Adjudication that’s defensible
How to reduce inconsistency with clear rules, timeboxes, and documentation built into the flow.
Read the guideResources for clarity and compliance.
Thoughtful guidance for HR and operations teams running screening programs at scale.
Drug testing programs without friction
Practical workflow patterns that reduce candidate drop‑off and keep results attached to the record.
Read the guideRandom management (DOT + non‑DOT)
End‑to‑end random selection and program administration: pool setup, selection cadence, notifications, and audit‑ready records—tailored to DOT rules or your policy.
Deep diveDocumentation by design
What to capture, where it lives, and how to make it useful when questions show up later.
Read the guideFAQs & Glossary
Quick answers and shared definitions for screening, testing, and compliance workflows.
BrowseEmployer Resources & Insights
Guides, checklists, and best practices to help HR teams stay compliant and move faster.
ExploreDrug testing operations
Random selection & management
Run DOT or non‑DOT random programs without spreadsheets and fire drills. Reliantcy manages pool setup, selection cadence, notifications, follow‑ups, and audit‑ready documentation—so results stay tied to the record and your program stays defensible.
DOT programs
- Pool formation and maintenance for safety‑sensitive roles
- Random selections on schedule with clean reporting
- Documentation packaged for audits and reviews
Non‑DOT programs
- Fully customizable pools, rules, and selection frequency
- Configurable notifications, escalation paths, and make‑up logic
- Policy alignment and compliance support (including FCRA where applicable)
Featured
Adverse action in three steps
A practical walkthrough of pre‑adverse action, waiting periods, and final notices—built for repeatability.
ReadBackground screening: what you need to know
How packages work, what affects turnaround, and how to keep decisions consistent and defensible.
ReadDrug testing programs without friction
Design programs that keep candidates moving while maintaining documentation and policy alignment.
ReadThree questions before a background check
Simple pre‑flight checks to prevent rework: scope, criteria, and candidate communication.
ReadWhy screen temporary employees?
Reduce risk for short‑term roles without overcomplicating the hiring flow.
ReadBuilding a consistent adjudication workflow
How to design criteria and routing so outcomes are consistent and explainable.
ReadFrequently asked questions
How long do background checks take?
Turnaround depends on the package, jurisdictions, and verification sources. We design packages to balance speed with defensibility—so you get crisp outputs without cutting corners.
What is adverse action?
Adverse action is the required process when a hiring decision may be influenced by a consumer report. It typically includes a pre‑adverse action notice, a waiting period, and a final adverse action notice—so candidates have a chance to review and dispute information.
Do you support DOT and non‑DOT drug testing?
Yes. We support DOT programs and non‑DOT programs, including random management, post‑accident, and reasonable suspicion workflows—aligned to your policy requirements.
What is POCT / instant testing?
POCT (Point‑of‑Care Testing) is rapid, point-of-care screening used when timing and logistics matter. It can be used as part of a broader program depending on policy and compliance needs.
What verifications can you run?
We support employment, education, professional licenses, and other role‑aligned verifications. Outputs include supporting details so your team can make consistent decisions.
Do you offer I‑9 Verification / E‑Verify support?
We support I‑9 verification workflows and E‑Verify guidance with audit‑ready artifacts to reduce rework and improve compliance posture.
Can you integrate with our ATS?
Yes. We support ATS integrations that streamline ordering, status updates, and results delivery—so screening stays in the hiring flow.
Glossary
A shared vocabulary makes compliance easier. Here are the terms you’ll see most often in screening workflows.
Consumer report
A report used for employment purposes that may include background screening information governed by the FCRA.
CRA
Consumer Reporting Agency. The organization that prepares and furnishes consumer reports.
Adjudication
Reviewing results against your hiring criteria to make consistent decisions.
Pre‑adverse action
Notice provided before a final adverse decision, giving the candidate time to review/dispute.
Adverse action
The final notice if you decide not to hire/promote/retain based on a report.
MRO
Medical Review Officer. Reviews certain drug testing results per program requirements.
DOT
Department of Transportation programs with specific testing rules and documentation requirements.
POCT
Point‑of‑Care Testing—rapid, point-of-care screening used to reduce workflow delays.
I‑9 / E‑Verify
Employment eligibility verification and DHS verification workflows.
Need something specific?
We’ll help you map a clean workflow.
Bring your roles, your constraints, and what “good” looks like. We’ll show you the system path.
Request A Demo
Get a fast, practical walkthrough. No fluff—just workflow clarity.