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The following items are required by the U.S. Department of Transportation or it's modal administration and are available services provided by the ASBC-TSBC.
We comply with the Department of Transportation (DOT) random selection requirements. We notify the Designated Employer Representative (DER) of the random selections either monthly or quarterly depending on company policy. Then either the DER calls to schedule or the DER will send the employee to the collection site for testing. We can customize the random selection process to suit the needs of non-mandated companies. We will also check your State and Local laws to ensure that your State permits random testing. You determine who participates in the random program and at what rate you would like the selection. EMPLOYEE and/or SUPERVISOR EDUCATION One of the most important parts of the DOT or any company’s drug and alcohol testing program is EMPLOYEE Education. If employees are not informed of their company's policy, how will they know what they must comply with and when? Each of the DOT's modes has specific requirements for Employee education. A company should include a requirement for employee education. See our Custom Company Drug and Alcohol Testing Policy in the section below this. These items should be covered in any type of education for both employee and supervisors. All of the DOT modes require Supervisor Education, from 1 to 3 hours in length. The reason for Supervisor Education is that the Supervisor needs to be trained to request a Reasonable Cause or Reasonable Suspension test. Check the Modal Regulations as to each of the requirements. Our usual recommendation for non-mandated employers is to follow DOT procedure to train their Supervisors. CUSTOMIZED COMPANY DRUG and ALCOHOL TESTING POLICY The DOT requires all employers to have a company policy on drug and alcohol testing; this policy sets forth the company’s policy in regards to their testing programs. Depending on the DOT mode, there are 11-12 items that MUST be addressed in a DOT policy. Some of those items are listed below; non-mandated companies should look at addressing these issues as well:
RECORD RETENTION and RECORDKEEPING One problem seen when a DOT mode comes in for either an inspection or a visit is that the employer has either misplaced the information requested, or the employer never did receive the information from the service provider. This can include drug results, alcohol results, MIS Reports, Semi-Annual Lab reports to name a few. We can supply you with copies of the required information if needed. We render urine collections at your site or our office. All ASBC-TSBC collectors are Certified Professional Collectors (CPC) and we have one Regional-Certified Professional Collector Trainer (R-CPCT) through the Drug and Alcohol Testing Industry Association. All the DOT requires is for a collector to be trained and qualified to perform collections and to be requalified every 5 years. Our collectors have all achieved certification and must be recertified every year. Who would you like to perform your collections? We ask all of our outsourced collectors for proof of having been trained and qualified in accordance with DOT Part 40 and the modal rules. We suggest to our non-mandated companies that they ensure that their collectors are at a minimum trade and qualified under Part 40. DOT Part 40 Questions and Answers CERTIFIED BREATH ALCOHOL TESTING Our Breath Alcohol Technicians are trained and qualified in accordance with DOT Part 40 and the modal rules. We also have on staff a Certified Breath Alcohol Technician Trainer. ASBC-TSBC can administer breath alcohol testing at either your site or ours. SUBSTANCE ABUSE and MENTAL HEALTH SERVICES ADMINISTRATION All of our DOT drug tests go through a SAMHSA Certified Laboratory per the regulations. It is suggested that non-mandated companies who perform urine lab testing use a SAMHSA Certified Lab. You must also check your State and local laws for their requirements. If you are doing any other type of testing, all non-negative results should be forwarded for a confirmation test using GC/MS. As of Aug 1, 2001 all Medical Review Officers must be certified by one of the certifying agencies, which include the American Association for Medical Review Officers (AAMRO) or the Medical Review Officer Certification Council (MROCC). The MRO also has initial training and education requirements as well as a continuing education program. For non-mandated companies, it's suggested to have a Medical Review Officer review all tests processed through a laboratory. SUBSTANCE ABUSE PROFESSIONAL (SAP) REFERRALS If an employee has a positive drug test or an alcohol test above 0.04 they see a Substance Abuse Professional (SAP) and comply with the SAP's recommendations before the employee can return to work. Even if the employee is terminated the employer MUST give the employee a list of qualified SAP’s. After talking with the employee we will make a referral to an SAP in the employee's local area. Your company policy may include other requirements as to when an employee must see a SAP. One change in the Aug 1, 2001 regulations is that the Substance Abuse Professional MUST be certified by a national certifying organization in order to perform SAP duties under DOT regulations. SAP’s must also be trained in DOT Part 40 and modal regulations. ANNUAL REPORTS (MIS) OR OTHER CUSTOMIZED REPORTS Depending on what DOT mode your company is covered under will determine if you will be required to submit an annual MIS report. Some modes only require the report to be submitted when requested. The MIS report must be submitted by March 15 of the following year. The employer is responsible for the accuracy and timely submission of the report even if someone; say a Consortium or Third Party Administrator (C/TPA) puts the report together.
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