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Compliance Statement - emmySafetyFirst

Effective Date: January 1st, 2026 | Last Updated: August 1st, 2026

Our Commitment


emmyHealth LLC, doing business as emmyHealth Safety First, is committed to providing occupational-health, physical-ability, drug-screening, alcohol-testing, and related workforce services in a professional, confidential, consistent, and legally responsible manner.


We maintain policies, procedures, training, documentation, and quality-control practices designed to support compliance with applicable federal, state, and local requirements.


Because testing requirements vary by service, employer, position, industry, and jurisdiction, this Compliance Statement provides a general overview and does not constitute legal advice or a guarantee that a particular testing program is lawful for every employer or position.

Department of Transportation Testing


When emmyHealth Safety First performs or coordinates federally regulated drug or alcohol testing, we follow the procedures applicable to the requested service under:


  • United States Department of Transportation regulations;

  • 49 CFR Part 40;

  • Applicable DOT agency regulations;

  • Federal chain-of-custody requirements;

  • Laboratory and specimen-collection requirements; and

  • Medical Review Officer procedures, when applicable.


Employers are responsible for identifying whether a position is DOT-regulated, identifying the applicable DOT agency, and ordering the correct type of test. A non-DOT test may not be used as a substitute for a required DOT test.

Non-DOT Drug and Alcohol Testing


For non-DOT testing, emmyHealth Safety First performs or coordinates services according to:


  • The employer's written testing policy;

  • The authorized test panel;

  • Applicable federal, state, and local law;

  • Laboratory and collection procedures;

  • Chain-of-custody requirements;

  • Applicable consent and authorization forms; and

  • The requirements of the specific testing program.


Non-DOT procedures may differ from DOT procedures. We clearly distinguish DOT testing from non-DOT testing in our records and testing documentation.


Employers are responsible for confirming that their testing policies, requested testing categories, substances tested, and employment decisions comply with the laws applicable to their workforce.

Medical Examinations and Physical-Ability Testing


Certain occupational-health examinations, functional assessments, and physical-ability tests may qualify as medical examinations or may involve disability-related information.


Employers are responsible for:


  • Identifying whether a conditional employment offer has been made;

  • Providing an accurate written job description;

  • Identifying the essential functions of the position;

  • Applying testing requirements consistently;

  • Requesting only lawful, job-related assessments;

  • Considering reasonable accommodations when required; and

  • Making final employment decisions in accordance with applicable law.


Physical testing is designed to evaluate specified job-related abilities or requirements. It is not intended to diagnose unrelated medical conditions.

Equal Employment Opportunity and Nondiscrimination


emmyHealth Safety First is committed to administering services in a professional and nondiscriminatory manner.


We do not knowingly alter testing procedures or outcomes based on legally protected characteristics, including race, color, national origin, ancestry, religion, sex, pregnancy, gender, gender identity, sexual orientation, age, disability, medical condition, genetic information, military or veteran status, or another status protected by applicable law.


Testing requirements and employment decisions remain subject to applicable equal-employment-opportunity, disability, accommodation, and antidiscrimination laws.

Confidentiality of Medical and Testing Information


Drug-testing, alcohol-testing, medical-examination, and physical-assessment information is treated as confidential.


We use reasonable administrative, technical, and physical safeguards designed to:


  • Limit access to authorized personnel;

  • Protect records from unauthorized access or disclosure;

  • Maintain chain-of-custody integrity;

  • Securely transmit results;

  • Separate sensitive testing information from ordinary business records where appropriate;

  • Retain records for applicable legal and contractual periods; and

  • Securely dispose of records when retention is no longer required.


Results are disclosed only to authorized recipients, such as the requesting employer, tested individual, laboratory, Medical Review Officer, healthcare professional, government authority, or another party authorized or permitted by law.

Record Retention


Records are maintained according to the type of service, applicable law, testing program, client agreement, and legal-retention requirements.


For DOT-regulated testing, records are retained for the periods required by the applicable DOT rules. Some records may be retained longer when required because of:


  • A positive or refused test;

  • An accident or safety investigation;

  • A pending dispute;

  • Litigation or a legal hold;

  • A contractual obligation;

  • A regulatory audit; or

  • Another legal requirement.

Collection and Chain of Custody


We use documented procedures intended to protect specimen identity, integrity, security, and traceability.


Depending on the requested service, these procedures may include:


  • Identity verification;

  • Specimen identification;

  • Tamper-evident seals;

  • Chain-of-custody documentation;

  • Controlled specimen handling;

  • Authorized laboratory transportation;

  • Documentation of unusual collection events;

  • Secure transmission of results; and

  • Medical Review Officer review when required.


DOT testing follows the specific collection, documentation, laboratory, and review procedures required by 49 CFR Part 40. DOT rules do not authorize every testing method that may be used in a non-DOT program.

Qualified Laboratories and Professionals


When required by the applicable testing program, emmyHealth Safety First uses or coordinates with appropriately qualified:


  • Laboratories;

  • Medical Review Officers;

  • Breath Alcohol Technicians;

  • Screening Test Technicians;

  • Specimen collectors;

  • Occupational-health professionals;

  • Physicians;

  • Nurses; and

  • Other trained service providers.


The qualifications required depend on whether testing is DOT-regulated, non-DOT, clinical, occupational, or otherwise regulated.

California Employment Requirements


California employers are responsible for ensuring that drug testing, medical examinations, physical assessments, and resulting employment decisions comply with California law.


California requirements may differ depending on:


  • Whether testing occurs before or after a conditional employment offer;

  • Whether the position is safety-sensitive;

  • Whether federal testing requirements apply;

  • The substance or testing method involved;

  • The employer's written policy;

  • The nature of the position;

  • Whether the individual is an applicant or existing employee; and

  • Applicable collective-bargaining or contractual requirements.


emmyHealth Safety First does not provide legal advice and does not determine whether an employer's overall testing program is lawful.

Employer Responsibilities


Employers requesting services are responsible for:


  • Maintaining a lawful written testing policy;

  • Obtaining required consent and authorization;

  • Providing accurate applicant and employee information;

  • Ordering the correct test and testing category;

  • Identifying whether DOT rules apply;

  • Providing accurate job descriptions and physical requirements;

  • Applying testing policies consistently;

  • Protecting the confidentiality of results;

  • Providing legally required notices;

  • Considering reasonable accommodation where required;

  • Paying employees for testing time where legally required;

  • Complying with applicable privacy and employment laws; and

  • Making lawful employment decisions.


emmyHealth Safety First generally acts as a testing, collection, assessment, coordination, or occupational-health service provider. The requesting employer remains responsible for its employment policies and final employment decisions.

Applicant and Employee Responsibilities


Individuals participating in testing or assessments are expected to:


  • Provide accurate identifying information;

  • Present acceptable identification;

  • Follow collection and assessment instructions;

  • Complete required consent and authorization forms;

  • Avoid specimen tampering, substitution, or adulteration;

  • Report safety concerns or symptoms during physical testing;

  • Provide relevant information through an authorized medical-review process; and

  • Treat staff and other participants respectfully.


Failure to follow applicable procedures may result in cancellation, inability to complete the service, documentation of the event, or reporting consistent with the applicable testing program.

Training and Quality Assurance


We maintain practices designed to support reliable and consistent service delivery, including:


  • Personnel training;

  • Written procedures;

  • Documentation requirements;

  • Equipment maintenance;

  • Quality-control reviews;

  • Confidentiality training;

  • Incident reporting;

  • Vendor and laboratory coordination;

  • Record-access controls; and

  • Periodic review of applicable regulatory requirements.


When an error, irregularity, or procedural concern is identified, we evaluate the circumstances and take corrective action where appropriate.

Accessibility and Accommodations


emmyHealth Safety First seeks to provide reasonable access to its services.


Individuals who require an accommodation should contact us before the scheduled appointment whenever possible. Accommodation requests will be considered in coordination with the requesting employer and applicable healthcare or testing personnel.


An accommodation may not alter an essential job-related testing standard, compromise test validity, conflict with federal testing procedures, or create a direct safety risk.

Privacy and Data Protection


Our collection, use, disclosure, retention, and protection of personal information are further described in our Privacy Policy.


Sensitive medical, drug-testing, alcohol-testing, and assessment information should not be submitted through the website's general contact form or ordinary unencrypted email unless specifically requested through an approved process.

Reporting a Compliance Concern


Questions or concerns regarding testing procedures, confidentiality, professional conduct, accessibility, or compliance may be submitted to:


emmyHealth LLC
Doing business as emmyHealth Safety First
1600 N Broadway, Suite 710
Santa Ana, CA 92706

Email: info@emmysafetyfirst.com
Telephone: (714) 888-0244


Please do not include Social Security numbers, complete medical histories, prescription details, or copies of identification in an ordinary email.


Submitting a concern does not prohibit an individual from contacting a government agency or exercising any legally protected right.

No Legal Advice or Certification


Nothing on this page constitutes legal advice, medical advice, accreditation, certification, or a representation that a particular employer's testing program complies with every applicable law.


References to compliance mean that emmyHealth Safety First maintains policies and procedures designed to support applicable requirements for the services it provides.


Employers should have their employment-testing programs reviewed by qualified legal counsel.

Changes to This Compliance Statement


We may update this Compliance Statement to reflect changes in our services, procedures, technology, or legal obligations.


Revisions will be posted on the Website with an updated "Last Updated" date.