TRANSPORTATION and SMALL BUSINESS CONSORTIUM
CONSULTING SERVICES

The ASBC-TSBC is available to supply reviews and audits of:

C/TPA: We can review your Standard Operating Procedures (SOP) and your procedures to determine your compliance with your own standards. If you are providing DOT services we can review compliance with DOT and modal protocols and regulations. We'll visit your office, review your procedures and security then make recommendations.

Collection Sites: If you are a collections site owner and wish to have someone from outside your organization evaluate your collector’s performance, we can help. We render assistance to employers who wish to investigate the collection sites or collectors that you use. One of our Nationally Certified Collectors will go in under the pretense that they are an employee or applicant; based on the Collector's findings we'll furnish you with an evaluation of the procedure. After the collection, we'll issue you a report and if needed, make recommendations.

Employer FMCSA: The ASBC-TSBC has over 40 years in the trucking industry and more than 50 combined years in the drug and alcohol testing field. We attended a weeklong class put on by the US DOT-FMCSA on how to do an audit. The course went from the “hello, I am here to help you” to the “thank you for your time and your check”.

ASBC-TSBC affords assistance with Driver Qualification Files (DQF), Daily Vehicle Inspection Reports, driver log books, and review current drug and alcohol compliance. If the DOT-FMCSA has sent you a letter advising you that they will be in for an inspection, we can administer a pre-audit to see where you stand before the Feds come in. We will provide you with written recommendations for which your company is responsible for implementing necessary changes.

Employer FAA: A "pre-audit" is available to companies wishing to check their status of compliance with the FAA rules and requirements.

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Policy Development-DOT: We can furnish you with a review of your current written Drug and Alcohol Testing Policy. We will check for compliance with DOT Modal Regulations and DOT Part 40. We will submit recommended changes to either comply with the Regulations or to limit some of your liability. If you as a DOT company, performs other then DOT testing, remember that you also need a non-DOT Drug and Alcohol Testing Policy. If you want to do a post-accident test where the employee does is not issued a ticket, then you need a Non-DOT policy. We are finding more companies that know what to do when testing outside of the DOT rules but they don’t have a policy to address what would happen if someone tests positive

Policy Development-NON-DOT: If you perform non-mandated drug or alcohol testing in your company you need to ensure that you are in compliance with State and local law. You also need to ensure that your Company DOES have a company Drug and Alcohol Policy that addresses any testing you may be doing and this policy must include the consequences if an employee tests positive. You need to address most of the same issues that a DOT company must comply with.

Education: Education is one of the most important parts of any employers operation. The ASBC-TSBC is able to serve you with custom education to the following:

» Employer: Help employers understand some of the regulations better by instructing them about the rules and regulations. We can help with Driver Qualification Files (DQF), Daily Vehicle Inspection Reports, and driver log book classes. By presenting the classes in-house, we can use your examples to assist in the learning process.

» Supervisor: We supply supervisors with the necessary training to become a trained supervisor per DOT or modal regulation.

» Employee: The employee education is a very important part of any drug and alcohol testing program. Without proper education and training an employer may be liable for unemployment compensation. I have seen many times when an employee is terminated because of a positive drug or alcohol test and the employee then seeks unemployment benefits. One thing that I have seen is that the Unemployment Commissioner will ask the employee, “Did you know about the company's policy?” If the employee says no, the commissioner will ask the employer if the employee received any education on company policy and they'll then ask if you are able to show proof, which is in the form of the employee's signature.

If employees are never educated to the company policies to include the Drug and Alcohol Policy, how do you expect to hold them accountable for their actions?

If you're interested in finding out more information about ASBC-TSBC'S Consulting Services, please call (262-723-4650) or EMAIL us! We administer our services at either your location or ours.

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