and reporting. Testing costs are billed separately when an employee is selected.
No. DOT regulations require employers to conduct Clearinghouse queries directly. WorkingWell does not perform Clearinghouse queries on behalf of employers, but consortium participation supports overall compliance readiness.
Selection frequency depends on program type. Large consortiums are typically selected quarterly, while independent pools may be selected monthly or quarterly based on employer preference and regulatory requirements.
WorkingWell maintains records related to the random selection process and provides required summary reports. Employers are responsible for retaining individual test results and related documentation for inspections or audits.