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Timestamp: 2018-02-21 16:13:05
Document Index: 474601691

Matched Legal Cases: ['ART 199', 'ART 199', 'art 40', 'art 40', 'art 40', 'art 40', 'arts 192', 'art 199', 'art 40', 'arts 192', 'art 191', 'art 195', 'arts 192', 'art 40', 'arts 192', 'arts 199', 'art 40', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'arts 199', 'arts 192', 'art 199', 'art 199', 'art 199', 'art 199', 'art 40', 'art 40', 'art 199', 'art 199', 'art 199', 'arts 199', 'art 40', 'art 40', 'arts 192', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 199', 'art 40']

U. S. DEPARTMENT OF TRANSPORTATION (DOT) PIPELINE & HAZARDOUS MATERIALS SAFETY ADMINISTRATION (PHMSA) - PDF
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1 U. S. DEPARTMENT OF TRANSPORTATION (DOT) PIPELINE & HAZARDOUS MATERIALS SAFETY ADMINISTRATION (PHMSA) 49 CFR PART 199 ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY for Talisman Energy USA Inc. Talisman Energy Services Inc. aka This Employer or This Company Implementation Date: December 10, 2012 Effective Date: August 1, 2013
2 DEPARTMENT OF TRANSPORTATION (DOT) PIPELINE & HAZARDOUS MATERIALS SAFETY ADMINISTRATION (PHMSA) SUBCHAPTER D -- PIPELINE SAFETY 49 CFR PART 199 ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY TABLE OF CONTENTS Subpart A -- General Scope Applicability Definitions... 3 Designated Employer Representative (DER) DOT procedures Stand-down waivers Preemption of State and local laws... 6 Contractor Monitoring... 6 Company s Independent Authority... 6 Subpart B -- Drug Testing Purpose Anti-drug plan Use of persons who fail or refuse a drug test Drug tests required Drug testing laboratory Review of drug testing results Retention of samples and additional testing Employee assistance program Contractor employees Recordkeeping Reporting of anti-drug testing results Subpart C -- Alcohol Misuse Prevention Program Purpose Alcohol misuse plan Other requirements imposed by This Employer Requirement for notice Alcohol concentration On-duty use Pre-duty use Use following an accident Refusal to submit to a required alcohol test Alcohol tests required Page 1 of 26
3 Retention of records Reporting of alcohol testing results Access to facilities and records Removal from covered function Required evaluation and testing Other alcohol-related conduct On-Call employees This Employer s obligation to promulgate a policy on the misuse of alcohol Training for supervisors Referral, evaluation, and treatment Contractor employees Alcohol Supplement APPENDICES & ADDITIONAL DOCUMENTS APPENDIX 3-A Designated Employer Representative (DER) APPENDIX 3-B Consortium/Third Party Administrator (C/TPA) APPENDIX 3-C Substance Abuse Professional (SAP) APPENDIX 3-D Alcohol Testing/Specimen Collection Sites APPENDIX 3-E Medical Review Officer (MRO) APPENDIX 3-F Employee/Supervisory Positions Subject to Testing APPENDIX 3-G DHHS Certified Laboratories APPENDIX 3-H Drug Panel APPENDIX 3-I REGULATION - Request for Drug & Alcohol Testing Information from Previous Employer FORM Request for Drug & Alcohol Testing Information From Previous Employer APPENDIX 3-J Post-Accident Guidelines for Supervisors APPENDIX 3-K Reasonable Suspicion Guidelines for Supervisors APPENDIX 3-L Reasonable Cause Observation Checklist APPENDIX 3-M Employee Acknowledgement of SAP Referral APPENDIX 3-N 49 CFR Part 40 Page 2 of 26
4 Subpart A -- General 49 CFR Part 40, Procedures for Transportation Workplace Drug and Alcohol Testing Programs, is an important part of the testing regulations. Collection procedures, laboratory procedures, MRO review, alcohol testing, record keeping and all other procedural requirements shall adhere to 49 CFR Part 40. Part 40 is included in its entirety in Appendix 3-N of this policy and is an integral part of this ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY. Scope ( 199.1) Talisman Energy USA Inc. and Talisman Energy Services, Inc. (collectively referred to as the Company or Employer ) have a long-standing commitment to maintain the highest standards for the safety and health of employees and the public. This Company has adopted this ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY to help prevent accidents and injuries resulting from the use of controlled substances and the misuse of alcohol by employees who perform covered functions. This Company has also adopted this policy to be in compliance with applicable Federal Regulations. Operators of pipeline facilities subject to 49 CFR Parts 192, 193, and/or 195 are required to test covered employees for the presence of prohibited drugs and alcohol. Pipeline operators are also required to ensure that contractors are in compliance with Part 199. This policy has been designed to bring contractor companies into compliance with that requirement. Applicability ( 199.2) (a) This part applies to pipeline operators and their contractors only with respect to employees located within the territory of the United States, including those employees located within the limits of the "Outer Continental Shelf " as that term is defined in the Outer Continental Shelf Lands Act (43 U.S.C. 1331) (b) This part does not apply to any person for whom compliance with this part would violate the domestic laws or policies of another country. (c) This part does not apply to covered functions performed on -- (1) Master meter systems, as defined in of this chapter; or (2) Pipeline systems that transport only petroleum gas or petroleum gas/air mixtures. Definitions ( 199.3) (Definitions related to Part 40 are in Appendix 3-M) Definitions found in Parts 192, 193 and 195 are also applicable to this policy. As used in this part -- Accident means an incident reportable under Part 191 of this chapter involving gas pipeline facilities or LNG facilities, or an accident reportable under Part 195 of this chapter involving hazardous liquid pipeline facilities Definitions. Incident means any of the following events: (1) An event that involves a release of gas from a pipeline or of liquefied natural gas or gas from an LNG facility and Page 3 of 26
5 (i) A death, or personal injury necessitating in-patient hospitalization; or (ii) Estimated property damage, including cost of gas lost, of the operator or others, or both, of $50,000 or more. (2) An event that results in an emergency shutdown of an LNG facility. (3) An event that is significant, in the judgment of the operator (or contractor), even though it did not meet the criteria of paragraphs (1) or (2) An accident report is required for each failure in a pipeline system in which there is a release of the hazardous liquid or carbon dioxide transported resulting in any of the following: (1) Explosion or fire not intentionally set by the operator. (2) Release of 5 gallons (19 liters) or more of hazardous liquid or carbon dioxide, except that no report is required for a release of less than 5 barrels (0.8 cubic meters) resulting from a pipeline maintenance activity if this release is: (a) Not otherwise reportable under this section; (b) Not one described in (a)(4); (c) Confined to company property or pipeline right-of-way; and (d) Cleaned up promptly; (3) Death of any person. (4) Personal injury necessitating hospitalization; (5) Estimated property damage, including cost of clean-up and recovery, value of lost product, and damage to the property of the operator or others, or both, exceeding $50,000. Administrator means the Administrator, Pipeline and Hazardous Materials Safety Administration or his or her delegate. Covered employee, employee, or individual to be tested (or applicant) means a person who performs a covered function, including persons employed by operators, contractors engaged by operators, and persons employed by such contractors. Covered function means an operations, maintenance, or emergency-response function regulated by Parts 192, 193, or 195 that is performed on a pipeline or on an LNG facility. DOT Procedures means the Procedures for Transportation Workplace Drug and Alcohol Testing Programs published by the Office of the Secretary of Transportation in 49 CFR Part 40. Fail a drug test means that the confirmation test result shows positive evidence of the presence under DOT Procedures of a prohibited drug in an employee's system. Operator means a person who owns or operates pipeline facilities subject to Parts 192, 193, or 195. Pass a drug test means that initial testing or confirmation testing under DOT Procedures does not show evidence of the presence of a prohibited drug in a person's system. Performs a covered function includes actually performing, ready to perform, or immediately available to perform a covered function. Pipeline or pipeline system means all parts of a pipeline facility through which a hazardous liquid or carbon dioxide moves in transportation, including, but not limited to, line pipe, valves, and other appurtenances connected to line pipe, pumping units, fabricated assemblies associated with pumping units, metering and delivery stations and fabricated assemblies therein, and breakout tanks. Page 4 of 26
6 Pipeline facility means new and existing piping, rights-of-way, and any equipment, facility, or building used in the transportation of gas or in the treatment of gas during the course of transportation. Positive rate for random drug testing means the number of verified positive results for random drug tests conducted under this policy plus the number of refusals of random drug tests required by this policy, divided by the total number of random drug tests results (i.e., positives, negatives, and refusals) required by this policy. Prohibited drug means any of the following substances specified in Schedule I or Schedule II of the Controlled Substances Act (21 U.S.C. 812): marijuana, cocaine, opiates, amphetamines, and phencyclidine (PCP). Refuse to submit, refuse, or refuse to take means behavior consistent with DOT Procedures concerning refusal to take a drug test or refusal to take an alcohol test. State agency means an agency of any of the several states, the District of Columbia, or Puerto Rico that participates under the pipeline safety laws (49 U.S.C et seq). Designated Employer Representative (DER) Appendix 3-A contains the name, address, and phone number of the responsible individual(s). The DER shall be responsible for the preparation of an ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY which complies with requirements of the Department of Transportation regulations as set forth in 49 CFR Parts 199 and 49 CFR Part 40. The DER shall be responsible for providing oversight and evaluation on the plan; providing guidance and counseling; reviewing of all discipline applied under this plan for consistency and conformance to human resources policies and procedures; scheduling for types of testing (random, post-accident, reasonable suspicion, etc.); maintaining a locked file system on all test results; and overseeing the referral of employees for evaluation and treatment. This Company shall ensure that all covered employees are aware of the provisions and coverage of This Company's ANTI- DRUG and ALCOHOL MISUSE PREVENTION POLICY and that all employees are notified prior to testing that such a test is required by Part 199. DOT Procedures ( 199.5) The anti-drug and alcohol programs required by this policy must be conducted according to the requirements of 49 CFR Part 199 and DOT Procedures. Terms and concepts used in this policy have the same meaning as in DOT Procedures. Violations of DOT Procedures with respect to anti-drug and alcohol programs required by this policy are violations of this policy. Stand-down waivers ( 199.7) (a) Each operator who seeks a waiver under from the stand-down restriction must submit an application for waiver in duplicate to the Associate Administrator for Pipeline Safety, Pipeline & Hazardous Materials Safety Administration, Department of Transportation, Washington, DC (b) Each application must -- (1) Identify of this title as the rule from which the waiver is sought; (2) Explain why the waiver is requested and describe the employees to be covered by the waiver; (3) Contain the information required by of this title and any other information or arguments available to support the waiver requested; and (4) Unless good cause is shown in the application, be submitted at least 60 days before the proposed effective date of the waiver. Page 5 of 26
7 (c) No public hearing or other proceeding is held directly on an application before its disposition under this section. If the Associate Administrator determines that the application contains adequate justification, he or she grants the waiver. If the Associate Administrator determines that the application does not justify granting the waiver, he or she denies the application. The Associate Administrator notifies each applicant of the decision to grant or deny an application. Preemption of State and local laws ( 199.9) (a) Except as provided in paragraph (b) of this section, Part 199 preempts any State or local law, rule, regulation, or order to the extent that: (1) Compliance with both the State or local requirement and Part 199 is not possible; (2) Compliance with the State or local requirement is an obstacle to the accomplishment and execution of any requirement of Part 199; or (3) The State or local requirement is a pipeline safety standard applicable to interstate pipeline facilities. (b) Part 199 shall not be construed to preempt provisions of State criminal law that impose sanctions for reckless conduct leading to actual loss of life, injury, or damage to property, whether the provisions apply specifically to transportation employees or This Employer or to the general public. Contractor Monitoring This Company shall prepare and submit to the appropriate pipeline operator and/or designated agent for contractor monitoring requested information and the proper statistical data report (as directed by the pipeline operator) twice a year. The first report shall cover the 1 st and 2 nd quarters of This Company s testing program for the current calendar year and shall be due no later than 30-days after the end of the 2 nd quarter (quarter ends June 30 th, report due no later than July 30 th ). The second report shall cover the 3 rd and 4 th quarters of This Company s testing program and shall be due no later than 30-days after the end of the 4 th quarter (quarter ends December 31 st, report due no later than January 30 th ) of the preceding calendar year. This Company s Independent Authority This ANTI-DRUG and ALCOHOL MISUSE PREVENTION POLICY sets forth the requirements of 49 CFR Parts 199 and 40. Those areas of the policy that appear in bold and underline print reflect This Company s independent authority to require additional provisions with regard to drug and alcohol testing procedures. Page 6 of 26
8 Subpart B -- Drug Testing Purpose ( ) The purpose of this policy is to establish programs designed to help prevent accidents and injuries resulting from the use of prohibited drugs by employees who perform covered functions for operators of certain pipeline facilities subject to Parts 192, 193, or 195. Anti-drug plan ( ) (a) This Employer shall maintain and follow a written anti-drug plan that conforms to the requirements of Part 199 and the DOT Procedures. The plan must contain -- (1) Methods and procedures for compliance with all the requirements of Part 199, including the employee assistance program; (2) The name and address of each laboratory that analyzes the specimens collected for drug testing; (3) The name and address of This Company's Medical Review Officer, and Substance Abuse Professional; and (4) Procedures for notifying employees of the coverage and provisions of the plan. (b) The Administrator or the State Agency that has submitted a current certification under the pipeline safety laws (49 U.S.C et seq.) with respect to the pipeline facility governed by an operator's plans and procedures may, after notice and opportunity for hearing as provided in 49 CFR or the relevant State procedures, require the operator to amend its plans and procedures as necessary to provide a reasonable level of safety. Use of persons who fail or refuse a drug test ( ) (a) This Employer may not knowingly use as an employee any person who -- (1) Fails a drug test required by this policy and the medical review officer makes a determination under DOT Procedures; or (2) Refuses to take a drug test required by this policy. (b) Paragraph (a)(1) of this section does not apply to a person who has -- (1) Passed a drug test under DOT Procedures; (2) Been considered by the medical review officer in accordance with DOT Procedures and been determined by a substance abuse professional to have successfully completed required education or treatment; and (3) Not failed a drug test required by this policy after returning to duty. Drug tests required ( ) This Company shall conduct the following drug tests for the presence of a prohibited drug: Page 7 of 26
9 (a) Pre-employment testing. This Employer may not hire or contract for the use of any person as an employee unless that person passes a drug test or is covered by an anti-drug program that conforms to the requirements of this policy. This Employer shall conduct a pre-employment drug test before the first performance of covered functions by every covered employee, whether a new employee or someone who has transferred to a position involving the performance of covered functions. (b) Post-accident testing. As soon as possible but no later than 32 hours after an accident, This Employer shall drug test each employee whose performance either contributed to the accident or cannot be completely discounted as a contributing factor to the accident. This Employer may decide not to test under this paragraph but such a decision must be based on the best information available immediately after the accident that the employee's performance could not have contributed to the accident or that, because of the time between that performance and the accident, it is not likely that a drug test would reveal whether the performance was affected by drug use. See APPENDIX 3-J: POST-ACCIDENT GUIDELINES FOR SUPERVISORS and Decision Tree (c) Random testing. (1) Except as provided in paragraphs (c)(2) through (4) of this section, the minimum annual percentage rate for random drug testing shall be 50 percent of covered employees. (2) The Administrator's decision to increase or decrease the minimum annual percentage rate for random drug testing is based on the reported positive rate for the entire industry. All information used for this determination is drawn from the drug MIS reports required by Part 199. In order to ensure reliability of the data, the Administrator considers the quality and completeness of the reported data, may obtain additional information or reports from operators, and may make appropriate modifications in calculating the industry positive rate. Each year, the Administrator will publish in the FEDERAL REGISTER the minimum annual percentage rate for random drug testing of covered employees. The new minimum annual percentage rate for random drug testing will be applicable starting January 1 of the calendar year following publication. For the current year s random percentage rate, go to (3) When the minimum annual percentage rate for random drug testing is 50 percent, the Administrator may lower this rate to 25 percent of all covered employees if the Administrator determines that the data received under the reporting requirements of for two consecutive calendar years indicate that the reported positive rate is less than 1.0 percent. (4) When the minimum annual percentage rate for random drug testing is 25 percent, and the data received under the reporting requirements of for any calendar year indicate that the reported positive rate is equal to or greater than 1.0 percent, the Administrator will increase the minimum annual percentage rate for random drug testing to 50 percent of all covered employees. (5) The selection of employees for random drug testing shall be made by a scientifically valid method, such as a random number table or a computer-based random number generator that is matched with employees' Social Security numbers, payroll identification numbers, or other comparable identifying numbers. Under the selection process used, each covered employee shall have an equal chance of being tested each time selections are made. Page 8 of 26
10 (6) This Employer shall randomly select a sufficient number of covered employees for testing during each calendar year to equal an annual rate not less than the minimum annual percentage rate for random drug testing determined by the Administrator. If This Employer conducts random drug testing through a consortium, the number of employees to be tested may be calculated for each individual employer or may be based on the total number of covered employees covered by the consortium who are subject to random drug testing at the same minimum annual percentage rate under Part 199 or any DOT drug testing rule. (7) This Company shall ensure that random drug tests conducted under this policy are unannounced and that the dates for administering random tests are spread reasonably throughout the calendar year. Random testing will be conducted quarterly. (8) If a given covered employee is subject to random drug testing under the drug testing rules of more than one DOT agency for This Employer, the employee shall be subject to random drug testing at the percentage rate established for the calendar year by the DOT agency regulating more than 50 percent of the employee's function. (9) If This Company is required to conduct random drug testing under the drug testing rules of more than one DOT agency, This Company may -- (i) Establish separate pools for random selection, with each pool containing the covered employees who are subject to testing at the same required rate; or (ii) Randomly select such employees for testing at the highest percentage rate established for the calendar year by any DOT agency to which This Company is subject. (10) Following are the key aspects of the random testing selection process. (i) Employees remain in the random selection pool at all times, regardless of whether or not they have been previously selected for testing. (ii) Employees will be selected for random testing based on the number of covered employees in the random pool at the time and the current PHMSA random testing rate. (iii) Employees shall be selected for testing by using a computer-based random number generator or equivalent random selection method that is matched with an employee's social security number or employee ID number. (iv) The process will be unannounced as well as random. Employees will be notified that they have been selected for testing after they have reported for duty on the day of collection. (v) Specimen collection will be conducted on different days of the week throughout the annual cycle to prevent employees from matching their drug use patterns to the schedule for collection. (vi) The list of employees that have been selected for random drug testing will be retained by the DER or his/her designee in a secure location. (vii) Employees shall report immediately to the collection site once notified by the appropriate official of This Company. Page 9 of 26
11 (d) Reasonable cause. This Company shall drug test each employee when there is reasonable cause to believe the employee is using a prohibited drug. The decision to test must be based on a reasonable and articulable belief that the employee is using a prohibited drug on the basis of specific, contemporaneous physical, behavioral, or performance indicators of probable drug use. At least two of the employee's supervisors, one of whom is trained in detection of the possible symptoms of drug use, shall substantiate and concur in the decision to test an employee. The concurrence between the two supervisors may be by telephone. However, in the case of employer with 50 or fewer employees subject to testing under This part, only one supervisor of the employee trained in detecting possible drug use symptoms shall substantiate the decision to test. See APPENDIX 3-K: REASONABLE SUSPICION GUIDELINES FOR SUPERVISORS and APPENDIX 3-L: REASONABLE CAUSE OBSERVATION CHECKLIST Return-to-duty and follow-up testing may not be applicable see COVERED EMPLOYEE CERTIFICATE OF RECEIPT, CONSEQUENCES OF PROHIBITED CONDUCT. (e) Return-to-duty testing. A covered employee who refuses to take or has a positive drug test may not return to duty in the covered function until the covered employee has complied with applicable provisions of DOT Procedures concerning substance abuse professionals and the return-to-duty process. Per 49 CFR Part 40.67, the DER must direct the drug collection of the employee for a return-to-duty test be performed as a direct observation. (f) Follow-up testing. A covered employee who refuses to take or has a positive drug test shall be subject to unannounced follow-up drug tests administered by This Company following the covered employee's return to duty. The number and frequency of such follow-up testing shall be determined by a substance abuse professional, but shall consist of at least six tests in the first 12 months following the covered employee's return to duty. In addition, follow-up testing may include testing for alcohol as directed by the substance abuse professional, to be performed in accordance with 49 CFR Part 40. Follow-up testing shall not exceed 60 months from the date of the covered employee's return to duty. The substance abuse professional may terminate the requirement for follow-up testing at any time after the first six tests have been administered, if the substance abuse professional determines that such testing is no longer necessary. Per 49 CFR part the DER must direct the drug collection of the employee for a follow-up test be performed as a direct observation. Drug testing laboratory ( ) (a) This Company shall use for the drug testing required by This part 199 only drug testing laboratories certified by the Department of Health and Human Services under the DOT Procedures. See Appendix 3-G for the laboratory this Company utilizes. (b) The drug testing laboratory must permit -- Page 10 of 26
12 (1) Inspections by the operator before the laboratory is awarded a testing contract; and (2) Unannounced inspections, including examination of records, at any time, by This Company, the Administrator, and if This Company is subject to state agency jurisdiction, a representative of that state agency. Review of drug testing results ( ) (a) MRO appointment. This Company shall designate or appoint a medical review officer (MRO). If This Company does not have a qualified individual on staff to serve as MRO, This Company may contract for the provision of MRO services as part of its anti-drug program. See Appendix 3-E for the MRO this Company utilizes. (b) MRO qualifications. Each MRO must be a licensed physician who has the qualifications required by DOT Procedures. (c) MRO duties. The MRO must perform functions for This Company as required by DOT Procedures. (d) If the MRO reports a negative dilute test that is has a creatinine concentration greater than 5 mg/dl per 49 CFR Part (b)(2), the Company has the opportunity to have an immediate recollection of the employee. This test will not be conducted under direct observation per the regulations unless the MRO directs you to do so. All employees with a negative dilute test reported will be asked to proceed to the collection facility for the recollection under the original reason for test. The regulation states if the Company conducts negative dilute tests they must be performed for every employee or perspective employee for all reasons for test the Company dictates in this policy. The employee must be treated the same. This Company requires a recollection for negative dilutes on every pre-employment tests. If the second test result is also negative dilute, the second test result is the result of record. If the employee declines to take the test as directed, the employee will be considered to have refused to test which will result in disposition the Company has stipulated in this policy. (e) Evaluation and rehabilitation may be provided by This Company, by a substance abuse professional under contract with This Company, or by a substance abuse professional not affiliated with This Company. The choice of substance abuse professional and assignment of costs shall be made in accordance with employer/employee agreements and employer/employee policies. (f) This Company shall ensure that a substance abuse professional, who determines that a covered employee requires assistance in resolving problems with drug abuse, does not refer the covered employee to the substance abuse professional's private practice or to a person or organization from which the substance abuse professional receives remuneration or in which the substance abuse professional has a financial interest. This paragraph does not prohibit a substance abuse professional from referring a covered employee for assistance provided through: (1) A public agency, such as a State, county, or municipality; (2) This Company or a person under contract to provide treatment for drug problems on behalf of This Company; (3) The sole source of therapeutically appropriate treatment under the employee's health insurance program; or (4) The sole source of therapeutically appropriate treatment reasonably accessible to the employee. Page 11 of 26
13 Retention of samples and additional testing ( ) (a) Samples that yield positive results on confirmation must be retained by the laboratory in properly secured, long-term, frozen storage for at least 365 days as required by the DOT Procedures. Within this 365-day period, the employee or the employee's representative, This Company, the Administrator, or, if This Company is subject to the jurisdiction of a state agency, the state agency may request that the laboratory retain the sample for an additional period. If, within the 365-day period, the laboratory has not received a proper written request to retain the sample for a further reasonable period specified in the request, the sample may be discarded following the end of the 365-day period. (b) If the medical review officer (MRO) determines there is no legitimate medical explanation for a confirmed positive test result other than the unauthorized use of a prohibited drug, and if timely additional testing is requested by the employee according to DOT Procedures, the split specimen must be tested. The employee may specify testing by the original laboratory or by a second laboratory that is certified by the Department of Health and Human Services. This Company may require the employee to pay in advance the cost of shipment (if any) and reanalysis of the sample, but the employee must be reimbursed for such expense if the additional test is negative. (c) If the employee specifies testing by a second laboratory, the original laboratory must follow approved chain-of-custody procedures in transferring a portion of the sample. (d) Since some analytes may deteriorate during storage, detected levels of the drug below the detection limits established in the DOT Procedures, but equal to or greater than the established sensitivity of the assay, must, as technically appropriate, be reported and considered corroborative of the original positive results. Employee assistance program ( ) (a) This Employer shall provide an employee assistance program (EAP) for its employees and supervisory personnel who will determine whether an employee must be drug tested based on reasonable cause. This Company may establish the EAP as a part of its internal personnel services or This Company may contract with an entity that provides EAP services. Each EAP must include education and training on drug use. At the discretion of This Company, the EAP may include an opportunity for employee rehabilitation. (b) Education under each EAP must include at least the following elements: display and distribution of informational material; display and distribution of a community service hot-line telephone number for employee assistance; and display and distribution of This Company's policy regarding the use of prohibited drugs. (c) Training under each EAP for supervisory personnel who will determine whether an employee must be drug tested based on reasonable cause must include one 60-minute period of training on the specific, contemporaneous physical, behavioral, and performance indicators of probable drug use. Contractor employees ( ) With respect to those employees who are contractors or employed by a contractor, an operator may provide by contract that the drug testing, education, and training required by Part 199 be carried out by the contractor provided: (a) The operator remains responsible for ensuring that the requirements of Part 199 are complied with; and (b) The contractor allows access to property and records by the operator, the Administrator, and if the operator is subject to the jurisdiction of a state agency, a representative of the state agency for the purpose of monitoring This Company's compliance with the requirements of Part Page 12 of 26
14 Recordkeeping ( ) (a) This Employer shall keep the following records for the periods specified and permit access to the records as provided by paragraph (b) of this section: (1) Records that demonstrate the collection process conforms to Parts 199 and 40 must be kept for at least 3 years. (2) Records of employee drug test that indicate a verified positive result, records that demonstrate compliance with the recommendations of a substance abuse professional, and MIS annual report data shall be maintained for a minimum of five years. (3) Records of employee drug test results that show employees passed a drug test must be kept for at least 1 year. (4) Records confirming that supervisors and employees have been trained as required by this part must be kept for at least 3 years. (b) Information regarding an individual's drug testing results or rehabilitation must be released upon the written consent of the individual and as provided by DOT Procedures. Statistical data related to drug testing and rehabilitation that is not name-specific and training records must be made available to the Administrator or the representative of a state agency upon request. Reporting of anti-drug testing results ( ) (a) Each large operator (having more than 50 covered employees) shall submit an annual MIS report to PHMSA of its anti-drug testing using the Management Information System (MIS) form and instructions as required by 49 CFR part 40 (at and Appendix 3-H to Part 40), not later than March 15 of each year for the prior calendar year (January 1 through December 31). The Administrator shall require by written notice that small operators (50 or fewer covered employees) not otherwise required to submit annual MIS reports to prepare and submit such reports to PHMSA. (b) Each report, required under this section, shall be submitted to the Office of Pipeline Safety Compliance (OPS), Pipeline & Hazardous Materials Safety Administration, Department of Transportation, room 2335, 400 Seventh Street, SW., Washington, DC (c) Each report shall be submitted in the form and manner prescribed by the Administrator. No other form, including another DOT Operating Administration's MIS form, is acceptable for submission to PHMSA. (d) Each report shall be signed by the Operator's anti-drug manager or designated representative. PHMSA will allow the operator the option of sending the report on the computer disk provided by PHMSA. If this option is used, a signature page attesting to the validity of the information on the computer disk must be sent to the address in paragraph (b) of this section. (e) Each operator's report with verified positive test results or refusals to test shall include all of the following informational elements: (1) Number of covered employees. (2) Number of covered employees subject to testing under the anti-drug rules of another operating administration. (3) Number of specimens collected by type of test. (4) Number of positive test results, verified by a Medical Review Officer (MRO), by type of test and Page 13 of 26
15 type of drug. (5) Number of employee action(s) taken following verified positive(s), by type of action(s). (6) Number of negative tests reported by an MRO by type of test. (7) Number of persons denied a position as a covered employee following a verified positive drug test. (8) Number of covered employees, returned to duty during this reporting period after having failed or refused a drug test required under the PHMSA rule. (9) Number of covered employees with tests verified positive by an MRO for multiple drugs. (10) Number of covered employees who refused to submit to a random or non-random (post-accident, reasonable cause, return-to- duty, or follow-up) drug test and the action taken in response to each refusal. (11) Number of supervisors who have received required initial training during the reporting period. (f) Each operator's report with only negative test results shall include all of the following informational elements: (1) Number of covered employees. (2) Number of covered employees subject to testing under the anti-drug rules of another operating administration. (3) Number of specimens collected by type of test. (4) Number of negative tests reported by an MRO by type of test. (5) Number of covered employees who refused to submit to a random or non-random (post-accident, reasonable cause, return-to-duty, or follow-up) drug test and the action taken in response to each refusal. (6) Number of supervisors who have received required initial training during the reporting period. Page 14 of 26
16 Subpart C -- Alcohol Misuse Prevention Program Purpose ( ) The purpose of this subpart is to establish programs designed to help prevent accidents and injuries resulting from the misuse of alcohol by employees who perform covered functions for operators of certain pipeline facilities subject to Parts 192, 193, or 195. Alcohol misuse plan ( ) This Employer must maintain and follow a written alcohol misuse plan that conforms to the requirements of Part 199 and DOT Procedures concerning alcohol testing programs. The plan shall contain methods and procedures for compliance with all the requirements of Part 199, including required testing, recordkeeping, reporting, education, and training elements. Other requirements imposed by This Employer ( ) (a) Except as expressly provided in Part 199, nothing in Part 199 shall be construed to affect the authority of This Employer, or the rights of employees, with respect to the use or possession of alcohol, including authority and rights with respect to alcohol testing and rehabilitation. (b) This Employer may, but are not required to, conduct pre-employment alcohol testing under Part 199. If This Employer conducts pre-employment alcohol testing This Employer must (1) Conduct a pre-employment alcohol test before the first performance of covered functions by every covered employee (whether a new employee or someone who has transferred to a position involving the performance of covered functions); (2) Treat all covered employees the same for the purpose of pre-employment alcohol testing (i.e., This Company must not test some covered employees and not others); (3) Conduct the pre-employment tests after making a contingent offer of employment or transfer, subject to the employee passing the pre-employment alcohol test; (4) Conduct all pre-employment alcohol tests using the alcohol testing procedures in DOT Procedures; and (5) Not allow any covered employee to begin performing covered functions unless the result of the employee's test indicates an alcohol concentration of less than The use or possession of alcoholic beverages while on This Company s property, or in any of This Company s vehicle, or on This Company s time, including breaks or lunch, paid or unpaid, on any shift, is strictly prohibited. Requirement for notice ( ) Before performing an alcohol test under Part 199, This Company shall notify a covered employee that the alcohol test is required by Part 199. This Employer shall not falsely represent that a test is administered under Part 199. Page 15 of 26
17 Alcohol concentration ( ) This Employer shall prohibit a covered employee from reporting for duty or remaining on duty requiring the performance of covered functions while having an alcohol concentration of 0.04 or greater. This Employer, having actual knowledge that a covered employee has an alcohol concentration of 0.04 or greater, shall not permit the employee to perform or continue to perform covered functions. On-duty use ( ) This Employer shall prohibit a covered employee from using alcohol while performing covered functions. This Employer, having actual knowledge that a covered employee is using alcohol while performing covered functions, shall not permit the employee to perform or continue to perform covered functions. Pre-duty use ( ) This Employer shall prohibit a covered employee from using alcohol within four hours prior to performing covered functions, or, if an employee is called to duty to respond to an emergency, within the time period after the employee has been notified to report for duty. This Employer, having actual knowledge that a covered employee has used alcohol within four hours prior to performing covered functions or within the time period after the employee has been notified to report for duty, shall not permit that covered employee to perform or continue to perform covered functions. Use following an accident ( ) This Employer, having actual knowledge of an accident in which the employee s performance of covered functions has not been discounted by This Company as a contributing factor to the accident, shall prohibit the employee from using alcohol for eight hours following the accident, unless the employee has been given a post-accident test under (a), or This Company has determined that the employee's performance could not have contributed to the accident. Refusal to submit to a required alcohol test ( ) This Employer shall require a covered employee to submit to a post-accident alcohol test required under (a), a reasonable suspicion alcohol test required under (b), or a follow-up alcohol test required under (d). This Employer shall not permit an employee who refuses to submit to such a test to perform or continue to perform covered functions. Alcohol tests required ( ) This Employer shall conduct the following types of alcohol tests for the presence of alcohol: (a) Post-accident. (1) As soon as practicable following an accident, This Employer shall test each surviving covered employee for alcohol if that employee's performance of a covered function either contributed to the accident or cannot be completely discounted as a contributing factor to the accident. The decision not to administer a test under this section shall be based on This Company's determination, using the best available information at the time of the determination that the covered employee's performance could not have contributed to the accident. Page 16 of 26
18 (2) If a test required by this section is not administered within 2 hours following the accident, This Company shall prepare and maintain on file a record stating the reasons the test was not promptly administered. If a test required by paragraph (a) is not administered within 8 hours following the accident, This Company shall cease attempts to administer an alcohol test and shall state in the record the reasons for not administering the test. (3) A covered employee who is subject to post-accident testing who fails to remain readily available for such testing, including notifying This Company s or This Employer s representative of his/her location if he/she leaves the scene of the accident prior to submission to such test, may be deemed by This Company to have refused to submit to testing. Nothing in this section shall be construed to require the delay of necessary medical attention for injured people following an accident or to prohibit a covered employee from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care. See APPENDIX 3-J: POST-ACCIDENT GUIDELINES FOR SUPERVISORS (b) Reasonable suspicion testing. (1) This Employer shall require a covered employee to submit to an alcohol test when This Company has reasonable suspicion to believe that the employee has violated the prohibitions in this policy. (2) This Company's determination that reasonable suspicion exists to require the covered employee to undergo an alcohol test shall be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the employee. The required observations shall be made by a supervisor who is trained in detecting the symptoms of alcohol misuse. The supervisor who makes the determination that reasonable suspicion exists shall not conduct the breath alcohol test on that employee. (3) Alcohol testing is authorized by this section only if the observations required by paragraph (b)(2) of this section are made during, just preceding, or just after the period of the work day that the employee is required to be in compliance with Part 199 and this policy. A covered employee may be directed by This Company to undergo reasonable suspicion testing for alcohol only while the employee is performing covered functions; just before the employee is to perform covered functions; or just after the employee has ceased performing covered functions. (4) (i) If a test required by this section is not administered within 2 hours following the determination under paragraph (b)(2) of this section, This Company shall prepare and maintain on file a record stating the reasons the test was not promptly administered. If a test required by this section is not administered within 8 hours following the determination under paragraph (b)(2) of this section, This Company shall cease attempts to administer an alcohol test and shall state in the record the reasons for not administering the test. Records shall be submitted to PHMSA upon request of the Administrator. (ii) Notwithstanding the absence of a reasonable suspicion alcohol test under this section, This Employer shall not permit a covered employee to report for duty or remain on duty requiring the performance of covered functions while the employee is under the influence of or impaired by alcohol, as shown by the behavioral, speech, or performance indicators of alcohol misuse, nor shall This Employer permit the covered employee to perform or continue to perform covered functions, until: Page 17 of 26
19 (A) An alcohol test is administered and the employee's alcohol concentration measures less than 0.02; or (B) The start of the employee's next regularly scheduled duty period, but not less than 8 hours following the determination under paragraph (b)(2) of this section that there is reasonable suspicion to believe that the employee has violated the prohibitions in this policy. (iii) Except as provided in paragraph (b)(4)(ii), This Employer shall not take any action under Part 199 against a covered employee based solely on the employee's behavior and appearance in the absence of an alcohol test. This does not prohibit This Employer with the authority independent of Part 199 from taking any action otherwise consistent with law. See APPENDIX 3-K: REASONABLE SUSPICION GUIDELINES FOR SUPERVISORS and APPENDIX 3-L: REASONABLE CAUSE OBSERVATION CHECKLIST Return-to-duty and follow-up testing may not be applicable see COVERED EMPLOYEE CERTIFICATE OF RECEIPT, CONSEQUENCES OF PROHIBITED CONDUCT. (c) Return-to-duty testing. This Employer shall ensure that before a covered employee returns to duty requiring the performance of a covered function after engaging in conduct prohibited by through , the employee shall undergo a return-to-duty alcohol test with a result indicating an alcohol concentration of less than (d) Follow-up testing. (1) Following a determination under (b) that a covered employee is in need of assistance in resolving problems associated with alcohol misuse, This Employer shall ensure that the employee is subject to unannounced follow-up alcohol testing as directed by a substance abuse professional in accordance with the provisions of (c)(2)(ii). (2) Follow-up testing shall be conducted when the covered employee is performing covered functions; just before the employee is to perform covered functions; or just after the employee has ceased performing such functions. (e) Retesting of covered employees with an alcohol concentration of 0.02 or greater but less than This Employer shall retest a covered employee to ensure compliance with the provisions of , if This Employer chooses to permit the employee to perform a covered function within 8 hours following the administration of an alcohol test indicating an alcohol concentration of 0.02 or greater but less than Retention of records ( ) (a) General requirement. This Employer shall maintain records of its alcohol misuse prevention program as provided in this section. The records shall be maintained in a secure location with controlled access. (b) Period of retention. This Employer shall maintain the records in accordance with the following schedule: (1) Five years. Records of employee alcohol test results with results indicating an alcohol concentration of 0.02 or greater, documentation of refusals to take required alcohol tests, calibration documentation, employee evaluation and referrals, and MIS annual report data shall be maintained for a minimum of five years. Page 18 of 26
20 (2) Two years. Records related to the collection process (except calibration of evidential breath testing devices), and training shall be maintained for a minimum of two years. (3) One year. Records of all test results below 0.02 (as defined in 49 CFR Part 40) shall be maintained for a minimum of one year. (c) Types of records. The following specific records shall be maintained: (1) Records related to the collection process: (i) Collection log books, if used. (ii) Calibration documentation for evidential breath testing devices. (iii) Documentation of breath alcohol technician training. (iv) Documents generated in connection with decisions to administer reasonable suspicion alcohol tests. (v) Documents generated in connection with decisions on post- accident tests. (vi) Documents verifying existence of a medical explanation of the inability of a covered employee to provide adequate breath for testing. (2) Records related to test results: (i) This Company's copy of the alcohol test form, including the results of the test. (ii) Documents related to the refusal of any covered employee to submit to an alcohol test required by this subpart. (iii) Documents presented by a covered employee to dispute the result of an alcohol test administered under this subpart. (3) Records related to other violations of this subpart. (4) Records related to evaluations: (i) Records pertaining to a determination by a substance abuse professional concerning a covered employee's need for assistance. (ii) Records concerning a covered employee's compliance with the recommendations of the substance abuse professional. (5) Record(s) related to This Company's MIS annual testing data. (6) Records related to education and training: (i) Materials on alcohol misuse awareness, including a copy of This Company's policy on alcohol misuse. (ii) Documentation of compliance with the requirements of Page 19 of 26