Author: Administrator

The Department of Transportation (DOT) and its subagency the Federal Motor Carrier Safety Administration (FMCSA) regulate trucking companies. One of their many objectives is to ensure drivers do not use drugs or alcohol while operating commercial motor vehicles (CMVs). Understanding truck driver drug testing is essential to staying compliant and avoiding costly fines, as well as helping keep drivers and others on the road safe.

Some frequently asked questions about truck driver drug testing include:

Do all truck drivers get drug tested?

Per FMCSA regulations, anyone who operates a CMV must undergo drug and alcohol testing. This means all truck drivers, whether they are full-time or part-time, are subject to this requirement.

Do owner-operator truck drivers get drug tested?

Yes, owner-operators are required to undergo drug testing. Specifically, these individuals must be part of a drug and alcohol testing consortium. This is a pool of other drivers that are selected for random testing.

How often do truck drivers need to be drug tested?

Commercial drivers must undergo drug testing at these times:

  • Before beginning safety-sensitive duties for a new company
  • Randomly throughout the course of employment as a driver
  • If a supervisor has reasonable suspicion of drug or alcohol abuse
  • After some types of accidents
  • Before returning to duty after a positive drug test

What happens if a driver fails a DOT drug test?

If a commercial driver tests positive for a controlled substance, they must immediately cease safety-sensitive duties. Letting a driver continue to operate a CMV after a failed drug test is a serious DOT violation and can result in large fines for a motor carrier. Additionally, there may be other consequences depending on the trucking company’s specific policy. The carrier needs to provide the driver with a list of substance abuse professionals (SAPs) and the driver must complete treatment with one of these to return to duty. A negative test result will be required before the driver can operate a CMV again and follow-up testing will be scheduled based on the SAP’s recommendations.

What obligations does a motor carrier have for drug testing?

A motor carrier must perform all testing as required by the DOT and document the results for drivers. All positive tests must be reported to the FMCSA Clearinghouse and the return-to-duty process must be followed. The standard for DOT testing is a five-panel drug test. Motor carriers may perform hair testing in addition to this, but must use the standard urine test to meet DOT requirements.

HDS Safety Services Can Help Keep You Compliant

HDS Safety Services offers a variety of different DOT compliance services, including drug testing. We operate one of the largest random testing consortiums in Arizona and are committed to helping you maintain a drug-free workplace.

To learn more about our truck driver drug testing services, contact us today.

Staying compliant with Federal Motor Carrier Safety Administration (FMCSA) regulations is an ongoing process. It is important to be aware of the requirements for hiring drivers as well as what you need to keep on record throughout their employment. Driver qualification files, also called DQFs, include information about safety-sensitive employees. These files must be properly maintained and should be easily accessible in case of an audit.

Driver qualification files must include:

Initial Pre-Employment Documents

The following information must be collected and documented at the start of a driver’s employment:

Application for Employment

The driver’s application must be completed, signed, and kept on file. The FMCSA regulates what this application must include and this is outlined in 49 Code of Federal Regulations (CFR) 391.21.

Road Test Certificate

To drive a commercial vehicle, an individual must successfully complete a road test. You must keep a copy of this completion certificate on file. A valid commercial driver’s license (CDL) is an acceptable equivalent.

Inquiry to Previous Employers

You must investigate the previous three years of the driver’s employment by requesting documentation from previous employers. The driver qualification file must include a record of this request as well as the responses. Additionally, if the driver makes a rebuttal or correction due to inaccuracies in the information from employers, you must keep this on file as well.

Three-Year Driving Record

Motor carriers must contact agencies for any state where the driver has held a CDL to obtain the driver’s motor vehicle record (MVR) for the past three years.

Drug and Alcohol Testing Documents

Trucking companies must perform drug and alcohol testing at specific times. In addition to performing required pre-employment drug testing, you must investigate whether a new driver has any drug or alcohol violations on record for the past three years. The driver qualification file needs to include any violations as well as documentation of the return-to-duty process, if applicable.

Since January 6, 2020, it is necessary to query the FMCSA Clearinghouse and to conduct a traditional manual inquiry with previous employers. This is because the Clearinghouse does not yet cover the full three-year timeframe. After January 6, 2023, only the electronic query will be required.  The Clearinghouse retains a record of queries, so it is not necessary to maintain a separate copy, although you may choose to do so.

Additional Documents

For some types of drivers, additional documentation is necessary. For example, drivers with less than one year of experience will need an entry-level driver training certificate.

Ongoing Updates

MVR Inquiry

Each year, motor carriers must request an updated MVR for each of their drivers.

MVR Review

In addition to keeping the annual MVR updates on record, it is necessary to document an annual review of this information. You must ensure that the CDL driver is not disqualified from operating a commercial motor vehicle (CMV). The list of disqualifying offenses is given in 49 CFR 391.15.

Driver’s Certification of Violations

Annually, drivers must submit a list of all motor vehicle law violations that they were convicted of in the past 12 months. Motor carriers must then compare this list with the annual MVR inquiry to ensure there are no discrepancies.

Medical Examination Report and Certificate

Every 24 months at a minimum, drivers must complete a Department of Transportation (DOT) physical with a qualified medical examiner. You need to keep a copy of the medical examiner’s certificate that states the driver is qualified to operate a CMV. In addition to the report and certificate, you must include a note verifying that the examiner is listed on the National Registry of Certified Medical Examiners.

Driver Qualification File Management

At HDS Safety Services, we understand that it can be difficult to keep track of the many FMCSA regulations and to maintain files for all of your drivers. Our driver qualification file management service makes it easy for you to stay compliant. We can organize your documents as well as optimize your hiring process.

To learn more about our driver qualification file management service, contact us today.

The Department of Transportation (DOT) requires that all motor carriers have a drug testing program in place for their safety-sensitive employees. This is to ensure that drivers are able to operate their vehicles without putting themselves or others in danger. If you operate a trucking company, you may be wondering whether or not you can use hair testing for drugs. This is allowed, but you do need to follow DOT guidelines to ensure you stay compliant.

Here is what you should know about hair testing as a motor carrier:

DOT-Required Drug Testing

In order to be compliant, trucking companies must test at specific times. These include screening potential employees before they start driving, testing randomly, if a supervisor has a reasonable suspicion of drug use, after an accident, and as part of the return-to-duty process.

The only acceptable testing method for DOT-required screening is urinalysis. The most common is a standard 5-panel test that checks for the presence of drug metabolites for marijuana, cocaine, amphetamines, opiates, and phencyclidine (PCP).

Urine vs. Hair Tests

To understand why you might want to use hair testing in addition to DOT-mandated urine testing, it’s helpful to have a basic idea of how these types of drug tests work. Both tests check for the presence of drug metabolites, which are the chemicals left in the body after a drug has been metabolized (processed). The main difference is how long after drug use the tests will be positive. This is because urine tests detect the drug metabolites as they are being eliminated from the body, whereas hair tests detect metabolites that are stored within the hair follicle. These metabolites can be detected for a longer period of time.

A urine test can detect different metabolites for different lengths of time. The shortest window is 2-4 days after the use of amphetamines, cocaine, or opiates. The longest is for marijuana, which is 15-30 days depending on the amount and frequency of use. Drug metabolites can be detected in hair follicles for up to 90 days. This makes it a more accurate method for determining if a potential driver has used illicit drugs within a longer time frame. Trucking companies may choose to use hair testing in addition to DOT tests in order to further ensure that their drivers are drug-free.

Can Motor Carriers Perform Non-DOT Testing?

Trucking companies must follow the above urine testing procedures at a minimum. However, many motor carriers take further steps to ensure their drivers are drug-free by performing additional testing. This is allowed as long as the requirements from the DOT are met. You cannot use hair testing for drugs to replace any of the DOT tests, so you must use urinalysis as well at the specified times.

Another difference between non-DOT and DOT-required testing is that positive results from non-DOT tests are not reported. All urine test results are tracked by the FMCSA Clearinghouse and can be accessed and checked by other motor carriers who are considering hiring that driver. This makes it harder for drivers to conceal drug program violations. However, hair testing and other tests beyond DOT requirements are not a part of this system. They can be used internally for hiring decisions, but they are not shared with other companies and do not follow a driver even though these tests can assess drug use over a longer period of time.

Protect Your Drivers, Your Freight, and Your Company

A study by the Trucking Alliance in 2019 found that while only less than 1% of applicants to trucking companies failed urine drug tests, almost 9% either failed or refused a hair follicle test. This means that even if you are following the necessary steps to stay compliant with DOT regulations, it can be beneficial to invest in additional testing. HDS Safety Services can help you with both required and additional drug and alcohol testing.

To learn more about hair testing for drugs, contact us today.

With recent changes to federal and state regulations regarding cannabis, it can be confusing for employers who perform drug screening for employees. The Department of Transportation (DOT) has already issued a notice regarding “medical marijuana” use. This clarified that for safety-sensitive employees, a positive drug test result cannot be verified as negative based on a physician recommendation that a patient use “medical marijuana.” Recently, the department also clarified its guidelines for Cannabidiol (CBD) and drug tests. 

What is CBD?

CBD is one of the chemical compounds that is found in cannabis plants. The other major component is tetrahydrocannabinol (THC), which is responsible for the major effects of marijuana. Unlike THC, CBD is not psychoactive, meaning it doesn’t result in a “high.” 

CBD and Hemp

You may also hear the term “hemp” as it relates to marijuana and CBD. There are two species of the cannabis plant: marijuana and hemp. Whereas marijuana has more THC than CBD, hemp has more CBD and very little THC. 

The Legality of CBD

The Agricultural Improvement Act of 2018 (Farm Bill) officially clarified the definition of marijuana under the Controlled Substances Act so it does not include hemp-derived products with 0.3% THC or less. Any product with a higher level of THC, even if it is labeled as CBD, is a Schedule I drug under the Controlled Substances Act and is illegal at the federal level, regardless of whether it is legal for medical or recreational use in a specific state. 

CBD and Drug Tests for Safety-Sensitive Employees

DOT drug tests screen for marijuana, not CBD. These tests check for the presence of THC metabolites and any level over 50 ng/mL is a positive result. The presence of CBD is not tested. 

However, the DOT states that safety-sensitive employees should be cautious when deciding whether or not to use CBD. Labeling can be misleading and the Food and Drug Administration (FDA) does not certify the amount of THC in these products. This means that even if an item claims to be THC-free, it may have enough of the compound to trigger a positive test result. 

What Motor Carriers Should Know

Trucking companies should be aware of the DOT guidelines regarding CBD and drug tests and advise their employees accordingly. It is also essential that your medical review officers (MROs) know that a drug test over the designated cut-off for THC metabolites cannot be verified as negative because the employee claims they used CBD. The DOT does not allow safety-sensitive workers to use marijuana under any circumstances. This means that “medical marijuana,” recreational use being legal in the state, or claims of CBD use, are not valid reasons to disregard a positive result. 

HDS Safety Services Can Manage Your Drug Testing Program

Maintaining a drug-free workplace helps you avoid expensive fines and helps keep your workers and the public safe. However, it can be difficult to keep track of the most recent changes to DOT regulations. HDS Safety Services stays up-to-date with the latest safety guidelines for motor carriers. This allows you to focus on managing your fleet while knowing that we are handling your drug testing or other safety management services.

Contact us today with any questions about CBD and drug tests or to inquire about our DOT compliance services.

Trucking companies must follow strict safety regulations from the DOT (Department of Transportation) and the FMCSA (Federal Motor Carrier Safety Administration). These regulations help keep those working in the trucking industry safe. Additionally, they protect other travelers on the road. It is incredibly important that all motor carriers follow DOT and FMCSA guidelines. Because there are so many complex regulations, it can be difficult to keep track of them all. When you work with HDS Safety Services we help you stay safe and compliant.

Here are just a few key safety tips for trucking companies to know:

Drug Testing

The FMCSA requires trucking companies to complete drug and alcohol testing under specific circumstances. You must always test potential employees for drug use before hiring them for safety-sensitive duties. This means that all new truck drivers must have negative test results confirmed before they can start driving. Alcohol testing at this stage is optional. There are also requirements for drug and alcohol testing after accidents, before a driver who failed a test returns to duty, if a supervisor has reasonable suspicion of drug use or alcohol abuse, and randomly to ensure continued compliance. HDS Safety Services can help you manage all of these different testing requirements. We operate one of the largest random drug and alcohol testing consortiums in the State of Arizona. We offer DOT-compliant testing as well as additional testing for trucking companies who wish to go above and beyond required regulations to help ensure a safe workplace.

Electronic Logging Device (ELD)

Hours of service regulations dictate how long a truck driver can drive, how often they must take breaks, and other requirements for time on and off duty. In the past, these needed to be tracked manually. Recent advancements in technology have resulted in electronic logging devices (ELDs) becoming the standard for tracking hours of service. In fact, the FMCSA requires the majority of commercial motor vehicles to use an ELD, with limited exceptions. We can help you stay on top of hours of service regulations through ELD auditing services. We monitor your fleet to make sure your trucking company meets FMCSA and DOT regulations. This allows us to identify potential violations before they occur, keeping you and your truck drivers safe and compliant.

DOT Compliance Training

Regular training can help trucking companies ensure that both drivers and supervisors are up-to-date when it comes to DOT and FMCSA regulations. At HDS Safety Services, we offer both online and in-person classes for your employees. These classes include:

Maintenance and Inspection Training

Truck drivers will use their own trucks to go over the steps of a proper inspection. This helps them meet DOT requirements while also minimizing risk when heading out for a long haul.

Supervisor Reasonable Suspicion

One of the times when a trucking company must perform drug or alcohol testing is when a supervisor has reasonable suspicion a safety-sensitive employee is under the influence. This class goes over the requirements for identifying and reporting reasonable suspicion.

DOT Compliance Training

This comprehensive training is intended to help supervisors develop a more successful safety program. Our trainers will go over DOT regulations and requirements and will give you helpful tips on staying compliant.

DOT and FMCSA Compliance for Trucking Companies

HDS Safety Services offers a variety of services to help motor carriers stay on top of DOT and FMCSA compliance. This not only protects you in case of an audit but also helps keep your employees and others on the road safe.

Contact us today to learn more about our safety services for trucking companies.

It’s an employer’s responsibility to identify all potential hazards, and to ensure that the company meets state and federal compliance requirements. Depending on your company and industry, some of those hazards may include hazardous materials. In addition to providing rigorous initial training for employees who will handle hazardous materials, your company can protect your workers by providing frequent reminders and continuing training opportunities.

Check for container labeling.

Before handling any container that may contain hazardous materials, employees should always check the label. Any container that is damaged lacks a label, or has an illegible label should be promptly reported to the supervisor. The labeling information, along with the MSDS information will alert employees to the potential hazards and necessary precautions.

Use personal protective equipment (PPE).

Employees must be provided with the proper PPE and trained on its use. Employees should get into the habit of carefully inspecting all PPE items prior to use. Worn out or damaged PPE should be replaced promptly, as it won’t provide sufficient protection from hazardous materials.

Prevent contamination and cross-contamination risks.

Employees should be provided with the necessary cleaning equipment in order to keep their work surfaces clean. All work surfaces should be cleaned at least once per shift to reduce the risk of contamination. Employees should be reminded to wash up with soap and water after handling any hazardous materials. They should also be reminded to avoid eating or drinking anything or handling cosmetics or contact lenses if there is a possibility that their hands are contaminated.

Understand emergency protocols.

Every company must have established emergency protocols. These should include evacuation procedures, emergency reporting procedures, and protocols for handling fires, spills, and chemical toxicity. All new employees should be thoroughly trained on these procedures, and additional training may be conducted to remind veteran employees.

HDS Safety Services is a trusted provider of comprehensive transportation industry safety and compliance solutions. We build, audit, and maintain driver qualification files, and conduct federal and state audits of company-wide safety programs. Partner with HDS Safety Services today by calling our headquarters in Tucson at (520) 622-0419.

The Department of Transportation (DOT) requires certain supervisors to undergo training in reasonable suspicion. This requirement covers supervisors working in the trucking, airline, transit, railroad, pipeline, hazardous materials, and maintenance of way sectors. Reasonable suspicion training empowers supervisors to make appropriate decisions regarding the drug and alcohol testing of employees.

Understanding Reasonable Suspicion Testing

Safety-sensitive employees are required to undergo drug and alcohol testing at certain times, such as when they are hired. Additionally, supervisors may initiate reasonable suspicion testing if a safety-sensitive employee is showing possible indicators of drug or alcohol misuse. Reasonable suspicion testing is intended to protect the public welfare by identifying and handling employees who are misusing alcohol or drugs, and by serving as a deterrent to reduce the risk of alcohol and drug abuse in safety-sensitive sectors.

Exploring Reasonable Suspicion Training

Federal code requires supervisors to undergo two hours of reasonable suspicion training. One of these training hours covers alcohol misuse. The second covers illegal drug use.

Identifying the Components of Reasonable Suspicion

In the training course, supervisors will learn about the criteria for making a reasonable suspicion testing determination. All test determinations must be made on the basis of the supervisor’s objective and specific observations of the employee. A “gut feeling” is not an adequate basis to initiate reasonable suspicion testing. Rather, if called upon, the supervisor must be able to articulate observations about the employee’s behavior, speech, body odors, or appearance. These observations should be suggestive of alcohol misuse, illegal drug use, or drug or alcohol withdrawal. It should be noted that the supervisor must directly make these observations. It is insufficient for the supervisor to rely on secondhand reports from other sources, such as other employees.

HDS Safety Services is pleased to offer comprehensive and customizable training courses for drivers and supervisors. Supervisors are invited to enroll in our reasonable suspicion training course, available both online and in-person. Call our office in Tucson at (520) 622-0419 for additional information about DOT-certification in reasonable suspicion.

Any type of employee has the potential to result in liability issues for a company. But for a driver, these liability issues can become quite severe. It’s essential to do a thorough background check before hiring a new driver. The employee screening company will give you a complete report on the driver’s professional history. Watch out for the following red flags.

 

The driver’s CDL is expired.

A commercial driver’s license may expire anywhere from five to eight years after its date of issuance, depending on the state. You should always verify that a driver’s CDL is valid before making an offer of employment. The background screening company can also verify the driver’s identity to ensure that the person who was issued that CDL is the same person applying for employment with your company.

 

The driver has a history of accidents.

It’s relatively uncommon to come across a veteran commercial truck driver with zero accidents on his or her record. One or two accidents might not automatically rule out a driver’s chances of employment with your company. It’s a good idea to dig further into the record and speak with the driver about the incidents. Sometimes, CDL drivers are found to be not at fault for a crash. However, if a truck driver has many accidents on his or her record, then your company will likely prefer to hire someone else.

 

The driver has a criminal history.

Some criminal offenses result in an automatic disqualification for the CDL. These include felonies that involve the use of a commercial motor vehicle, drug trafficking while on duty and driving a commercial vehicle under the influence of alcohol. Even if a particular criminal offense doesn’t result in the loss of the CDL, your company might still prefer to take a pass on that driver.

HDS Safety Services is your source for complete driver qualification services. Our experts provide comprehensive quarterly reports to ensure that your files will remain in full compliance at all times. Call our office in Tucson at (520) 622-0419 to learn about our pre-employment qualification services.

The dangers of stimulants like cocaine and Benzedrine are well-known. But there’s another stimulant that is being widely abused in the U.S.—and it’s legally prescribed to kids and adults. Stimulants prescribed to treat attention deficit hyperactivity disorder (ADHD) have been more commonly prescribed to adults since 2006 when a scientific study was released regarding the incidence rates of ADHD in adults. As a result of widespread use and drug abuse, more working professionals are being affected by it.

 

The Use and Misuse of Stimulants

As with any legally prescribed drug, it’s possible to use it safely and responsibly. ADHD stimulants have been used to manage symptoms since the 1930s. Unfortunately, the non-medical use of stimulants has been on the rise. According to Psychiatric Times, it’s been estimated that five million people during the past year have misused stimulant drugs, and 0.4 million suffer from prescription stimulant use disorders.

 

The Causes of Stimulant Misuse

Young adults who are misusing stimulants are often college students who pull all-night study sessions. In the workforce, adults who are misusing stimulants are trying to boost their cognitive function and enhance their productivity at work. ADHD drug abuse affects professionals across all industries, from truck drivers to nurses to lawyers to Wall Street traders. People who are susceptible to the problem are those with easy access to the drug, who feel compelled to keep up with the competition in the workplace or who are required to work long hours or on tight deadlines.

 

The Health Risks of Stimulant Abuse

People abusing stimulants are susceptible to any of the side effects listed on the product label. However, abuse of the drug tends to make side effects occur more often, with greater severity. Additionally, long-term or severe stimulant abuse may lead to:

 

  • Changes in vision
  • Aggressive behavior
  • Paranoia
  • Mania
  • Seizures
  • Chest pain

 

With collection sites throughout the U.S., HDS Safety Services is your company’s partner in drug and alcohol testing. Find out how you can promote health and safety in your workplace to improve efficiency and manage liability issues. You can reach our headquarters in Tucson at (520) 622-0419.

 

For companies in the transportation industry, managing DOT compliance is an important part of doing business. However, adhering to demanding standards that frequently change is also time-consuming, and too often, companies find themselves continuously playing catch-up with compliance issues. With the prospect of major fines and disruption to your business for non-compliance, can you really risk not having a clear strategy for staying on the right side of DOT mandates? DOT compliance consulting can help you take control and feel more confident about your approach to managing compliance. Here is a look at some of the benefits of working with a qualified DOT compliance consulting service.

Develop a System That Fits Your Business

There is no such thing as a one-size-fits-all compliance plan. By working a consulting service, you can develop a system that works for the way you do business. Having a set strategy for everything from drug and alcohol testing to drive qualification checks and training will make it easier to ensure that there are no missing pieces of your program and that you are not overlooking any critical part of DOT compliance regulations that could put your business at risk.

Spot and Correct Compliance Issues

Are you getting rid of files before DOT regulations allow? Have you failed to conduct sufficient drug and alcohol tests on your employees? A compliance consultant can identify areas in which your protocols aren’t up to regulations, so you can take steps to fix them before they lead to costly fines for your business.

Build Complete Employee Files

DOT regulations require you to conduct thorough pre-employment screenings, and in some instances, you may want to have screenings performed that aren’t required by the DOT but that you believe are smart for your business. A consulting company can generate everything from criminal background reports to CDLIS records so that you can vet employees and maintain useful files about your team.

Manage your employees, make smart hiring decisions, and adhere to regulations that affect your business with DOT compliance consulting from HDS Safety Services. We offer both comprehensive consulting and individual compliance services to meet your needs. Find out more about DOT compliance consulting in Tucson by calling (520) 622-0419.

In the workplace, having a comprehensive safety and compliance program is not just required by federal law—it is also good for business. A strong program will help to keep your team safe, prevent delays for your customers caused by compliance issues, and reduce the risk that your company will run afoul of federal and state safety regulations. This is especially true if your business is subject to DOT guidelines. Here is a closer look at the pieces of a comprehensive safety and compliance program that will protect your business and meet DOT regulations.

Training and Qualifications

All of your employees should receive appropriate training for their roles based on your specific company needs and any DOT requirements for their positions. This includes training in maintenance, inspections, and hours and service rules. It is also important for your company to have a system for vetting the qualifications of applicants and managing those qualifications for all employees, to ensure that the qualifications are legitimate and up to date.

Drug and Alcohol Testing

A rigorous drug and alcohol testing program are essential for any business involved in transportation, and most other industries can benefit from this kind of testing program as well. Your drug and alcohol program should include pre-employment screenings, random testing for employees, and reasonable suspicion testing protocols.

Auditing

Auditing is an important part of ensuring that you and your employees remain compliant with DOT regulations and your internal standards. This includes electronic logging device auditing as well as general auditing of your practices and the effectiveness of your safety and compliance initiatives.

HDS Safety Service can administer a safety and compliance program for your company, so you can focus on the logistics of running your business. Talk to one of our compliance experts in Tucson about your company’s needs by calling (520) 622-0419.

DOT drug tests are part of doing business, but when one of your drivers fails, it can cause a significant amount of chaos. Many transportation company owners aren’t sure what to do when a failed DOT drug test happens, and whether they will ever be able to put that driver behind the wheel again. Fortunately, if you work with a compliance consulting company, they can help you make a plan for managing the process that lies ahead. Here are the answers to some of the questions people frequently have after a failed DOT drug test.

Does an employee have to stop working immediately after a failed drug test?

When an employee fails a drug test, the employer is obligated to remove him or her from safety-sensitive functions, as defined by the DOT. Employers are not permitted to wait for a written test review from a medical review officer or the results of additional testing to remove the employee from duty. According to federal law, the employee must be taken off safety-sensitive duties right away. They can continue to do jobs that are not considered to be safety-sensitive.

What do employers have to do after a failed drug test?

If an employee fails a drug test, it is the responsibility of the employer to give the employee information about Substance Abuse Professionals—or SAPs—that have been approved by the DOT. Although the employer does not have to pay for treatment, he or she must give this information about SAPs, so that the employee knows what he or she must do to regain his or her job.

When can an employee begin working again after a failed drug test?

Before returning to safety-sensitive duties, employees who fail drug tests must be evaluated by a DOT-sanctioned SAP. The SAP will notify the employer when the employee is eligible to return to work. He or she must also have a negative drug test and should undergo follow-up testing.

HDS Safety Services provides a range of compliance solutions, including driver qualifications, to ensure your fleet stays within DOT regulations. Keep your drivers and your business on track with help from our compliance service in Tucson by calling (520) 622-0419.