Source: http://docplayer.net/7944872-Fta-drug-abuse-and-alcohol-misuse-testing-program-subrecipient-program-compliance-checklist.html
Timestamp: 2018-03-19 03:56:18
Document Index: 381315422

Matched Legal Cases: ['art 40', 'art 655', 'art 40', 'art 40', 'art 40', 'art 655']

FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist - PDF
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1 FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist Agency/Organization Name: Type(s) of Funding Received by Organization: Applicable Grant #(s): Date of Compliance Review: Date of Policy on file: Agency s Drug and Alcohol Testing Program Manager: Agency s Designated Employee Representative: Ref (a) (a) (a) (b) (c) (d) (e) (f) (g) (h) (i) Policy Statement - Does the policy statement include: 1) A statement describing your organization s policy on prohibited drug use and alcohol misuse in the workplace? 2) The identity of the person, office, branch, and/or position designated to answer employee questions about your organization s anti-drug use and alcohol misuse programs? 3) The categories of employees who are subject to FTA Drug and Alcohol testing requirements? 4) Specific information concerning the behavior and conduct prohibited by the FTA regulations? 5) The specific circumstances under which a covered employee will be tested under the FTA regulations? 6) The procedures that will be used to: a) Test for the presence of illegal drugs or alcohol misuse? b) Protect the employee s privacy? c) Protect the integrity of the drug and alcohol testing process? d) Safeguard the validity of the test results? e) Ensure that the test results are attributed to the correct employee? 7) The requirement that an employee must submit to drug and alcohol testing administered in accordance with FTA regulations? 8) A description of the kind of behavior that constitutes: a) A refusal to take a drug or alcohol test? b) A statement that such a refusal constitutes a violation of your organization s policy? 9) The consequences for: a) An employee who has a confirmed positive drug test? b) An employee who has a confirmed alcohol test with an alcohol concentration of 0.04 or greater? c) An employee who refuses to submit to a drug or alcohol test? d) Do those consequences include the requirement that, in the case of a confirmed positive test or refusal, the employee be removed immediately from the safety-sensitive function and be evaluated by a substance abuse professional? 10) The consequences for a covered employee who is found to have an alcohol concentration of 0.02 or greater but less than 0.04? 1
2 655.15(i) RCW ) A distinction between what portions of your organization s drug and alcohol testing program are operated under your own authority than those that are required under FTA regulations? 12) Does the organization employ CDL holders in their public transportation program? If yes, a) Does the policy contain a statement that positive tests on CDL holder are reported to the Department of Licensing? b) Does their agreement with the MRO and BAT contain the required language? Policy Dissemination 1) Was written notice of your organization s anti-drug and alcohol misuse policies and procedures provided to: a) Every covered employee? b) Representatives of the employee organizations (unions)? c) Do you have documentation on file evidencing the dissemination of the notice? Pre Employment Administrative Requirements 40.25(a) 1) Did you request the following information from the employee s/applicant s previous employers covering the prior 2 years 40.25(b) a) Did the employee/applicant have any Alcohol tests with a result of.04 or greater? b) Did the employee/applicant have a verified positive drug tests? c) Did the employee ever refuse to be tested (including adulterated or substituted results)? d) Did the employee/applicant have any other violations of the DOT drug and alcohol testing regulations 40.25(d) 2) Did your organization refrain from placing the employee/applicant in safety sensitive duty until the information was received? a) If no, do you have documentation on file that reflects your good faith efforts to obtain the information? 40.25(e) 3) Did you receive information from previous employers that indicated the employee/applicant had violated the DOT drug and alcohol testing regulations? a) If yes, was the person hired? If yes, did you receive documentation that shows the employee is in compliance with the return to duty process? 40.25(j) 4) Do you ask applicants if they have ever tested positive or refused to test on any pre-employment drug or alcohol tests? Contracted Services ) Service Agents (C/TPA s) - Do you use a service agent to perform any of the tasks needed to comply with the USDOT and FTA drug and alcohol regulations? If yes, a) Who is your service agent? b) What tasks does the service agent perform for you? 2
3 40.15(b) c) Have you reviewed the service agent s procedures to ensure they are in compliance with 49 CFR Part 40 and Part 655? When was the review completed? Were there any compliance problems? If yes, did you conduct a follow up review? (i) When? ) Do you receive information from your C/TPA without significant delay? 40, C-E 3) Urine Collection Facilities a) What collection sites are used by your organization? (g) b) Do these collection facilities allow for testing at all hours of your service? c) Have you provided the name of your DER to each collection facility? d) Have the collection site personnel received the required training? Does your organization have documentation evidencing the training? e) Has your organization conducted an on-site review of the collection facility(s) to ensure they are in compliance with DOT drug and alcohol testing regulations? If yes, Date of review: Were there any findings? (i) If yes, did you conduct a follow-up review? (ii) Date of follow-up review: (iii) Were the issues resolved? 40, F 4) Laboratories a) What laboratory does your organization use? b) Do you have documentation that shows the laboratory is certified, by HHS, under the National Laboratory Certification Program? c) Does your organization or your TPA submit blind specimens to the lab? Have any of the results shown different results than expected? (a) If yes, did you or your TPA investigate the issue? (b-c) (i) What steps were taken to resolve this issue? d) Have you or your TPA reviewed the laboratory? If yes, were there any compliance problems? (i) If yes, did you conduct a follow up review? (ii) Date of follow up review 40, G 5) Medical Review Officer (MRO) a) Who is your MRO (a) b) Does the MRO have the proper credentials? (b) c) Does the MRO possess the required basic knowledge? (c-d) d) Has the MRO completed the required training? (e) e) Do you have documentation on file to evidence the above? f) Have you or your TPA conducted a review of the MRO? If yes, were there any compliance problems? (i) If yes, did you conduct a follow up review? (ii) Date of follow up review 3
4 Part 40, J-N 6) Blood Alcohol Technicians and Screening Test Technicians a) Who are your BATs or SSTs? b) Have they received the required training? c) Do you have documentation on file evidencing their training? d) What devices are used by your BAT s or SST s? Part 40, O (a) (c) e) Have you conducted a review of the BAT s or SST s practices and procedures? If yes, date: Were there any compliance problems? (i) If yes, did you conduct a follow up review? (ii) Date of follow up review 7) Substance Abuse Professional a) Who is your SAP? b) Does the SAP have the proper credentials? c) Has the SAP completed the completed the required training? Do you have documentation on file to evidence the training? d) Have you conducted a review of the SAP s practices and procedures? If yes, date: Were there any compliance problems? (i) If yes, did you conduct a follow up review? (ii) Date of follow up review Employee Education and Training (a) 1) Does your organization display and distribute, to every covered employee: a) Information material? b) Community service hot-line telephone number for employee assistance (if available)? (b)1 2) Do covered employees receive at least 60 minutes of training on the effects and consequences of prohibited drug use on personal health, safety, and the work environment and on the signs and symptoms that may indicate prohibited drug use? (b)2 3) Do supervisors and other employees, authorized to make reasonable suspicion determination, receive: a) At least 60 minutes of training on the physical, behavioral, and performance indicators of probable drug use? b) At least 60 minutes of training on the physical, behavioral, speech, and performance indicators of probable alcohol misuse? (a) & (a) Testing Requirements 1) Does your organization s program include testing under the following circumstances? a) Pre-employment (required for drug, optional for alcohol) b) Post-accident c) Reasonable suspicion d) Random e) Return to duty/follow-up 4
5 655.21(b) 2) Does your organization ensure that the test includes detection of the following drugs? a) Marijuana b) Cocaine c) Opiates d) Amphetamines e) Phencyclidine (c) 3) Is the use of the substances, identified in 2 above, prohibited at all times? ) Requirements specific to Alcohol testing a) Does your program prohibit covered employees from using alcohol while performing safety-sensitive functions? (b) b) Does your program prohibit covered employees with an alcohol concentration of 0.04 or greater from performing, or continuing to perform a safety-sensitive function? (b) c) Are covered employees prohibited from using alcohol within 4 hours prior to performing safety sensitive functions? (b) d) On-Call status: (b) Are on-call employees prohibited from consuming alcohol during the on-call period? (b)1 Do employees, in on-call status, have an opportunity to acknowledge the use of alcohol at the time he or she is called to report to duty and their inability to perform safety sensitive functions? (b)2 Do you require an alcohol test if an on-call employee acknowledges alcohol use but claims the ability to perform safety sensitive functions? e) Are covered employees prohibited from consuming alcohol for eight hours following an accident or until he/she undergoes a post accident alcohol test (which ever comes first)? (a) f) If an employee tests positive with an alcohol concentration of between & 40.23(c) 0.02 and 0.04 is he/she removed from safety sensitive duty? (a) g) After removing an employee, who with an alcohol concentration that falls between 0.02 and 0.04, do they refrain from returning him/her to safety sensitive duty until: The alcohol concentration falls below 0.02? The start of the employee s next regularly scheduled duty period but not less than eight hours following the administration of the test? (b) h) Is any action taken, other than that listed in e) above, when an employee tests positive with an alcohol concentration of less than 0.04? If yes, does your organization have legal authority to do so? 5
6 Conditions on Testing ) Pre-employment testing a) Drug testing: (a)1 Do you refrain from placing an employee/applicant into safety sensitive duty, for the first time, until after they receive a confirmed negative test result? (a)2 If an employee/applicant has previously failed or refused a preemployment drug test, do they require the employee to provide documentation evidencing that they have successfully completed an SAP referral, evaluation, and treatment plan? (b) Do they conduct a pre-employment test when transferring an employee from a non-safety sensitive function to a safety sensitive function? (c) When a pre-employment test is cancelled, do you require the employee/applicant to take another pre-employment drug test? (d) Does your organization require an employee, not performing safety sensitive functions for 90 or more consecutive calendar days, to submit to a pre-employment drug test? If no, was the employee(s) retained in your random pool? b) Alcohol Testing Does your organization conduct pre-employment alcohol testing? If yes: (a) Is the test conducted prior to placing the employee/applicant into a safety sensitive function? (b) Is the test required for all employees/applicants? (c) Is the test conducted after making a contingent offer of employment? (d) Are all pre-employment alcohol tests conducted in accordance with 49 CFR Part 40? (e) Is a test result of less than 0.02 received prior to placing the employee into safety sensitive duty? ) Reasonable Suspicion Testing (b) a) Have the employees authorized to make reasonable suspicion determinations received the required training? b) Have any reasonable suspicion tests been conducted? If yes, Was the employee who made the determination authorized and trained to make reasonable suspicion determinations? Was the determination based on specific, current, and describable observations concerning the appearance, behavior, speech, or body odors of the employee? (c) c) If a reasonable determination was made for alcohol consumption was the test conducted: While the employee was performing a safety sensitive function? Just before the employee was to perform a safety sensitive function? Just after the employee has ceased performing a safety sensitive function? (d) Within two hours of the determination? (i) If no, is there documentation on file detailing the reasons the test was not conducted? 6
7 ) Post Accident Testing (a)1 a) Fatal Accidents - Were there any accidents involving the loss of human life? If yes: Was a post accident test conducted as soon as possible? (b) (i) How long after the accident was the drug test? (a)ii (ii) How long after the accident was the alcohol test? (a) Were all surviving covered employees operating the vehicle(s) (a)1 ii involved in the accident tested? Were other covered employees, who s actions may have contributed to the accident, tested? (a)2 b) n-fatal Accidents Were there any other accidents (as defined in 49 CFR Part 655.4)? If yes, Was a post accident test conducted as soon as possible? (i) How long after the accident was the drug test? (ii) How long after the accident was the alcohol test? (a)2i Were all covered employees operating the vehicle(s) involved in the accident tested? Were other covered employees, who s actions may have contributed to the accident, tested? If not, (d) (i) Do you have documentation on file that shows that the employees actions can be completely discounted as a causing factor to the accident? ) Random Testing (a) a) Were random drug tests performed on the equivalent of 50 percent of your organization s covered employees? (e) (g) (h) b) Were random alcohol tests performed on the equivalent of 10 percent of your organization s covered employees? c) What procedures does your organization use for its random draw? d) Are random tests conducted throughout your organization s hours of service? e) Are random tests spread reasonably throughout the month? f) Are employees selected for random tests required to proceed to the testing facility immediately upon notification? ) Return to Duty Tests a) Did any employees refuse to submit to a drug or alcohol test? b) Did any employees have a confirmed positive test result? c) If the answer to a) or b) above was yes: Was a return to duty test conducted? (i) If not, why? (ii) If yes, did the employee complete the SAP process? (c)1 (iii)does your organization have documentation to support this claim? 7
8 Test results ) Does your organization Stand Down employees prior to the MRO completing the verification process? a) If yes, were you granted a waiver by USDOT? b) Do you have documentation on file showing this waiver? (a) 2) Did any employees or applicants have a confirmed positive test result for & drugs or alcohol (.04 or greater); or refuse to submit to a test? If yes: a) Was the employee immediately removed from safety sensitive duty? b) Was the employee/applicant referred to a Substance Abuse Professional (SAP)?? c) Did the employee complete the SAP recommendations?? Do you have documentation on file evidencing compliance with the SAP recommendations? (b) d) Were return to duty and follow up tests conducted? If no, why? 40.23(b) 40.23(e) 3) Did your organization receive any test results that were verified adulterated? a) If yes, did you treat the result as a refusal to test? 4) Did your organization receive any test results that indicated the specimen was dilute? a) If yes, was the dilute test result positive or negative? (a) If verified positive, was the test treated as other positive tests? (b) If verified negative, did you require the employee to be re-tested? (c) (i) Are all employees treated in this manner? 40.23(f) 40.23(f) 5) Did you receive any test results indicating that the specimen was invalid? If yes, a) Did you direct the employee to submit another test under direct observation? b) Did you attach any other consequences? c) Was the employee given advance notice? d) Did you indicate the same type of test as the original on the CCF? 6) Did you receive any cancelled tests? If yes, a) Was a negative test required (pre-employment, return to duty, follow up) If yes, Was the employee/applicant directed to immediately submit to another test? 8
9 & (a) Records control and retention 1) Where are your testing records kept? 2) Is this a secure location? a) Who has access to the records? (c) 3) What types of records are maintained by your organization? (c)1 a) Records related to the collection process Collection log books (if used) Documents relating to the random selection process Documents generated in connection with a decision to administer a reasonable suspicion test Documents generated in connection with a decisions on post accident tests MRO documents verifying existence of a medical explanation for inadequate urine or breath (c)2 b) Records related to test results The employer copies of the chain of custody form Documents related to test refusals Documents from employee disputing the test results (c)3 c) Records related to SAP referral Employee/applicant referral Return to duty Follow up tests Employee s/applicant s entry into and successful completion of the SAP recommended treatment program d) Employee Training records Training materials on drug and alcohol awareness including employer policy on prohibited drug use and alcohol misuse. Awareness training Names, dates, and times of training Reasonable suspicion training for supervisors (c)4 Certification that the training complies with 49 CFR Part (b) 4) How long do you retain the records? a) Five Years Verified positive test results Documentation of test refusals Employee referrals to SAP Copies of the annual MIS report b) Two Years Records related to the collection process Documentation of employee training c) One Year Records of negative test results 9
10 40, P 5) Confidentiality a) Have you released any employee drug and alcohol testing information to anyone without the written permission of the employee? If yes, what were the circumstances that surrounded the release of information? Did you receive written consent from the employee authorizing you to release the information? MIS Reports 1) Do you submit your annual MIS report to WSDOT in a timely manner? 2) Did the reports contain all of the required information? 10