SAMHSA's monthly notice of HHS-certified laboratories records that two Laboratory Corporation of America Holdings facilities — 69 First Ave., Raritan, New Jersey and 1120 Main Street, Southaven, Mississippi — voluntarily withdrew from the National Laboratory Certification Program effective June 30, 2026, and will be omitted from subsequent monthly listings. Employers whose federal workplace or DOT-regulated specimens were routed to either site should confirm their collection vendor now sends to a laboratory that remains certified under the Mandatory Guidelines for Federal Workplace Drug Testing Programs.

FMCSA announced new identity verification requirements for the Drug and Alcohol Clearinghouse online database, which serves over 6 million users tracking commercial drivers prohibited from driving due to drug and alcohol violations. Medical Review Officers, Substance Abuse Professionals, third-party administrators, and employers must complete additional ID verification steps via IDEMIA. Future phases will extend requirements to most other Clearinghouse users; CDL holders are already verified through state systems.

Maine enacted LD 2110, "An Act to Update Employer Substance Use Testing Policy Requirements" (Public Law 2025, chapter 666), rewriting 26 MRSA §§681-683 for every employer that tests. A confirmed positive result may now be reported to an employer only by a medical review officer — a licensed physician who must act independently and hold clinical experience in controlled substance use disorders (§683, sub-§§7-A and 8, ¶E). The former "positive test result" is renamed "non-negative test result," and an applicant or employee must be given the opportunity to contest one by presenting a legitimate medical explanation to the MRO or confirmation laboratory before it is reported (§683, sub-§8, ¶B-1). The Act also confirms that Department of Labor authorization is required for any testing program and that an employer subject to federal testing requirements must test its non-federally-mandated employees in the same manner as its federally mandated ones. Employers governed by a federally mandated program — including DOT testing under the Omnibus Transportation Employee Testing Act — remain outside the subchapter under §681, sub-§8.