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Please reach us at info@jrslabservices.com if you cannot find an answer to your question.
Yes — we provide mobile and onsite testing services for individuals and employers.
Additional fees apply for:
DOT testing is required for employees in safety-sensitive industries regulated by the Department of Transportation. These tests must follow 49 CFR Part 40 procedures, including documentation, chain of custody, and specific testing protocols.
You may need a DOT test if you are a CDL driver, pipeline worker, maritime employee, or other DOT-regulated worker.
Non-DOT testing is for employers or individuals not regulated by DOT. This includes:
These refer to how many substances the test screens for.
You can choose your panel based on your needs or employer requirements.
A rapid test provides preliminary results the same day.
Non-negative rapid results may require confirmation by a certified laboratory.
The length of time drugs stay in your system depends on various factors such as the type of drug, the dose, the frequency of use, the individual's metabolism, and the type of test. Generally, drugs can be detected in urine for up to several days to a few weeks, in blood for up to a few days, in hair for up to several months, and in oral fluid/saliva for up to a few days.
Legal Paternity Test:
Non-Legal (Peace of Mind) Test:
This test compares DNA found on an item (approved by the lab) to determine if there is a potential match to a specific individual.
Used for personal information only — not for criminal investigations.
If two or more test participants live in different cities or states, each person can be collected at a different approved site. The test results remain legal as long as chain-of-custody is maintained throughout.
This test determines whether semen is present on a submitted item.
Commonly used in relationship concerns or personal investigations.
Not intended for criminal or law enforcement purposes.
Turnaround times vary by test:
We work with screening partners to offer checks such as:
(Availability varies by jurisdiction and employer requirements.)