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Timestamp: 2020-07-10 03:00:09
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urine | IDENTICO
No Comments on What Employees Need To Know About DOT Alcohol & Drug Testing. Part 3.
The DOT performs alcohol testing in a manner to ensure the validity of the testing as well as provide confidentiality of the employee’s
testing information. At the start of the test, a Screening Test Technician (STT) or a Breath Alcohol Technician (BAT), using only a DOT-approved device, will:
• Establish a private testing area to prevent unauthorized people from hearing or seeing your test result.
• Require you to sign Step #2 of the Alcohol Testing Form (ATF).
• Perform a screening test and show you the test result. If the screening test result is an alcohol concentration of less than 0.02, no further testing is
authorized, and there is no DOT action to be taken. The technician will document the result on the ATF, provide you a copy and provide your
employer a copy.
If the screening test result is 0.02 or greater, you will be required to take a confirmation test, which can only be administered by BAT using an Evidential Breath Testing (EBT) device. The BAT will:
• Wait at least 15 minutes, but not more than 30 minutes, before conducting the confirmation test. During that time, you are not be allowed to eat, drink, smoke, belch, put anything in you mouth or leave the testing area.
• Perform an “air blank” (which must read 0.00) on the EBT device to ensure that there is no residual alcohol in the EBT or in the air around it.
• Perform a confirmation test using a new mouthpiece.
• Display the test result to you on the EBT and on the printout from the EBT.
• Document the confirmation test result on the ATF, provide you a copy and provide your employer a copy.
• Report any result of 0.02 or greater immediately to the employer.
If after several attempts you are unable to provide an adequate amount of breath, the testing will be stopped. You will be instructed to take a medical evaluation to determine if there is an acceptable medical reason for not providing a sample. If it is determined that there is no legitimate physiological or psychological reason, the test will be treated as a refusal to test.
Confirmation test results are the final outcome of the test. Result Action
Less than 0.02 No action required under 49 CFR Part 40.
0.02 – 0.039 Varies among DOT agencies. For example, FMCSA requires that you not resume safety-sensitive functions for 24 hours [382.505], while the FRA requires 8 hours [219.101(a)(4)]. The FTA & PHMSA require only that you test below 0.02 or cannot work until the next scheduled
duty period but not less than 8 hours from the time of the test [655.35 & 199.237 respectively]. And, the FAA requires only that you test below 0.02, if the employer wants to put you back to work within 8 hours [14 CFR Part 121, Appendix J, Sect. III.G]. Also, be sure to check other agency specific regulations for their restrictions.
0.04 or greater Immediate removal from safety-sensitive functions. You may not resume safety-sensitive functions until you successfully complete the return-to-duty process.
Rule of Thumb: Comply then make a timely complaint. If you are instructed to submit to a DOT drug or alcohol test and you don’t
agree with the reason or rationale for the test, take the test anyway. Don’t interfere with the testing process or refuse the test.
After the test, express your concerns to your employer through a letter to your company’s dispute resolution office, by following an agreed upon labor grievance or other company procedures. You can also express your concerns to the appropriate DOT agency drug & alcohol program office. (See contact numbers listed in the Appendix.) Whomever you decide to contact, please contact them as soon as possible after the test.
DOT regulations prohibit you from refusing a test. The following are some examples of conduct that the regulations define as refusing a test (See 49 CFR Part 40 Subpart I & Subpart N):
• Failure to appear for any test after being directed to do so by your employer.
• Failure to remain at the testing site until the testing process is complete.
• Failure to provide a urine or breath sample for any test required by federal regulations.
• Failure to permit the observation or monitoring of you providing a urine sample (Please note tests conducted under direct observation or monitoring occur in limited situations. The majority of specimens are provided in private).
• Failure to provide a sufficient urine or breath sample when directed, and it has been determined, through a required medical evaluation, that there was not adequate medical explanation for the failure.
• Failure to take a second test when directed to do so.
• Failure to cooperate with any part of the testing process.
• Failure to undergo a medical evaluation as part of “shy bladder” or “shy lung” procedures.
• Failure to sign Step #2 of the ATF.
• Providing a specimen that is verified as adulterated or substituted.
Tags abusing drugs, Alcohol test, Alcohol testing, ATF, Breath Alcohol, breath sample, CDL, depression, DOT, DOT agencies, DOT drug or alcohol test, DOT drug test, DOT drug testing, DOT regulations, EAP, EAP programs, EBT, Employee Assistance Programs, Evidential Breath Testing, FAA, Federal regulations, Medical Review Officers, mental health, MRO, return-to-duty, SAP, substance abuse, Substance Abuse Professional, test positive, testing laboratory, urine
What Employees Need To Know About DOT Alcohol & Drug Testing. Part 4.
No Comments on What Employees Need To Know About DOT Alcohol & Drug Testing. Part 4.
If you test positive, refuse a test, or violate DOT drug & alcohol rules:
• A supervisor or company official will immediately remove you from DOT regulated safety-sensitive functions.
• You will not be permitted to return to performing DOT regulated safetysensitive duties until you have:
– Undergone an evaluation by a Substance Abuse Professional (SAP);
– Successfully completed any education, counseling or treatment prescribed by the SAP prior to returning to service; and
– Provided a negative test result for drugs and a breath test less than 0.02 of alcohol. (Return to duty testing).
• Upon return to a safety-sensitive job, you will be subject to unannounced testing for drugs and/or alcohol no less than 6 times during the first 12
months of active service with the possibility of unannounced testing for up to 60 months (as prescribed by the SAP).
Under DOT regulations, SAPs are Substance Abuse Professionals. They play a critical role in the work place testing program by professionally evaluating employees who have violated DOT drug & alcohol rules. SAPs recommend appropriate education, treatment, follow-up tests, and aftercare. They are the gate-keepers to the re-entry program by determining when a safety-sensitive employee can be returned to duty.
SAPs are required to have a certain background and credentials, which include clinical experience in diagnosis and treatment of substance abuse-related disorders. They must also complete qualification training and fulfill obligations for continuing education courses. While SAPs do make recommendations to the employer about an employee’s readiness to perform safety-sensitive duties, SAPs are neither an advocate for the employee or the employer, and they make return-to-duty recommendations according to their professional and ethical standards as well as DOT’s regulations.
Remember: Even if a SAP believes that you are ready to return to work, an employer is under no obligation to return you to work. Under the
regulations, hiring and reinstatement decisions are left to the employer. Also, under FAA regulations, SAPs cannot return a pilot to duty without
the prior approval of the FAA’s Federal Air Surgeon.
There are several resources to finding a SAP. If you violate a DOT drug or alcohol rule, your employer is required to provide you with a list of SAPs’
names, addresses and phone numbers that are available to you and acceptable to them. Also, several organizations, that offer SAP training, maintain lists of SAPs. Don’t forget to search the internet or check your local yellow pages for any SAP listings.
DOT regulations do not address employment actions such as hiring, firing or granting leaves of absence. All employment decisions are the responsibility of the employers. Under Federal regulations, the main requirement for employers is to immediately remove employees from performing DOT safety-sensitive jobs. Be aware that a positive or refused DOT drug or alcohol test may trigger additional consequences based on company policy or employment agreement.
While you may not lose your job, you may lose your certification or license to perform that job. Be sure to check industry specific regulations. For example, someone operating a commercial motor vehicle may not lose their state-issued CDL, but they will lose their ability to perform any DOT regulated safetysensitive tasks.
Your test results are confidential. An employer or service agent (e.g. testing laboratory, MRO or SAP) is not permitted to disclose your test results to outside parties without your written consent. But, your test information may be released (without your consent) in certain situations, such as: legal proceedings, grievances, or administrative proceedings brought by you or on your behalf, which resulted from a positive or refusal. When the information is released, the employer must notify you in writing of any information they released.
Seek help. Jobs performed by safety-sensitive transportation employees keep America’s people and economy moving. Your work is a vital part of everyday life. Yet, by abusing drugs or alcohol, you risk your own life, your co-workers lives and the lives of the public. Most every community in the country has resources available to confidentially assist you through the evaluation and treatment of your problem. If you would
like to find a treatment facility close to you, check with your local yellow pages, local health department or visit the U.S. Department of Health and Human Services treatment facility locator at http://findtreatment.samhsa.gov/. This site provides contact information for substance abuse treatment programs by state, city and U.S. Territory.
Also, many work-place programs are in place to assist employees and family members with substance abuse, mental health and other problems that affect their job performance. While they may vary by industry, here is an overview of programs that may be available to you:
Employee Assistance Programs (EAPs). While not required by DOT agency regulations, EAPs may be available to employees as a matter of company policy. EAPs are generally provided by employers or unions.
EAP programs vary considerably in design and scope. Some focus only on substance abuse problems; others undertake a broad brush approach to a range of employee and family problems. Some include prevention, health and wellness activities. Some are linked to the employee health benefit structures. These programs offer nearly full privacy and confidentiality, unless someone’s life is in danger.
Do you know what programs are available at your job? Be sure to ask your employer!
Voluntary Referral Programs
Often sponsored by employers or unions, referral programs provide an opportunity to self-report to your employer a substance abuse problem before you violate testing rules. This gives you an opportunity for evaluation and treatment, while at times guaranteeing your job. Be sure to check your company to see if there is a voluntary referral program.
Remember: Self-reporting just after being notified of a test does not release you from your responsibility of taking the test, and it also does not
qualify as a voluntary referral.
Peer Reporting Programs
Generally sponsored by employers or unions, you are encouraged or required to identify co-workers with substance abuse problems. The safety of everyone depends on it. Using peers to convince troubled friends and co-workers with a problem is one of the strengths of the program, often guaranteeing the co-worker struggling with substance abuse issues the same benefits as if he had self-reported.
Education and Training Programs (required by all Agencies) Topics may include the effects of drugs & alcohol use, company testing policies, DOT testing regulations and the consequences of a positive test. Materials may also contain information on how employees can get in touch
with their Employee Assistance Programs and community service hot-lines. In addition, supervisors sometimes receive additional training in the
identification and documentation of signs and symptoms of employee’s drug and/or alcohol use that trigger a reasonable suspicion drug or alcohol test.
Did you know that 6 out of 10 people suffering from substance abuse problems also suffer from mental conditions like depression?
Research has long documented that people suffering from depression try to self-medicate themselves through alcohol and other drugs. Typically, many of these individuals fail to remain clean and sober after rehabilitation because their underlying medical problem is not addressed and the cycle of self-medication begins again.
Remember: If you have substance abuse issues, there is a 60% chance that you are also suffering from an underlying mental condition like depression.Increase your chances of rehabilitation. Be sure to ask your doctor or other mental health professionals about depression as it relates to substance abuse issues.
ODAPC is available to help answer anyone’s questions regarding DOT drug & alcohol testing regulations. Please contact us at 202-366-DRUG (3784) or visit our website at www.dot.gov/ost/dapc for frequently asked questions, official interpretations of the regulations and regulatory guidelines.
If you have questions regarding DOT agency regulations on a specific industry, contact the following agencies
· FAA Aviation -(202) 267-8442- www.faa.gov
· FMCSAMotor Carrier -(202) 366-2096- www.fmcsa.dot.gov
· FTA Public Transportation- (617) 494-2395- www.fta.dot.gov
· FRA Railroads- (202) 493-6313- www.fra.dot.gov
· PHMSA Pipeline- (202) 550-0629- www.phmsa.dot.gov
· USCG Maritime -(202) 372-1033- http://marineinvestigations.us
Tags abusing drugs, Alcohol test, Alcohol testing, Breath Alcohol, breath sample, CDL, depression, DOT agencies, DOT drug or alcohol test, DOT drug testing, DOT regulations, Employee Assistance Programs, Federal regulations, return-to-duty, SAP, Substance Abuse Professional, test positive, testing laboratory, urine
DOT Drug Testing Drug Screening in Florida Mobile Drug Testing Solutions
No Comments on How do DOT drug and alcohol tests relate to non-DOT tests?
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(c) Except as provided in paragraph (d) of this section, you must not perform any tests on DOT urine or breath specimens other than those specifically authorized by this part or DOT agency regulations. For example, you may not test a DOT urine specimen for additional drugs, and a laboratory is prohibited from making a DOT urine specimen available for a DNA test or other types of specimen identity testing.
(e) No one is permitted to change or disregard the results of DOT tests based on the results of non-DOT tests. For example, as an employer you must not disregard a verified positive DOT drug test result because the employee presents a negative test result from a blood or urine specimen collected by the employee’s physician or a DNA test result purporting to question the identity of the DOT specimen.
Tags Alcohol testing, ATF, CCF, DNA, DOT, DOT agency, DOT drug, DOT drug and alcohol testing, DOT drug test, urine