Source: https://dotpart40compliancemanagement.com/tcm-new-employee-records-check/
Timestamp: 2019-04-25 06:39:46+00:00

Document:
Obtain a (PDF) form “Employee Release” by contacting your Health Enhancement Center (HEC) account manager. HEC will use this form to contact your new employee’s former employer.
Provide contact information to your account manager. Once this process is completed, you may contact your account manager for a completed copy anytime you need it; i.e., when you are audited. HEC will also send you a copy for your files when completed.
§40.25 (a) Must an employer check on the drug and alcohol testing record of employees it is intending to use to perform safety-sensitive duties?
Yes, as an employer, you must, after obtaining an employee’s written consent, request the information about the employee listed in paragraph (b) of this section. This requirement applies only to employees seeking to begin performing safety-sensitive duties for you for the first time (i.e., a new hire, an employee transfers into a safety-sensitive position). If the employee refuses to provide this written consent, you must not permit the employee to perform safety-sensitive functions.
(b) You must request the information listed in this paragraph (b) from DOT-regulated employers who have employed the employee during any period during the two years before the date of the employee’s application or transfer: Alcohol tests with a result of 0.04 or higher alcohol concentration; Verified positive drug tests; Refusals to be tested (including verified adulterated or substituted drug test results); Other violations of DOT agency drug and alcohol testing regulations; and With respect to any employee who violated a DOT drug and alcohol regulation, documentation of the employee’s successful completion of DOT return-to-duty requirements (including follow-up tests). If the previous employer does not have information about the return-do-duty process (e.g., an employer who did not hire an employee who tested positive on a pre-employment test), you must seek to obtain this information from the employee.
(h) If you are an employer from whom information is requested under paragraph (b) of this section, you must, after reviewing the employee’s specific, written consent, immediately release the requested information to the employer making the inquiry.
(i) As the employer requesting the information required under this section, you must maintain a written, confidential record of the information you obtain or of the good faith efforts you made to obtain the information. You must retain this information for three years from the date of the employee’s first performance of safety-sensitive duties for you.
See also: §40.333 What records must employers keep? § 40.349 What records may a service agent receive and maintain? § 40.109 What documentation must the laboratory keep, and for how long? § 40.323 May program participants release drug or alcohol test information in connection with legal proceedings? § 40.329 What information must laboratories, MROs, and other service agents release to employees? § 40.333 What records must employers keep? § 40.349 What records may a service agent receive and maintain?

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