by Alyssa Kirkman, on Dec 18, 2025 4:21:34 PM
One of the strengths of the Engage forum is how openly members discuss real operational challenges and how quickly others jump in to help. A recent question sparked a thoughtful and eye-opening conversation about something many companies face: pre-employment drug test delays.
A member shared that when drivers travel across the country for orientation, test results don’t always come back on time. In most cases it’s a short delay, but recently they faced a 21-day wait caused by an over-the-counter nasal spray. During that time, her team provided a truck for the driver to stay in, a company vehicle for transportation, and in some cases has even paid drivers while they wait.
The member asked the community:
- Do you pay drivers during the waiting period?
- Do you provide housing or a truck?
- Do you allow use of a company vehicle?
- What’s considered standard practice vs. going above and beyond?
The responses reflected the wide range of company sizes, resources, and approaches across the industry.
How Carriers Approach Delays
Another member explained that their company reduces complications by having drivers complete drug tests before they travel for orientation. This helps avoid costly lodging, travel, or downtime if there’s a delay or problem with the results.
Another member shared that she follows a similar process. She builds strong relationships with clinics she trusts and keeps a close eye on turnaround times. Advance planning is essential for smaller carriers who may not have trucks or hotels available. When results take longer than 2–3 days, she follows up, as most tests historically come back quickly.
A Driver’s Perspective That Hit Home
The thread took a meaningful turn when a professional driver Theresa Davis weighed in. Her response offered a candid look at how these delays impact drivers and how a company’s actions before someone is officially hired can determine whether they stay long-term. She shared that:
- Paying drivers during the wait shows respect and builds trust.
- Providing a clean hotel with transportation, or a clean, prepared truck, makes drivers feel cared for.
- Offering food vouchers or reimbursement acknowledges that the driver is stuck and dependent on the company.
- Being accommodating, especially over weekends, communicates that the driver matters.
She also shared something powerful: Drivers can tell within the first week whether a company truly values them. Her message was so impactful that another member immediately responded, saying she planned to share the feedback with her recruiting and dispatch teams.
This is exactly the kind of exchange that makes Engage special.
When questions like this are posted in Engage, they become opportunities for:
- leaders to learn directly from drivers,
- companies to benchmark policies,
- small carriers to learn from larger ones (and vice versa),
- and everyone to understand the human side of operational decisions.
Hearing from people across roles such as HR, compliance, safety, operations, AND drivers creates a deeper, more complete picture of how decisions affect real people.
Your Experience Can Help Another Member Today
If your company handles drug test delays differently…
If you’ve built policies that support drivers during onboarding…
If you’ve faced a situation that others could learn from…
Or if you’re a driver who’s lived through this yourself…
Visit the thread and add your voice. You might help another company improve their process, support a new driver, or strengthen someone’s onboarding experience.
Share your experiences - your perspective makes our community stronger.
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