Source: https://www.nationaldrugscreening.com/show-blog.php?id=124
Timestamp: 2019-05-20 09:30:17
Document Index: 520358590

Matched Legal Cases: ['art 40', 'art 40', 'art 382', 'art 120', 'art 219', 'art 655', 'art 199', 'arts 4']

DER Requirements - DOT - National Drug Screening
DER Requirements - DOT
DOT Drug & Alcohol Testing Requirements for a DER
The DER is an extremely important position to keep the employer in compliance with the DOT Drug & Alcohol Testing Program. This should be a person of authority. If your company has not made a determination of who is the DER, it is time to do so. The term DER is cited 105 times in 49 CFR part 40. This function cannot be outsourced to service agents. Service agents must have appropriate DER contact information in order to perform their duties including contacting the DER about any problems or issues that may arise during the testing process or any part of providing services in the DOT Drug & Alcohol Testing Program.
Listed below is a list of the important areas of compliance that the DER must be involved in for the employer to be compliant with the regulations.
Designated Employer Representative – the company must appoint a Designated Employer Representative (DER) who is overall responsible at the company for the DOT Drug & Alcohol Testing Program.
Written Policy - The DOT Agencies and USCG require employers to have written policies for their DOT testing programs. At a minimum, these policies must contain specific information required by the appropriate DOT Agency or USCG. Your policies must clearly delineate between the items and actions which are required by DOT and which are required by the company or employer.
Regulations on File – The DER should maintain a copy of all DOT drug and alcohol regulations on file at the DER’s office. This includes 49 CFR Part 40 and the appropriate DOT Agency and USCG regulations. The specific DOT Agency and USCG regulations are as follows:
FMCSA - Federal Motor Carrier Safety Administration - 49 CFR Part 382
FAA - Federal Aviation Administration - 14 CFR Part 120
FRA - Federal Railroad Administration - 49 CFR Part 219
FTA - Federal Transit Administration - 49 CFR Part 655
PHMSA - Pipeline and Hazardous Materials Safety Administration - 49 CFR Part 199
USCG - US Coast Guard [Department of Homeland Security] - 46 CFR Parts 4 & 16
As DER you must know which agency or agencies regulate your business and you must be familiar with the specific agency regulation for the DOT Drug & Alcohol Testing Program.
Previous Employer Checks – When hiring an employee for a DOT covered position, the hiring employer must check with previous employers to insure that the employee is eligible for hire into a DOT covered position. 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.
Employee Education & Supervisor Training - Employees who perform DOT safety-sensitive functions must be provided educational materials that explain the DOT requirements. There are also training requirements for supervisors and other officials about reasonable suspicion and reasonable cause testing.
Removal of Covered Employees – An employee who refuses to test or tests positive on a DOT drug or alcohol test must be immediately removed from a DOT covered safety sensitive position.
Drug & Alcohol testing – Drug and alcohol testing is required for the DOT Drug & Alcohol Testing Program. Testing is required for: Pre-employment Random Reasonable Suspicion / Reasonable Cause Post-Accident Return-to-Duty and Follow-up.
Random Testing Program – As the DER you are responsible for compliance with the specific DOT agency random testing requirements. Each DOT Agency and the USCG has regulations that require certain employers to implement a random testing program
Post Accident Testing Requirements - Each DOT Agency and the USCG has regulations have specific criteria for required post accident testing. The supervisor at the scene of the accident/event should know the testing criteria and make a good faith effort decision to test or not test based on the information available at the time.
Substance Abuse Professional Process (SAP) – When an employee refuses to test or tests positive on a DOT drug or alcohol test must be immediately removed from a DOT covered safety sensitive position and given a list of qualified SAPs. The employee must before returning to the DOT covered safety sensitive position complete the SAP process which must include an initial evaluation, education or treatment plan and a follow up evaluation.
Record Keeping – The DER must maintain comprehensive records related to the DOT Drug & Alcohol Testing Program. That way, you can fully account for your program when you are inspected or audited by DOT Agencies or USCG. In addition, you will have the records that you might have to produce for court cases and arbitration hearings. Your service agents can maintain these documents for you.
To learn more about DOT compliance and how to operate properly as a DER, contact National Drug Screening. DER - Designated Employer Representative training programs are availabe.