Category: Industry News

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.

Electronic logging devices, or ELDs, are designed to replace paper records for hours of service (HOS) and records of duty status (RODS) reports. The devices are more convenient for drivers, and they are also more reliable, which in turn helps prevent situations in which drivers are pressured to drive for more hours than the DOT considers to be safe. Most truck drivers are required to use ELDs, except for those in vehicles manufactured before 2000 and those who use short-haul, timecard exceptions. Many drivers and transportation companies have questions about ELDs and compliance issues. These answers may help you better understand the rules.

What is the difference between ELDs and AOBRDs?

Automatic onboard recording devices, or AOBRDs, were introduced in 1988, and they represented a huge leap forward for the DOT in tracking hours of operation for drivers and in monitoring vehicle location. However, technology has become outdated, which is why the transition to ELDs is required. ELDs have several features that AOBRDs do not. Some of the things that become standard with ELD use are recording location information every 60 minutes and notifications when drivers hit HOS limits.

How many ELD accounts can a driver have with his or her motor carrier company?

Motor carrier companies can only assign one ELD account to each driver. The ELD accounts should be linked to a driver’s license number, and the device should prevent one number from being used for multiple accounts. Motor carriers are also required to have a password-protected security process for logging in for their drivers.

What happens if drivers or carriers violate ELD rules?

Violations can be costly for drivers and carriers alike. Fines can be significant, and in some cases, the vehicle will be placed out of service and may be required to be towed. Vehicles can be placed out of service for 10 hours per violation, resulting in a significant loss of driving hours.

Has your ELD transition been bumpy, or do you need assistance in making sure you are in compliance? HDS Safety Solutions is here to help. Talk to a DOT compliance expert and learn more about ELD auditing in Tucson today 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.

Drug and alcohol testing are important parts of maintaining a safe working environment for many businesses, especially those companies that are subject to DOT regulations. Both reasonable suspicion and random testing play roles, but what is the difference between them, and how should they be applied?

Reasonable Suspicion Testing

Reasonable suspicion testing—also called cause testing—is, as the name suggests, performed when there is a reason to believe that an employee is using drugs or alcohol. Reasonable suspicion testing is used on both DOT-regulated companies and non-DOT businesses, but there are very tight rules that apply to how it can be applied.

First, your workplace must have a clear drug and alcohol policy that has been provided to employees and that they acknowledge receiving. This policy should state the procedure for reasonable suspicion testing, how and when it can be applied, and who can order it. Generally, this kind of testing can be ordered when there are signs of impairment on the job, but the symptoms must be observed by a supervisor—not simply reported by another employee—and the reasons for ordering a test must be documented. Following these guidelines is essential for avoiding legal complications regarding improper reasonable suspicion testing.

Random Testing

Random drug and alcohol testing are done without warning or pattern, in the absence of any indicators of substance abuse. This kind of testing is required by the DOT for employees who work in safety-sensitive fields. For example, truck drivers are subject to random testing.

Employees who are subject to DOT rules are required to comply with all random drug and alcohol testing requests. Refusing to do so can result in removal from duty.

Drug and alcohol testing requirements can be complex, but HDS Safety Services can help you navigate the process while building a safer workplace. For drug and alcohol testing Tucson, please call (520) 622-0419.

Hours of service have long been a hot button issue for transportation companies. CDL drivers must abide by strict regulations regarding how long they can work before they are required to take a break. One of the more recent updates to these regulations is the mandatory use of electronic log devices (ELDs). Here’s a quick look at the ELD rule and its exemptions.

Covered Drivers Under the ELD Rule

Most drivers and motor carriers are required to have ELDs installed. Drivers are covered under the ELD rule if they participate in interstate commerce. Any driver who must maintain records of duty status is also covered.

Drivers Exempt from the ELD Rule

Any drivers who use the timecard exception are not required to use ELDs or to keep records of duty status (RODS). Other drivers who are exempt from the ELD rule are still required to adhere to the RODS regulations, and they must still manually prepare a written log. These exempt drivers are:

• Drivers who operate older vehicles (pre-2000)
• Drivers who must keep RODS for no more than eight days out of any 30-day period
• Drivers who use paper RODS for no more than eight days out of any 30-day period
• Drivers who operate with the short-haul exception
• Drivers who do drive-away-tow-away operations

This last exemption assumes that drivers who are conducting drive-away-tow-away operations are driving the commodity for delivery.

Drivers Qualifying for the Short-Haul Exception

To qualify for the short-haul exception to the ELD rule, drivers must start and complete their driving duties at the same location. They must also be released from job responsibilities within 12 consecutive hours. Short-haul drivers must operate within 100 air-miles (or 115.08 statute miles) of the location at which they report for work. For property-carrying drivers who operate CMVs that do not require a CDL, that geographical range is extended to 150 air-miles.

 

HDS Safety Services can help your company stay in full compliance with our electronic log device auditing services. Our auditing services take a proactive approach that identifies potential violations before they occur. Call our office in Tucson, AZ at (520) 622-0419.

For DOT-regulated drug and alcohol testing, split specimens are standard practice. A split specimen test proceeds much the same as any other urine test. However, the driver’s collected urine is divided into two samples. If the first tested sample reveals a positive result, the second sample can be tested to either confirm or reject the findings of the first test.

Background of Split Specimen Tests

Split specimen tests protect drivers and other employees from false positives. This testing procedure became mandatory for the transportation industry in 1991 when the Omnibus Transportation Employee Testing Act (OTETA) was passed. OTETA’s split specimen provisions were intended to protect drivers from faulty lab equipment, lab mix-ups, and false positives triggered by the presence of legitimate medications or foods. Under the OTETA, only the employee can request testing of the second sample. The DOT, employer, or medical review officer (MRO) doesn’t have the authority to order testing of the second sample.

Benefits of Split Specimen Tests

Split specimen tests are beneficial for both employees and employers. Employees get peace of mind knowing that a lab mix-up or equipment malfunction won’t cost them their jobs and good reputation. Employers also benefit from split specimen drug and alcohol testing. They can rest assured knowing that the employee can’t provide an artificially clean sample of urine for a second test—only urine that has already been collected will be tested.

Payment for Split Specimen Tests

Once an employee has been notified by the MRO that the first sample tested positive, he or she has 72 hours to request a test of the second sample. If the employee can’t pay for the second test, the FMCSA requires the employer to pay for it so that the test can be conducted in a timely manner. Following this, the employer may seek reimbursement from the employee in accordance with any applicable collective bargaining policy or written company policy.

 

HDS Safety Services is a leading provider of drug and alcohol testing for safety-sensitive workers. Our collection sites are available around the country, with secure storage of electronic results. Call (520) 622-0419 to speak with a drug and alcohol testing expert in Tucson, AZ.

DOT-compliant drug testing programs are intended to protect the safety of everyone on the roadways. Drivers who hold CDL licenses may be required to undergo drug and alcohol testing after they get into an accident. Since not all substances remain in the body for prolonged periods of time, post-accident testing should be done as quickly as possible.

Must drivers be suspended pending the results?

Ultimately, a driver is always subject to any restrictions placed by law enforcement officials, or by the FMCSA or DOT regulations. However, if a particular driver is not subject to restrictions from these agencies, then he or she can continue driving while awaiting the results of the post-accident drug screen. Individual employers may have different policies in place.

When must alcohol tests be performed?

Under Federal Code 382.303, an alcohol test should be administered as soon as practicable. If an alcohol test cannot be administered within two hours of the accident, the employer is legally required to create and maintain a record that states the test was not administered within this time period. If the alcohol test is not administered within eight hours, employers must cease trying to get the test administered. They must also prepare and maintain an official record to that effect.

What happens if the surviving driver is injured?

Federal Code 382.303 states that drivers are required to remain readily available for testing, or else the employer will record them as refusing to submit to testing. However, there is an exception. The regulations do not require drivers to delay seeking necessary medical attention in order to get to a testing facility. The same exception applies to drivers who need to obtain accident response assistance.

 

When must controlled substance tests be performed?

The regulations require controlled substance tests to be performed within 32 hours of an accident. Since substances degrade in the body over time, it is not expected that employers will continue to try to arrange for testing after this point. If the test isn’t properly administered, the employer is required to create and maintain a record to that effect.

 

Post-accident drug testing is one of the many DOT-compliant services we provide here at HDS Safety Services. You can call our office in Tucson at (520) 622-0419 for the answers to all of your questions about drug and alcohol testing.

Electronic log device technology—or ELD—is the new normal for drivers who are under a mandate to record their duty status and who are involved in interstate commerce. Drivers who were not eligible for an extension had to adopt ELD technology by December 18, 2017, and all drivers must be used by December 16, 2019. Many operators have questions about making the transition to using ELDs. Here are the answers to some common queries to surround this change.

Why is ELD being implemented?

ELD simply automates a process that has always been required. In the past, drivers had to record their own hours of service. Now, the ELD will do that automatically. Additionally, the ELDs will track the amount of time the engine is on, how many miles were driven when the vehicle was in motion and the duration of engine operation. All of these factors will give a more accurate record of hours of service (HOS) for drivers, which makes the recordkeeping easier for businesses. Likewise, law enforcement can easily access ELD data when necessary.

Who is exempt from the implementation?

Ultimately, very few drivers will be exempt from using ELDs. Drivers whose vehicles are equipped with Automatic On-Board Recording Devices (AOBRDs) can delay their transitions to ELDs until December 16, 2019. Drivers who currently operate under short-haul exemptions for recordkeeping or who use paper records for eight or fewer days out of 30 are also exempt. ELDs are not required for drivers who do driveway/tow-away operations or whose vehicles were made before 2000 and don’t support ELDs are also exempt.

How can companies benefit from ELD auditing?

ELD auditing can provide daily HOS records for drivers, so motor carriers are aware of any potential violations. This can help companies avoid costly fines and intervene when drivers are exceeding their HOS allowances.

 

HDS Safety Services provides extensive EDL auditing services, including driver counseling and HOS training, to ensure safety and compliance for motor carriers. Find out more about implementing EDL auditing by calling (520) 622-0419.

For the first time in more than 20 years, the federal agency responsible for motor carrier regulation has issued official guidance on personal conveyance. That’s where a commercial truck or bus driver can operate the vehicle while off duty and isn’t subject to on-duty hours restrictions. Personal conveyance can be a bit confusing for some drivers and carriers. Please see this article written by Aaron Marsh at FleetOwner.com for more details.

https://www.fleetowner.com/resource-center/regulations/article/21702550/10-things-to-know-about-personal-conveyance

If you want to make sure that your trucking company is adhering to the U.S. Department of Transportation (DOT) regulations, you will need to have a system set up to administer drug and alcohol tests as needed. You probably already know that you need to do pre-employment testing, as well as testing after accidents and testing when you have reasonable suspicion to believe that an employee has violated the rules. But you will also need to perform random screenings when necessary. Here is a guide to random screenings and how they affect your business:

How many random drug tests must be administered each year?
According to DOT regulations, your company needs to perform a certain number of random drug and alcohol tests annually. The minimum number of random alcohol tests administered every year is 10 percent of the average number of drivers who are employed at your company. The minimum number of random tests for controlled substances is 25 percent of the average number of drivers you employ.

Can an employee be subjected to a random drug test more than once a year?
Yes, employees are not removed from the random testing pool after they have been tested, so they can be tested again if they are randomly selected again.

Are employees who are not full-time drivers included in the random drug tests?
If an employee at your company is licensed to drive a commercial vehicle and may be asked to drive at any time as a part of his or her job duties, then that employee needs to be included in the random drug tests.

What if I have driving positions that are not currently filled?
If you have driving positions at your company that are vacant, you do not need to include those when calculating the percentage of drivers you employ so you can administer random drug tests.

HDS Safety Services offers a wide array of important services for companies that require drivers, including establishing good hiring practices, performing drug and alcohol testing, and maintaining driver qualification files. If you’d like to learn more about how our services can help your company, call us today at (520) 622-0419.