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⭐Best Practices Manual: FTA Drug and Alcohol Testing Program
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1 U.S. Department of Transportation Federal Transit Administration Best Practices Manual: FTA Drug and Alcohol Testing Program March 2002 Office of Safety and Security2 Notice This document is disseminated under the sponsorship of the Department of Transportation in the interest of information exchange. The United States Government assumes no liability for its contents or use thereof.3 REPORT DOCUMENTATION PAGE Form Approved OMB No Public reporting burden for this collection of information is estimated to average 1 hour per response, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. Send comments regarding this burden estimate or any other aspect of this collection of information, including suggestions for reducing this burden, to Washington Headquarters Services, Directorate for Information Operations and Reports, 1215 Jefferson Davis Highway, Suite 1204, Arlington, VA , and to the Office of Management and Budget, Paperwork Reduction Project ( ), Washington, DC AGENCY USE ONLY (Leave blank) 2. REPORT DATE March TITLE AND SUBTITLE Best Practices Manual: 6. AUTHOR(S) Robert L. Gaumer 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) EG&G Technical Services * 55 Broadway Cambridge, MA REPORT TYPE AND DATES COVERED Final Report March FUNDING NUMBERS U2027/TM PERFORMING ORGANIZATION REPORT NUMBER DOT-VNTSC-FTA SPONSORING/MONITORING AGENCY NAME(S) AND ADDRESS(ES) U.S. Department of Transportation Federal Transit Administration Office of Safety and Security Washington, DC SPONSORING/MONITORING AGENCY REPORT NUMBER FTA-MA SUPPLEMENTARY NOTES *Under contract to: U.S. Department of Transportation Research and Special Programs Administration John A. Volpe National Transportation Systems Center 55 Broadway Cambridge, MA a. DISTRIBUTION/AVAILABILITY STATEMENT This document is available to the public through the National Technical Information Service, Springfield, Virginia b. DISTRIBUTION CODE 13. ABSTRACT (Maximum 200 words) This document is part of a two-volume set prepared under the Federal Transit Administration s (FTA) General Technical Assistance Program, to provide guidance to the recipients of FTA funding that are required to test their safety-sensitive employees for drug use and alcohol misuse. This volume discusses best practices used by employers to establish and maintain a compliant testing program. The other volume, Implementation Guidelines for Drug and Alcohol Regulations in Mass Transit, explains the regulatory requirements, which were revised in The best practices discussed here were identified during 5 years of FTA-sponsored audits of existing programs. They are responses to the requirements that allow for flexibility in how to comply, i.e., areas where employers have to choose between different options and areas where they may want to exceed the minimum FTA requirements. This document identifies the areas where choices are required, the issues involved in making those choices, and real world examples of choices made. The discussions are organized according to the four required elements of an FTA anti-drug use and alcohol misuse program: (1) a program policy statement, (2) an education and training program, (3) a testing program, and (4) a procedure for referring policy violators to a substance abuse professional. 14. SUBJECT TERMS Drugs and alcohol, drug and alcohol testing, best practices, public transit, safety, accidents, Federal Transit Administration, FTA, regulations. 15. NUMBER OF PAGES PRICE CODE 17. SECURITY CLASSIFICATION OF REPORT Unclassified 18. SECURITY CLASSIFICATION OF THIS PAGE Unclassified 19. SECURITY CLASSIFICATION OF ABSTRACT Unclassified 20. LIMITATION OF ABSTRACT Unlimited NSN Standard Form 298 (Rev. 2-89) Prescribed by ANSI Std4 METRIC/ENGLISH CONVERSION FACTORS ENGLISH TO METRIC LENGTH (APPROXIMATE) METRIC TO ENGLISH LENGTH (APPROXIMATE) 1 inch (in) = 2.5 centimeters (cm) 1 millimeter (mm) = 0.04 inch (in) 1 foot (ft) = 30 centimeters (cm) 1 centimeter (cm) = 0.4 inch (in) 1 yard (yd) = 0.9 meter (m) 1 meter (m) = 3.3 feet (ft) 1 mile (mi) = 1.6 kilometers (km) 1 meter (m) = 1.1 yards (yd) AREA (APPROXIMATE) 1 kilometer (km) = 0.6 mile (mi) AREA (APPROXIMATE) 1 square inch (sq in, in 2 ) = 6.5 square centimeters 1 square centimeter (cm 2 ) = 0.16 square inch (sq in, in 2 ) (cm 2 ) 1 square foot (sq ft, ft 2 ) = 0.09 square meter (m 2 ) 1 square meter (m 2 ) = 1.2 square yards (sq yd, yd 2 ) 1 square yard (sq yd, yd 2 ) = 0.8 square meter (m 2 ) 1 square kilometer (km 2 ) = 0.4 square mile (sq mi, mi 2 ) 1 square mile (sq mi, mi 2 ) = 2.6 square kilometers (km 2 ) 1 acre = 0.4 hectare (he) = 4,000 square meters (m 2 ) MASS - WEIGHT (APPROXIMATE) 10,000 square meters (m 2 ) = 1 hectare (ha) = 2.5 acres MASS - WEIGHT (APPROXIMATE) 1 ounce (oz) = 28 grams (gm) 1 gram (gm) = ounce (oz) 1 pound (lb) = 0.45 kilogram (kg) 1 kilogram (kg) = 2.2 pounds (lb) 1 short ton = 2,000 pounds (lb) = 0.9 tonne (t) 1 tonne (t) = 1,000 kilograms (kg) = 1.1 short tons VOLUME (APPROXIMATE) VOLUME (APPROXIMATE) 1 teaspoon (tsp) = 5 milliliters (ml) 1 milliliter (ml) = 0.03 fluid ounce (fl oz) 1 tablespoon (tbsp) = 15 milliliters (ml) 1 liter (l) = 2.1 pints (pt) 1 fluid ounce (fl oz) = 30 milliliters (ml) 1 liter (l) = 1.06 quarts (qt) 1 cup (c) = 0.24 liter (l) 1 liter (l) = 0.26 gallon (gal) 1 pint (pt) = 0.47 liter (l) 1 quart (qt) = 0.96 liter (l) 1 gallon (gal) = 3.8 liters (l) 1 cubic foot (cu ft, ft 3 ) = 0.03 cubic meter (m 3 ) 1 cubic meter (m 3 ) = 36 cubic feet (cu ft, ft 3 ) 1 cubic yard (cu yd, yd 3 ) = 0.76 cubic meter (m 3 ) 1 cubic meter (m 3 ) = 1.3 cubic yards (cu yd, yd 3 ) TEMPERATURE (EXACT) TEMPERATURE (EXACT) [(x-32)(5/9)] F = y C [(9/5) y + 32] C = x F QUICK INCH - CENTIMETER LENGTH CONVERSION Inches Centimeters QUICK FAHRENHEIT - CELSIUS TEMPERATURE CONVERSION F C For more exact and or other conversion factors, see NIST Miscellaneous Publication 286, Units of Weights and Measures. Price $2.50 SD Catalog No. C Updated 6/17/985 BEST PRACTICES Preface In 1995, the Federal Transit Administration (FTA) established an on-site audit program to monitor compliance with the drug and alcohol testing regulations enacted by the U.S. Department of Transportation in 49 CFR Part 40, Procedures for Transportation Workplace Drug and Alcohol Testing Programs, and by FTA in 49 CFR Part 653, Prevention of Prohibited Drug Use in Transit Operations, and 49 CFR Part 654, Prevention of Alcohol Misuse in Transit Operations. The many audits conducted under this program have revealed efficient and effective methods used by recipients of FTA funding to comply with the many areas of flexibility in those regulations. These methods are referred to as best practices. This document discusses the issues that employers should address when deciding how to comply with and whether to exceed the DOT/FTA requirements, and provides best practice examples (identified during the audits) of decisions made by the audited entities. The examples are responses to the various regulatory requirements. Also included are multiple responses to the same requirements to show different approaches used by different types of employers. Because the workforces and operating environments of FTA funding recipients vary widely in some respects, the material in every example will probably not be applicable to every entity, and in some cases none of the examples may be applicable word-for-word. This Best Practices manual assumes that the reader understands the regulatory requirements, which are explained in Implementation Guidelines for Drug and Alcohol Regulations in Mass Transit. The Implementation Guidelines document updates the document published under the same title in April 1994 (FTA-OH ). The revised Implementation Guidelines summarize and interpret the revised 49 CFR Part 40 issued in December 2000 and the revised FTA regulations, issued in August 2001 in 49 CFR Part 655, Prevention of Alcohol Misuse and Drug Use in Transit. All of the examples in this manual were audited and judged to be compliant with Part 40 before it was recently revised and with Parts 653 and 654. Each of the example policy statements (contained in Appendix A, and discussed and referenced in Chapter 2) have been updated to address the revised Part 40 and Part 655, but no policies have been audited for compliance with the revised Part 40 and Part 655. The other best practice examples have been adjusted by the author to reflect the revisions in Parts 40 and 655. This manual will be posted on the FTA Office of Safety and Security website: and will be updated periodically. The web posting will probably be updated more often than the printed document. Page iii6 BEST PRACTICES Acknowledgements The author wishes to thank Mark Snider of the Federal Transit Administration (FTA) Office of Safety and Security for his guidance and direction in preparing this manual. The author also thanks James Harrison of the Volpe National Transportation Systems Center for his direction and coordination of the various resources required for this project. Special appreciation is given to Robbie Sarles and Jeff Halstead of RLS & Associates for their invaluable assistance in providing information and best practice examples, for providing contacts for additional examples, and for reviewing the draft text and appendices. Rodney Sams of ICF Consulting and Leila Procopio-Makuh of LPM and Associates also provided information and best practice examples. John Morrison of Ketron reviewed the technical accuracy of the text and policy examples. Appreciation is given to the many transit agencies and state departments of transportation that contributed examples of their practices. These include: Broward County (Florida) Transit City of Albuquerque, Transit Department Denver Regional Transit District Des Moines Metropolitan Transportation Authority Government of the Virgin Islands Greater Cleveland Regional Transit Authority (GCRTA) Hartford (Connecticut) Regional Transit District Long Beach (California) Transit Los Angeles County Metropolitan Transportation Authority (LACMTA) Massachusetts Bay Transportation Authority (MBTA) Rhode Island Public Transit Authority (RIPTA) San Francisco Bay Area Rapid Transit (BART) District Southeastern Pennsylvania Transportation Authority (SEPTA) Southwestern Ohio Regional Transit Authority (SORTA)/Cincinnati Metro SuTran Transit System, Sioux Falls, South Dakota Tri-County Metropolitan Transit District, Oregon/Tri-Met Washington Metropolitan Area Transportation Authority (WMATA) Western Maine Transportation Services Florida Department of Transportation Georgia Department of Transportation Minnesota Department of Transportation Ohio Department of Transportation West Virginia Department of Transportation, Division of Public Transit The author also thanks Nathan Grace of EG&G Technical Services for assisting with the review process and coordinating the production of this manual. Page iv7 BEST PRACTICES Table of Contents Preface... Acknowledgements... List of Figures... Page iii iv vii 1. Introduction Background Scope of Best Practices Organization of Best Practices Information Program Policy Statement FTA Test Requirement Optional Provisions Applicability Prohibited Behavior Testing Circumstances Pre-Employment Testing Reasonable Suspicion Testing Post-Accident Testing Random Testing Testing Methodology and Integrity Refusal Behavior and Consequences Consequences of Drug Use and Alcohol Misuse Return-to-Duty and Follow-Up Testing Designated Contact Person Education and Training Education Training Training for Safety-Sensitive Employees Training for Determining Reasonable Suspicion of Drug and Alcohol Abuse Testing Program Implementation and Management Internal Administration General Administrative Duties Pre-Employment Testing Reasonable Suspicion Testing Post-Accident Testing Random Testing External Administration Procurement of Service Agents Oversight of Service Agents and Contractors/Subrecipients Page v8 BEST PRACTICES 4.3 Specimen Collection and Analysis Collection Procedures Collection Facilities Monitoring of Collection and Analysis Operations Selection of Collection and Analysis Service Agents Medical Review Managing the Medical Review Process Selection of Medical Review Officers Monitoring Performance of Medical Review Officers Records Management Record Keeping Methods Records Security and Access Control Referral, Evaluation, and Treatment Managing the Referral, Evaluation, and Treatment Process Selection of Substance Abuse Professionals Monitoring Performance of Substance Abuse Professionals Appendix A. Example Policies... A-1 Appendix B. Example Administrative Forms and Lists... B-1 Appendix C. Example Oversight Forms and Lists... C-1 Appendix D. Example Specimen Collection Forms and Lists... D-1 Appendix E. Example Medical Review Forms and Lists... E-1 Appendix F. Example Substance Abuse Referral Forms... F-1 Page vi9 BEST PRACTICES List of Figures Figure Page 4-1 Typical Rest Room as Collection Site Collector in Rest Room with Donor Side View of Collection Van Rear View of Collection Van Rear Step of Collection Van Interior of Collection Van Toilet in Enclosure in Collection Van Sink in Collection Van Page vii10 11 BEST PRACTICES 1. Introduction This Best Practices manual discusses issues in the US Department of Transportation s (US DOT) and Federal Transit Administration s (FTA) drug and alcohol testing regulations where employers have to make decisions on how to comply with the requirements, and provides real world examples of choices made. This manual and Implementation Guidelines for Drug and Alcohol Regulations in Mass Transit are being issued as a two-volume set under the FTA s General Technical Assistance Program, to provide guidance to the FTA grantees that are required to test their safety-sensitive employees for drug use and alcohol misuse. The Best Practices manual assumes that the reader understands the regulatory requirements, which are explained in the Implementation Guidelines. 1.1 Background In 1991, in response to growing concerns about the risks posed by the use of drugs and misuse of alcohol by transportation industry employees while performing safety-sensitive functions, Congress passed The Omnibus Transportation Employee Testing Act, which mandated all agencies of US DOT to implement a drug and alcohol testing program. In 1994, US DOT published the minimum uniform requirements for the programs of all the modal administrations, in 49 CFR Part 40, Procedures for Transportation Workplace Drug and Alcohol Testing Programs. Also in 1994, FTA published requirements for certain recipients of FTA financial assistance, in 49 CFR Part 653, Prevention of Prohibited Drug Use in Transit Operations, and 49 CFR Part 654, Prevention of Alcohol Misuse in Transit Operations. The FTA regulations were consistent with the provisions of Part 40. They were designed to provide the maximum level of safety to passengers using public transit services across the country, the employees of such providers, and others who may share the roadway with transit vehicles; to protect civil rights; and to minimize liability in all locations. Shortly after the FTA regulations were implemented, FTA initiated a program to monitor compliance. Monitoring consists of review of annual reports submitted by the grantees, as required by the regulations, and on-site audits of the grantees drug and alcohol testing programs. The number of transit accidents per passenger mile involving operators, dispatchers, and others who control the movement of vehicles has decreased since the program was initiated. In 2000, US DOT revised Part 40, to clarify the organization and language, to incorporate guidance and interpretations, and to respond to changes in Chapter 1. Introduction Page 1-112 BEST PRACTICES technology and the testing industry. The amended Part 40 was published in the Federal Register in December Accordingly, the FTA regulations were revised to conform with the amended Part 40. The revised FTA drug and alcohol regulations were combined in a single rule: 49 CFR Part 655, Prevention of Alcohol Misuse and Drug Use in Transit. The revised rule also incorporates comments from the FTA grantees and guidance that FTA has issued in the past several years, including technical assistance, letters of interpretation, audit findings, newsletters, training classes, safety seminars, and public speaking engagements. 1.2 Scope of Best Practices Although some of the FTA testing requirements are rigid and prescriptive with straight forward responses, many of the requirements have no single response that would be correct for all grantees. There are areas of flexibility requiring decisions on how to comply. Part 655 also allows employers to exceed its minimum requirements. This document discusses the issues that employers should factor into their decisions of how to comply with and whether to exceed the FTA requirements. It also provides the numerous best practices identified during the many onsite audits conducted over the past several years. Best Practices are efficient and effective methods used by grantees to comply with the requirements. The practices in this document include policy statements, forms and checklists, and narrative descriptions of approaches actually used by grantees. In some cases, multiple examples for addressing the same issue or requirement are given to show different solutions for different types of transit systems or operating scenarios, or just to offer the grantees choices for achieving the same result. Though the audit teams have found the grantees to be very similar in general, they have found them to be very different in specifics. Therefore, the material in every example will probably not be applicable to every entity, and in some cases none of the examples may be applicable word-for-word. The companion to this document, Implementation Guidelines for Drug and Alcohol Regulations in Mass Transit, updates the document published under the same title in April 1994 (FTA-OH ). The revised Implementation Guidelines summarize and interpret Part 655. The Implementation Guidelines and the Best Practices are intended to be used together; each document provides numerous cross-references to the other document. The Implementation Guidelines tell the reader what the requirements are, and the Best Practices tell how to comply with them. Chapter 1. Introduction Page 1-213 BEST PRACTICES 1.3 Organization of Best Practices Information This manual is designed for easy reference for specific issues or requirements, and it refers readers to the Implementation Guidelines for explanation of the requirements. The many best practice examples in this manual appear in six appendices, and are referenced and discussed in the text. The text is bound separately so it can be removed from the binder for ease of use when referring to the examples. The separately bound text can also be readily carried or stored in a pocket or briefcase for use as a portable reference. Chapters 2 through 5 address the four required elements of a drug and alcohol testing program specified in Part Chapter 2 addresses the program policy statement requirements and cites examples from compliant 1 policies; it is subdivided according to the many content areas specified in Part Chapter 3 describes the types of education and training programs that have been implemented to satisfy the requirements in Part , and summarizes lengthy full-text examples that will be provided on the FTA Office of Safety and Security website: Chapter 4 provides best practice discussions and cites many examples for implementing and managing a drug and alcohol testing program; it is subdivided by program functions-- internal administration (the employer s own program), external administration (the program of the employer s contractors, subrecipients, and service agents), specimen collection and analysis, medical review, and records management. Chapter 5 addresses referral, treatment, and evaluation of employees who produce positive drug or alcohol test results, including procuring and monitoring substance abuse professionals (SAPs). Appendix A contains the full-text example policies discussed in Chapter 2. Appendix B contains the example administrative forms and lists discussed in Section 4.1. Appendix C contains the example oversight forms and lists discussed in Section 4.2. Appendix D contains the example specimen collection forms and lists discussed in Section 4.3. Appendix E contains the example medical review forms and lists discussed in Section 4.4. Appendix F contains the example substance abuse referral forms discussed in Chapter 5. This manual will be posted on the FTA Office of Safety and Security website: and will be updated periodically. The web posting will probably be updated more often than the printed document. 1 Each of the example policies cited in Chapter 2 (and presented in Appendix A) was audited and judged to be compliant with Part 40 before it was recently revised and with Parts 653 and 654, and each of them has been updated to address the revised Part 40 and Part 655. However, no policies have been audited for compliance with the revised Part 40 and Part 655. Chapter 1. Introduction Page 1-314 15 2. Program Policy Statement As mentioned in the Implementation Guidelines (in Chapter 4), FTA requires each employer to establish a policy that defines its Drug and Alcohol Testing Program, and requires the entity s governing body to formally adopt the policy. An entity s governing body is the board of directors or highest ranking officials. The person who is primarily responsible for implementing and managing the program usually guides development of the initial draft of the policy, and presents it to the governing body for review and approval. It is generally useful to involve top management officials, union officials (if the employees are represented), and local legal counsel in reviews of the draft policy. To show proof of governing board adoption, some entities include a header on their entire document that contains the policy number, adoption date, and appropriate signature. Other common methods include a page documenting meeting minutes, or a formal adoption page complete with signatures. Another method is to include it as an appendix. Although policies must be changed, readopted, and redistributed to reflect significant regulatory revisions, policy readoption is not necessary for minor regulatory changes or minor changes in the policy statement, such as the name of the entity s new Drug and Alcohol Program Manager, Medical Review Officer (MRO), Substance Abuse Professional (SAP), collection site, or testing laboratory. Such changes are often included in an appendix and described in a form distributed to safety-sensitive employees. Moreover, these types of changes can often be avoided by adding the words or successor after the names of specific persons and organizations. Some employers use their own staff to develop the policy. Others contract with an outside expert or company. Both approaches have been successful. Peer systems can share their policies, but they should read the shared language carefully to make sure it meets the specific needs of their system. The key to a successful policy is that it be clear to the employees and clear to the attorneys and auditors. Clearly stated policies that focus on specifics tend to have the fewest legal challenges. Use of a consultant may be preferable if the entity lacks the appropriate internal resources and if consultants are available who are extremely familiar with the FTA regulations and fully understand the local situation. The experience of prospective consultants should be examined carefully before they are hired. The audit teams have found a broad range in the quality of policies developed by consultants. Even some of the large consulting companies providing transportation safety support do not seem to be fully aware of the Chapter 2. Program Policy Statement Page 2-116 FTA regulations. Some of them assume that Federal Motor Carrier Safety Administration (FMCSA) testing requirements are the same as those for FTA. Appendix A contains six example policies for entities that wish to develop their policy internally or oversee the work of consultants: (1) Southwestern Ohio Regional Transit Authority/Cincinnati Metro (2) Long Beach Transit (California) (3) Tri-County Metropolitan Transit District/Tri-Met (Portland, Oregon) (4) Des Moines Metropolitan Transit Authority (Iowa) (5) Ohio Department of Transportation (6) Georgia Department of Transportation Each of these policies was audited and judged to be compliant with Part 40 before it was recently revised and with Parts 653 and 654, and each of them has been updated to address the revised Part 40 and Part 655. However, no policies have been audited for compliance with the revised Part 40 and Part 655. The Cincinnati Metro and Long Beach Transit Policies in Appendix A have not been formally approved by their governing boards since they were revised. These six policies were chosen to provide a broad cross section of different types of grantees. Cincinnati Metro and Long Beach Transit are large bus systems. Tri-Met is a large bus and light rail system. The Des Moines Metropolitan Transit Authority (MTA) is a medium-size bus system. The Ohio Department of Transportation (DOT) and Georgia DOT each issue a model policy to all their subrecipients (almost all of which are small transit operators and most of them rural), and strongly encourage its use. The Cincinnati Metro and Long Beach Transit Policies are zero tolerance for testing positive. The Ohio DOT Policy permits the subrecipient to specify zero tolerance or a second chance. The Des Moines MTA Policy is zero tolerance for testing positive on all tests except random, but it specifies a second chance for a random positive. The Tri-Met and Georgia DOT Policies permit a second chance but do not guarantee it. The Long Beach Transit Policy is configured differently than the others. It is packaged as a booklet that employers and supervisors can readily carry with them. It begins with a 22-point summary of the policy, divided into three areas: illegal drug policy, FTA drug policy, and alcohol policy. The summary is followed by guidelines for administering the policy. Chapter 2. Program Policy Statement Page 2-217 Point-by-point discussions of the minimum policy-content requirements in Part with specific references to the examples in Appendix A are provided in the remainder of this chapter. These discussions are organized in subsections that generally correspond with the requirements, though the order has been changed to reflect the needs and preferences of the grantees and employers: (1) FTA Test Requirement - The requirement that safety-sensitive employees must submit to drug and alcohol testing administered in accordance with Part 655 (2) Optional Provisions - Employer-implemented requirements of the drug and alcohol program that exceed the minimum requirements in Parts 40 and 655 (3) Applicability - The categories of employees subject to the regulations (4) Prohibited Behavior Specific information concerning the conduct that is prohibited by Part 655 (5) Testing Circumstances - The specific circumstances under which safety-sensitive employees will be tested for alcohol and prohibited drugs (6) Drug and Alcohol Testing Methodology and Integrity - The procedures used to test for the presence of drugs and alcohol, to protect the employee and the integrity of the testing process, to safeguard the validity of the test results, and to ensure that the test results are attributed to the correct employee (A statement that the employer will follow all the requirements in 49 CFR Part 40 will suffice.) (7) Refusal Behavior and Consequences - A description of the behavior that constitutes a refusal to take a drug or alcohol test and a statement that refusal constitutes a violation of the employer s policy (8) Consequences of a Drug or Alcohol Positive - The consequences for an employee who has a verified positive drug test, has a verified alcohol concentration of 0.04 or greater, or refuses to submit to a drug or alcohol test (including mandatory requirements of immediate removal from the safety-sensitive function and evaluation by a SAP), and the consequences (as set forth in Part ) for an employee who has a verified alcohol concentration of 0.02 or greater but less than 0.04 (9) Designated Contact Person - The identity of the person designated by the employer to answer employee questions about the drug and alcohol program Many policies combine these categories and include additional categories. Training and education often appear in policy statements, though not required by Part The Tri-Met Policy (in Section L), the Ohio DOT Policy (in Section D), and the Long Beach Transit Guidelines (in Section V) include a section on education and training. The Cincinnati Metro Policy (in Part III Section 9.0) and the Georgia DOT Policy (in Section 9.0) include a section on training. Chapter 2. Program Policy Statement Page 2-318 2.1 FTA Test Requirement Best Practices A statement that covered employees must submit to drug and alcohol testing administered in accordance with Part 655 often appears near the beginning of the policy and in conjunction with the list of DOT prohibited substances, as in the Ohio DOT Policy where it appears as a subpoint under prohibited substances (in Section E). Cincinnati Metro covers this requirement under policy (in Part III Section 2.0) immediately before the prohibited substances section. Both the Des Moines MTA and Georgia DOT Policies cover the requirement in the purpose (in Section 2.0) shortly before the prohibited substances section. The statement appears (in Section J) farther from the prohibited substances discussion (Section D) in the Tri-Met Policy. Long Beach Transit covers this requirement in several different areas (in Items 12 through 15 of its policy summary and the introduction to the guidelines). 2.2 Optional Provisions Employers rarely include optional provisions as a separate section of the policy text. Optional provisions are normally mentioned and identified as additional in the sections where they logically belong. This is the method used in all of the example policies in Appendix A. Some employers use underlines, italics, or bold to distinguish between DOT/FTA (i.e., Parts 40 and 655) and non- DOT/FTA testing requirements. The Cincinnati Metro, Long Beach Transit, and Georgia DOT Policies present the DOT/FTA requirements in bold. The Long Beach Transit and Georgia DOT Policies also italicize the requirements of the Drug-Free Workplace Act of 1988 (49 CFR Part 29). The Ohio DOT Policy uses standard typeface for the DOT/FTA requirements and uses underlines for the transit agency s requirements. Some employers use a testing notification letter that explicitly informs employees of the authority under which they will be tested. In addition to being clearly differentiated from DOT/FTA requirements, optional provisions should be clearly stated to minimize the likelihood that they will be contested. Additional requirements often include prohibition and testing of additional substances, employee assistance programs, and rehabilitation options. Most policies prohibit all controlled substances. Some refer to substances prohibited by the Drug Free Workplace Act of Some employers provide for testing of other substances, e.g., ecstasy, barbiturates, non-barbiturate sedatives (methaqualone), benzodiazipines (Valium, Librium, Xanax), non-amphetamine stimulants, and LSD. LSD is the most difficult and expensive drug to identify forensically. Any additional substances must be listed in the policy if an employer intends to test for them. The Tri-Met Policy (in Section J1a) requires applicants for safety-sensitive positions to provide a second urine specimen for Chapter 2. Program Policy Statement Page 2-419 testing of barbiturates, benzodiozepenes, methadone, and propoxyphene. In the Des Moines MTA Policy (in Section 6.0), the MTA reserves the right to test, under its own authority, for any drugs that an employee is reasonably suspected of abusing. 2.3 Applicability Each position title that includes safety-sensitive duties should be listed in the policy regardless of the percentage of the position s duties that are safety sensitive. The policy should also state that all employees and their duties have been reviewed. Including the names of all employees subject to testing is the clearest method, though possibly not practical in organizations with more than a few employees. Because 85 percent of all court cases related to drug and alcohol testing in the transit industry involve whether the employee testing positive was subject to the testing requirement and why, employers should review all duties and potential duties of each job title and employee. Front-line operations and safety supervisors usually perform safety-sensitive duties. Other managers/ supervisors (e.g., general manager, road supervisor, safety officer, and operations manager) are sometimes considered to be safety-sensitive because they may operate a vehicle. These employees are most likely to operate a vehicle (or perform dispatching duties) at small transit operations that have few employees, where it is often necessary for managers/supervisors to have a broad range of duties, perform multiple roles, or be available to substitute for safety-sensitive employees. Positions that people do not usually think of as being safety-sensitive, such as bus washers, must also be reviewed carefully because the employee may be required to move revenue service vehicles. The most complicated position to identify as safety-sensitive is dispatcher because the functions vary from agency to agency. According to the FTA definition of safety sensitive, a dispatcher controls movement of vehicles, and in most rail operations and large bus operations this is perfectly clear. However, in many paratransit operations, a dispatcher is merely the person who receives and relays transportation requests or makes schedules. Many of these employers (which are often in rural and small areas) have few appropriate candidates for this position who are willing to be tested. The difficulty is these employees may occasionally be asked to instruct the drivers on routes to destinations. Employers have stated their applicability policy in a number of ways. Large employers with many positions often use an appendix, attachment, or exhibit to list all safety-sensitive position titles, as in the Cincinnati Metro, Long Beach Transit, and Tri-Met Policies. The Ohio DOT and Georgia DOT Policies, though they are intended for small employers, recommend listing the positions in an Chapter 2. Program Policy Statement Page 2-520 attachment. These positions are listed at the end of the Des Moines MTA Policy, following the section on contact persons, but the list is not labeled as an appendix, attachment, or exhibit. Tri-Met also includes the position codes in its list. Some policies expand applicability beyond the DOT/FTA requirements. Cincinnati Metro, Long Beach Transit, Tri-Met, and Des Moines MTA require all their employees (and applicants) to be tested under the agency s authority for all categories except random. The requirement that non-safety-sensitive employees are also subject to the policy appears near the beginning of the policies (in Part III Section 1.0 of the Cincinnati Metro Policy, in Section III of the Long Beach Transit Guidelines, in Section B of the Tri-Met Policy, and in Section 3.0 of the Des Moines MTA Policy). The exception for random testing in the Tri-Met Policy appears in Section J1d. The exception for random testing in the Des Moines MTA Policy appears in Section 6.0, which also includes an exception for follow-up and return-to-duty testing. 2.4 Prohibited Behavior The policy should specify behavior prohibited by the employer, including use, manufacture, distribution, dispensing, and possession of controlled substances. Possession and use of alcohol on the premises should also be addressed. Most employers use a separate section for prohibited behavior (or conduct), as in the Tri-Met, Des Moines MTA, Ohio DOT, and Georgia DOT Policies (in Sections E, 5, F, and 5, respectively). Cincinnati Metro, however, addresses this requirement by reprinting the Drug-Free Workplace Act of 1988 in its policy (in Part II). Long Beach Transit cites the prohibited behavior requirements of the Drug-Free Workplace Act for drugs and for alcohol in Items 10 and 21, respectively, of its policy summary. Another issue to be addressed is use and notification of prescription and overthe-counter drugs. The policy should state that ingestion of controlled substances is prohibited regardless of the source. A procedure for employees to report use of all prescription and over-the-counter drugs and assignment of responsibility for reviewing the reports may be helpful. The Cincinnati Metro Policy addresses use of prescription and over-the-counter drugs under consequences (in Part IV, Section 11.0). Long Beach Transit requires (in Item 9 of its policy summary) employees who take any prescribed medication that could affect their job performance to notify the agency in advance. The Tri-Met Policy requires reporting the use of any legal drugs that may impair performance (in Section H), and mentions use of prescription and over-thecounter drugs under prohibited substances and prohibited behavior (in Sections D and E). The Des Moines MTA, Georgia DOT, and Ohio DOT Policies Chapter 2. Program Policy Statement Page 2-6 View more
CATASAUQUA AREA SCHOOL DISTRICT No. 0 SECTION: Non-Professional Personnel TITLE: Policy Re Drug/Alcohol Testing ADOPTED: November, REVISED: November, 0 REVIEWED: November, 0 0. TESTING FOR ALCOHOL AND More information D.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY
D.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY Purpose: Anoka-Hennepin School District #11 realizes the importance of providing a safe and healthy work place and minimizing the risks More information Chapter 18 FTA Drug and Alcohol Program And Drug-Free Workplace Requirements
CHAPTER 18 OVERVIEW NOTES Outlines the application of drug and alcohol testing requirements to 5310 and 5311 organizations. Details the required components of substance abuse policies. Describes the pre-employment More information CITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY
CITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY Department of Transportation Regulated Employees (Original Adoption November 29, 1995, Latest Revision November 17, 2008) I. PURPOSE The City of Essexville ( Employer More information X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY
X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY GENERAL POLICY It is the policy of Scott County to provide safe, dependable and efficient services to the public which it serves. Scott County is committed More information Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Employees
Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Definitions Alcohol Screening Test: An analytic procedure to determine whether an employee may have a prohibited concentration More information MEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS
MEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS NEPN/NSBA CODE: EEAEAA The safety of our students, employees and the general public requires that our drivers perform their duties More information DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS
FILE: GDQ-PC DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS A. Generally The Omnibus Transportation Employee Testing Act of 1991 requires alcohol and drug testing of safety-sensitive employees in the More information CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97
2.08 DRUG FREE WORKPLACE Cabinet Approval: CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97 I. PURPOSE To provide: (1) an alcohol / drug free workplace for all employees, (2) More information Drug and Alcohol Testing for Safety- and Security-sensitive Positions
[Minor revision posted 3/7/14 (replaces 1/27/12 edition)] Operating Policy and Procedure : Drug and Alcohol Testing for Safety- and Security-sensitive Positions DATE: March 7, 2014 PURPOSE: The purpose More information PROCEDURES FOR BUS DRIVER DRUG AND ALCOHOL TESTING
PROCEDURES FOR BUS DRIVER DRUG AND ALCOHOL TESTING District bus drivers are subject to a drug and alcohol testing program that fulfills the requirements of the federal regulations. The School District More information OMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED SUBSTANCES
CATEGORY: POLICY STATUS: University Policy Approved POLICY TITLE: POLICY NUMBER: POLICY ADDRESS: POLICY PURPOSE: APPLIES TO: SUB-SECTIONS: POLICY STATEMENT OMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED More information EEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL)
EEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL) APPLICABILITY In accordance with federal law and regulations, all bus operators and other District drivers More information Salt Lake Community College Policies and Procedures Manual 2.08 Personnel Policy Committee Approval:
2.08 Personnel Policy Committee Approval: DRUG FREE WORKPLACE Senate Approval: CHAPTER 2 Board of Trustees Approval: 6/14/89 POLICY 2.08 Revision: 3/12/07 I. PURPOSE To provide: (1) an alcohol/drug free More information Drug and Alcohol Testing for Bus Drivers
Drug and Alcohol Testing for Bus Drivers School bus drivers who operate a motor vehicle requiring a commercial driver's license are subject to a drug and alcohol testing program that fulfills the requirements More information Drug And Alcohol Testing For School Bus Drivers
Carmel USD I BP 4112.42 Personnel Drug And Alcohol Testing For School Bus Drivers The Board of Education desires to take all possible steps to ensure transportation safety for district students and staff. More information WORKPLACE DRUG TESTING
Updated 10-13-10 A GUIDE TO WORKPLACE DRUG TESTING IN IOWA Prepared by the Governor s Office of Drug Control Policy Wallace State Office Building 502 E. 9 th Street, First Floor Des Moines, Iowa 50319 More information FEDERAL HEIGHTS POLICE DEPARTMENT
FEDERAL HEIGHTS POLICE DEPARTMENT Effective Date: May 1999 Directive: 171.5 Approved By: Chief Acker (City of Federal Heights Personnel Code) Employee Drug or Alcohol Abuse Section XII. - Drugs and Alcohol. More information DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE
DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE The RSU 83/M.S.A.D. #13 School Board, hereinafter referred to as the Board, is committed to the establishment of an alcohol and controlled More information POLICY TITLE: Employee Drug and Alcohol Testing POLICY NO: 403.50 PAGE 1 of 7
POLICY TITLE: Employee Drug and Alcohol Testing POLICY NO: 403.50 PAGE 1 of 7 It is the intent of the board of trustees of this district to promote an alcohol and drug-free workplace, thereby enhancing More information MOSAIC DES MOINES Alcohol/Drug Free Workplace Policy
MOSAIC DES MOINES Alcohol/Drug Free Workplace Policy Purpose: To help safeguard employee health, provide a safe and productive workplace, and supply our people served with high quality service, Mosaic More information DRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual)
DRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual) ARTICLE 24: DRUG AND ALCOHOL FREE WORKPLACE POLICY 24.00 Policy Crow Wing County is committed to protecting More information Policy Statement Regarding an Alcohol and Drug-Free Workplace
Policy Statement Regarding an Alcohol and Drug-Free Workplace Date Revised Date Reviewed Date Issued October 1, 2013 Functional Responsibility Human Resources on the Stockton campus is responsible for More information Title: ALCOHOL AND DRUGS IN THE WORKPLACE
Supersedes: All Prior Date: May 2004 Title: ALCOHOL AND DRUGS IN THE WORKPLACE Policy Policy: 341 I. Scope and Purpose This Policy applies to all Honeywell 1 employees to the extent permissible under applicable More information EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES
EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Program for Testing for Alcohol Misuse and Use of Controlled Substance by Drivers of Commercial Motor Vehicles Adopted Date: May 15, 1995 I. Policy- The County More information DRUGS AND ALCOHOL. Substance screening may be required of any employee if there exists reasonable suspicion to support such request.
DRUGS AND ALCOHOL A. APPLICANTS Substance screening is required for all final applicants applying for a position for which drug testing is required by the provisions of the Omnibus Transportation Employee More information Policies & Procedures
2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits More information TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice
TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice TITLE OF LESSON: DRUG/ALCOHOL TESTING AND THE COMMERCIAL DRIVER Length of Lesson: 30 minutes TRAINER NOTES: This lesson plan is pretty More information Drug-Free Workplace Policy and Procedures July 16, 2015
MIDWESTERN UNIVERSITY DRUG FREE WORKPLACE AND SUBSTANCE ABUSE POLICY PURPOSE: POLICY: I. To establish policies and procedures whereby Midwestern University shall, in order to appropriately serve the needs More information GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT)
GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT) DRUG AND ALCOHOL TESTING POLICY APPROVAL We have reviewed and concur with the contents of the Gray County Public Works More information Community Unit School District No. 308 5:110. General Personnel. A safety-sensitive function includes, but is not limited to:
General Personnel Bus Driver Controlled Substance and Alcohol Testing I. Introduction Page 1 of 11 Unless specifically stated otherwise, the terms of this policy are to implement the Department of Transportation More information FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05)
Section 100 Purpose FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05) The purpose of this policy is to promote and maintain a drug free environment in the workplace and to protect More information Drug and Alcohol Testing
Drug and Alcohol Testing Original Implementation: July 14, 1998 Last Revision: April 15, 2014 It is the policy of Stephen F. Austin State University to promote a safe, healthy and productive learning and More information SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE
SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY. More information City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS
City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS I. POLICY OVERVIEW ANTI-DRUG PLAN SUMMARY City of Lincoln (hereinafter referred to as the City) has a vital interest in maintaining More information DOUGLAS COUNTY GOVERNMENT POLICY FORM. To ensure a drug-free work environment within Douglas County Government.
DOUGLAS COUNTY GOVERNMENT POLICY FORM SUBJECT DRUG-FREE WORKPLACE TITLE DRUG-FREE WORKPLACE POLICY NO. HR.6.10 APPROVAL DATE 1/1/11 REVISION DATE 9/1/12 PURPOSE: DEPARTMENT RESPONSIBLE: DEPARTMENT(S) AFFECTED: More information The Medical Center regrets any inconvenience or problems that the policy may cause but believes that the overall benefit to the institution and its
Policy. The following rules represent the University of Mississippi Medical Center s policy concerning substance abuse. They are enforced uniformly with respect to all employees, as indicated: 1. All employees More information Chapter 16 DRUG & ALCOHOL TESTING
Chapter 16 DRUG & ALCOHOL TESTING Chapter 16 Table of Contents Chapter 16 DRUG & ALCOHOL TESTING... 16-1 DRUG AND ALCOHOL TESTING... 16-3 Testing Program... 16-3 Guidelines and Procedures for Drug/Alcohol More information Drug and Alcohol Policy
Drug and Alcohol Policy I. Policy Section: 6.0 Human Resources II. Policy Subsection: 6.24 Drug and Alcohol Policy III. Policy Statement Grand Rapids Community College is committed to the elimination of More information 2. has a gross vehicle weight rating of 11,794 or more kilograms (26,001 or more pounds);
Policies of the University of North Texas Chapter 15 1.2.14 DOT Drug and Alcohol Testing of Commercial Drivers Risk Management Policy Statement. The purpose of this policy is to ensure the University s More information Driver DOT Drug Free Guidelines Mackay School District #182
Driver DOT Drug Free Guidelines Mackay School District #182 In recognition of the harmful effects that the use of illegal drugs and the misuse of the alcohol can have on drivers engaged in the transportation More information Conversion Formulas and Tables
Conversion Formulas and Tables Metric to English, Introduction Most of the world, with the exception of the USA, uses the metric system of measurements exclusively. In the USA there are many people that More information Last Reviewed: November 25, 2014 WOOD COUNTY BOARD OF EDUCATION. Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy
WOOD COUNTY BOARD OF EDUCATION Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy Last Reviewed: November 25, 2014 Next Review: November 25, 2016 Section 1.0 Introduction The More information Appendix C: Conversions and Calculations
Appendix C: Conversions and Calculations Effective application of pesticides depends on many factors. One of the more important is to correctly calculate the amount of material needed. Unless you have More information 3.1. The procedure shall be applicable to all University employees.
LINCOLN UNIVERSITY Procedure: Confirmatory Testing for Substance Abuse Procedure Number: HRM 113p Effective Date: October 2008 Revisions: Review Officer: Chief Human Resources Officer 1. Purpose 1.1. It More information Substance Abuse Policy
Substance Abuse Policy BRASFIELD & GORRIE, LLC EMPLOYEE HANDBOOK FOR OFFICE PERSONNEL JANUARY 1 STATEMENT OF POLICY Brasfield & Gorrie, LLC, hereinafter referred to as Brasfield & Gorrie, is committed More information Drug and Alcohol Abuse Policy
Rexnord Industries, Inc. (herein referred to as the Company ) has a strong commitment to its employees to provide a safe work environment and to promote high standards of employee health and performance. More information Educational Support Personnel
Burr Ridge Community Consolidated School District #180 Policy Manual 5:285 Educational Support Personnel Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers 1 The District shall adhere More information SYSTEM REGULATIONS. 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02
SYSTEM REGULATIONS 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02 1. ADMINISTRATION The provisions of this regulation are based on requirements More information REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS
EFFECTIVE DATE: 06/01/2013 REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS (FOR TESTING TO BE CONDUCTED IN CALIFORNIA [excluding the City of San More information HACH COMPANY DRUG AND ALCOHOL POLICY
HACH COMPANY DRUG AND ALCOHOL POLICY I. Purpose Hach Company is committed to a safe, healthy, and productive work environment for all Associates free from the effects of substance abuse. Abuse of alcohol, More information Substance Abuse Program: Comprehensive Audit and Inspection Protocol Form. Alcohol Misuse Programs. Form No.: 3.1.10 Revision 1
Pipeline and Hazardous Materials Safety Administration Office of Pipeline Safety Substance Abuse Program: Comprehensive Audit and Inspection Protocol Form Alcohol Misuse Programs Form No.: 3.1.10 Revision More information EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers)
EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers) In accordance with Board policy, the following procedures apply to drug and alcohol testing of drivers. Definitions For the purposes of More information Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM
Subpart A General 120.1 Applicability. Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM This part applies to the following persons: (a) All air carriers and operators certificated More information POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE
DHHS POLICIES AND PROCEDURES Section V: Human Resources Current Effective Date: 9/1/11 Revision History: 7/1/03, 4/1/04; 4/6/09; 9/1/11 Original Effective Date: 8/1/89 Purpose The purpose is to establish More information Procedure 5202P Personnel
FEDERAL HIGHWAY ADMINISTRATION MANDATED DRUG AND ALOCHOL TESTING PROGRAM Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities require a More information F 416 Willmar Public Schools ISD 347
F 416 Willmar Public Schools ISD 347 ATTACHMENTS TO DRUG AND ALCOHOL TESTING POLICY Attachments A through C are to be used in conjunction with the drug and alcohol testing of bus drivers and driver applicants. More information DRUG AND ALCOHOL TESTING
POLICY #416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The More information MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE
MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools More information Drug & Alcohol Policy RELIABLE TRUCKING, INC. COMMERCIAL DRIVER PROGRAM
Drug & Alcohol Policy RELIABLE TRUCKING, INC. COMMERCIAL DRIVER PROGRAM 1 2 I. Purpose Statement The purpose of Reliable Trucking, Inc. s Drug & Alcohol Policy is to create, encourage and enforce a safe More information FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist
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 More information PASSED BY THE CALHOUN COUNTY BOARD OF SUPERVISORS. CALHOUN COUNTY Substance Abuse Policy and Procedure
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Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities More information Policy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM. Section/Number: 4-9-2 Total Pages: 25 Dept. Responsible:
Policy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM Section/Number: 4-9-2 Total Pages: 25 Dept. Human Resources Effective 1/16/1995 Responsible: Date: Special Note: SupercedesSupersedes all previous FTA More information DOT Agency / USCG Drug and Alcohol Program Facts
DOT Agency / USCG Drug and Alcohol Program Facts U.S. Department of Transportation Office of the Secretary Office of Drug and Alcohol Policy and Compliance What are the specific regulations directing employers More information STATE OF MINNESOTA POLICY ON ALCOHOL AND OTHER DRUG USE BY STATE EMPLOYEES. I. Introduction. II. Scope of Coverage. III.
STATE OF MINNESOTA POLICY ON ALCOHOL AND OTHER DRUG USE BY STATE EMPLOYEES I. Introduction The State of Minnesota recognizes that alcoholism and other drug dependencies are a significant social problem More information SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE
Page 1 of 7 700 Kipling Street, Suite 1000 Lakewood, CO 80215 SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE PURPOSE To maintain a safe, healthful, and efficient work environment for the Colorado Department More information Employee Assistance Program
Employee Assistance Program SUBSTANCE ABUSE POLICY: Substance Abuse Policy Law Substance Abuse policies and procedures are complex and subject to frequent change by legislation and court decision. It is More information All Personnel AR 4112.42/4212.42/4312.42 DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS/DISTRICT DRIVERS
All Personnel AR 4112.42/4212.42/4312.42 The district's drug and alcohol testing program shall apply to all employees who operate a commercial motor vehicle, including any vehicle designed to transport More information POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8
POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8 This school district has an interest in establishing a work environment free from the influence of drugs More information ALCOHOL AND DRUG-FREE WORKPLACE 6.65
ALCOHOL AND DRUG-FREE WORKPLACE 6.65 I. Legislative Intent It is the intent of the School Board of Seminole County, Florida (SBSB) to establish a policy that ensures all employees remain drug free as a More information Employee Substance Abuse
Guideline # 150.05 Township Of Jackson, Fire District 3, Station 55 Standard Operating Guidelines Employee Substance Abuse Date: 6/09 N EDUCATION: The Board shall implement and use an education program, More information LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY
LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY I hereby acknowledge receipt of the Lake County School Board s Drug-Free Workplace Policy. I Understand that the name, address and telephone number More information NATIONALLY ACCREDITED FOR ADMINISTRATION OF DRUG AND ALCOHOL TESTING PROGRAMS (NAADATP) PROGRAM POLICIES, PROCEDURES, STANDARDS AND APPLICATION
NATIONALLY ACCREDITED FOR ADMINISTRATION OF DRUG AND ALCOHOL TESTING PROGRAMS (NAADATP) PROGRAM POLICIES, PROCEDURES, STANDARDS AND APPLICATION TABLE OF CONTENTS Section I: Introduction 3 Why Accreditation? More information OCSEA EDUCATION DEPARTMENT FACT SHEET
OCSEA EDUCATION DEPARTMENT FACT SHEET #221 Page 1 of 5 STATE OF OHIO CONTRACT SERIES APPENDIX M DRUG AND ALCOHOL TESTING What Is The Policy? Both OCSEA and the state agreed to a drug policy that recognizes More information PERSONNEL SERVICES Regulation 4871 (Form 4871) Staff Welfare
PERSONNEL SERVICES Regulation 4871 (Form 4871) Staff Welfare Driver Drug Testing Definitions For purposes of this Regulation, the following terms are defined: 1. Alcohol - the intoxicating agent in beverage More information Drug and Alcohol Program Manager Interview Questions
FEDERAL TRANSIT ADMINISTRATION Drug and Alcohol Program Manager Interview Questions Federal Transit Administration 0 TO START OFF, I WOULD LIKE TO ASK A FEW QUESTIONS ABOUT THE REGULATIONS 1 Do you have More information DRUG AND ALCOHOL TESTING POLICY
DRUG AND ALCOHOL TESTING POLICY Policy This policy applies to all persons who are applicants for or who are employed in positions with duties or activities that involve the requirement of a commercial More information Appendix H to Part 40 DOT Drug and Alcohol Testing Management Information System
Appendix H to Part 40 DOT Drug and Alcohol Testing Management Information System (MIS) Data Collection Form The following form is the MIS Data Collection form required for use beginning in 2011 to report More information The following activities are contrary to the standards of conduct we expect of our employees:
Group Policy GE Healthcare issued By. HUMAN RESOURCES NO 2.7 To be Reviewed: November 2013 Date 9/13/10 subject DRUG-FREE WORKPLACE I. INTRODUCTION GE Healthcare believes that its employees are the Company's More information SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH
2001 Delmar Avenue Granite City, IL 62040-6238 618-452-6238 smrld.org Tina Hubert Executive Director SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH SMRLD Drug and Alcohol Free Workplace Policy Purpose More information 9.3 Alcohol and Drug-free Workplace (Corporate Policy)
9.3 Alcohol and Drug-free Workplace (Corporate Policy) Purpose Xcel Energy has a commitment to its employees, customers, shareholders and the public to promote a safe work environment and to provide energy More information 9.3 Alcohol and Drug-free Workplace (Uniform Policy)
9.3 Alcohol and Drug-free Workplace (Uniform Policy) Summary Xcel Energy has a commitment to its employees, customers, shareholders and the public to promote a safe work environment and to provide energy More information PARSONS CONSTRUCTORS INC. ALCOHOL/DRUG FREE WORKPLACE POLICY
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GBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG I. REGULATION - OVERVIEW: This regulation establishes the guidelines, procedures, and circumstances for mandatory alcohol and drug testing for school drivers More information COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES
COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES I PURPOSE The Purpose of this policy is to establish programs designed to help prevent accidents and injuries resulting More information 416 DRUG AND ALCOHOL TESTING
416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The School Board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The School Board More information DEVELOPMENT OF STATEWIDE GIS-BASED FEATURES INVENTORY SYSTEM
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St. Andrews Parish Parks & Playground Commission Policy Manual Section: 3 Topic: Substance Abuse Policy Number: 4 Page: 1 of 6 SAPPPC is committed to safeguarding the health and safety of its staff members More information Drug-Free Workplace Policy (revised 10/01/13)
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HR Notes: Employment Application Capital Area Transit System is an Equal Employment Opportunity Employer Applicant Information First Name Middle Initial Last Name Social Security Number Street Address More information Drugs - shall be defined as those outlined in the Controlled Substance, Drug, Devise and Cosmetic Act.
4104(a) Personnel Employee Alcohol and Illegal Drug Use Purpose The Boyertown Area Board of School Directors recognizes that the misuse of drugs and alcohol is a serious problem with legal, physical and More information Drug and Alcohol Policy. Marathon Petroleum Company LP Drug and Alcohol Policy. Employee Guide
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INSTRUCTIONS: State Recommended Drug Free Workplace Policy The following policy should have the first page printed on company letterhead. The sections which are in italics are to be removed. They are for More information JFK MEDICAL CENTER. MANUAL: Administrative Policy & Procedure Manual. SECTION: Human Resources. DISTRIBUTION: All Departments
1 MANUAL: Administrative Policy & Procedure Manual SECTION: Human Resources DISTRIBUTION: All Departments SUBJECT: Substance Use in the Workplace EFFECTIVE DATE: 12/06 REVIEWED DATE: 09/07 REVISED DATE: More information 2016 © DocPlayer.net Privacy Policy | Terms of Service | Feedback