When you schedule drug testing for your employees, it is essential that you follow certain rules and protocols. Since drug testing is designed to ensure that your employees are following the law, you will want to make sure that they are not altering their results in any way. With the help of a company offering drug testing and compliance procedures, you can make sure your drug testing is in accordance with the law. Let’s take a closer look at some of the direct observation procedures that are used by the DOT.

Device Checks

One of the most important reasons for direct observation during the drug testing process is to make sure that employees are not carrying devices that carry clean urine. If an employee carries clean urine into his or her drug test, he or she will be in violation of the law. The role of the direct observer is to check the employee for any signs of a device.

Protocol If a Device is Found

The direct observer must follow a specific protocol if the employee is found with a device that contains clean urine. If a device is found, the drug test will be immediately halted. The collector must create a thorough documentation of all of the circumstances surrounding the incident.

Protocol If a Device is Not Found

If a device is not found, there is also a protocol that must be followed. Once the direct observer has determined that the employee is not carrying a device, the drug test may proceed as planned. The employee must be observed when he or she is bringing the sample to the observer.

When you are in need of drug testing or other compliance services for your business, be sure to contact HDS Safety and Compliance. From employee drug testing to safety auditing and more, we offer a full range of services. Give our Tucson location a call at (520) 622-0419 to learn more about how we can assist you.

Recreational marijuana is a hot topic for employers across the country. With new recreational marijuana laws being passed in states around the nation, you may be wondering how these laws will affect the transportation industry. For those workers who operate commercial vehicles, the DOT has the same rules and regulations regarding recreational marijuana in effect. With the help of a company offering drug testing, you can make sure that your employees are following the law. Let’s take a closer look at the DOT and recreational marijuana.

Transportation Employees and State Marijuana Initiatives

Employees in the transportation sector must be fully alert and aware of their surroundings when they are behind the wheel of the vehicle. For this reason, the DOT has not changed its policies surrounding the use of recreational marijuana. If a driver is found to be intoxicated during his or her shift, he or she will be eligible for termination from employment.

The DOT and Drug Testing

Along with prohibiting the use of recreational drugs by commercial drivers, the DOT also mandates that all employees in the transportation sector receive random and routine drug screenings. These drug tests are designed to ensure that drivers are not under the influence of illegal drugs when they drive.

MROs and Drug Test Verification

An MRO, or Medical Review Officer, is responsible for reviewing the results of a drug test. In the event that marijuana shows up on an employee’s drug screening, the MRO will deem that the drug test has been failed. In order to make sure that they are able to pass their drug screenings, transportation workers must abstain from all illegal drug use.

When you are in need of employee drug screening in Tucson, be sure to contact HDS Safety and Compliance. Our highly rated drug testing company can provide you with drug testing services for all of your employees. To learn more about the services that we have to offer you, give us a call at (520) 622-0419.

Commercial truck drivers must follow strict safety standards that are implemented by the FMCSA and the DOT. These safety regulations are designed to make sure that every driver who steps behind the wheel of a commercial vehicle is capable of driving safely and responsibly. Drug use is a serious threat to the safety of a commercial truck driver and everyone else on the road. A qualified drug testing and safety compliance company can help you make sure that your employees are following your drug and alcohol restrictions. Here is a closer look at some of the drugs that are prohibited for commercial drivers.

Amphetamines

Amphetamine use among truck drivers has been identified as a serious concern by the FMCSA. By providing stimulation to the brain and nervous system, amphetamines are abused by truck drivers who want to stay alert during longer drives or push through to their next delivery. Since amphetamine use has been linked to a rise in collisions, this class of drugs is illegal for truck drivers.

Narcotics

Narcotics are another type of controlled substances that are prohibited for truck drivers. The class of narcotic drugs includes opiates, such as prescription pain killers along with illegal street drugs like heroin. When a person has ingested narcotic drugs, he or she will not be able to drive safely or react to other drivers on the road. Unfortunately, narcotic drugs are highly addictive. With drug testing, an employer can determine whether a driver is an abuser of narcotic drugs so that he or she can get the necessary help needed to return to the road safely.

Alcohol

Alcohol is the final major type of drug that is prohibited for commercial truck drivers. Ingesting alcohol can affect decision making, slow reaction time, and is a leading cause of traffic accidents in the United States. Along with drug testing, an employer can also test drivers for alcohol abuse.

When you are in need of drug testing for your workplace, be sure to contact HDS Safety and Compliance. Our drug and alcohol testing program is among the largest in the State of Arizona, and we can also provide compliance and safety training to your employees. Call us at (800) 800-7801 to schedule drug testing with our experts today.

As the owner of a business in the Tucson area, it is important to hire employees that are well-qualified for each position. While checking credentials and references is an important part of the hiring process, you may want to also include drug testing for all of your candidates. By drug testing prospective workers, you will have the peace of mind that comes from knowing that you are hiring responsible and law-abiding citizens who will be committed to your company. Read on for a look at the benefits of scheduling drug tests for prospective employees.

Attract Better Candidates

When you state on your employment application that all potential employees will be screened with a drug test, you will help to attract better candidates. Those applicants who have engaged in drug use in the recent past will be discouraged from applying to work at your company. Instead, you will market your business to motivated and responsible workers.

Encourage an Honest Working Environment

By drug testing prospective employees during the application process, you will help to encourage an honest environment among all of your workers. A pre-employment drug test will send the message that you will not tolerate drug use on the job. With this test in mind, your employees will be encouraged to be totally honest.

Improve Overall Productivity

Drug testing your prospective employees will also help to improve the overall productivity of your workplace. When you send the message that you do not tolerate drug use in your workers, you will make sure that all of your employees show up for their first day of work alert and ready to start off on the right foot.

To start a drug screening program for your company, be sure to contact HDS Safety. Our company offers highly rated drug screening services for customers throughout the Tucson area. Call us at 1-800-800-7801 to learn more about how our safety and compliance company can help your business.

Although there are strong voices on either side of the argument for and against medical marijuana, the Department of Transportation (DOT) has made it very clear that safety-sensitive transportation employees—pilots, school bus drivers, truck drivers, ship captains, and subways operators, among others—are not allowed to test positive for marijuana while it remains listed in Schedule I of the Controlled Substances Act. Even if your transportation company is based in a state that has legalized medical marijuana, as long as you and your employees are under the authority of the DOT it’s important that you follow federal medical marijuana guidelines for safety-sensitive transportation providers.

The DOT’s Drug and Alcohol Regulation

Despite the Department of Justice issuing guidelines for Federal prosecutors in states that have enacted laws authorizing the use of medical marijuana, the Department of Transportation will continue to prohibit the use of marijuana, legal or illegal, by any safety-sensitive transportation employee. The DOT does currently authorize medical marijuana to be a valid medical explanation for an employee’s positive drug test.

DOT-Compliant Drug Testing

Safety-sensitive employees are subject to drug and alcohol testing at various points of employment and in numerous situations, including pre-employment, post-accident, and with reasonable suspicion of drug or alcohol use. Employees who test positive for marijuana or any other prohibited substance will be removed from their DOT-regulated functions and not allowed to return to work until they have undergone an evaluation by a Substance Abuse Professional, successfully completed counseling or treatment prescribed to them, and provide a negative test result for drugs and alcohol.

Adhering to DOT Drug Testing Rules

Compliance with DOT drug and alcohol testing is important for your bottom line and also important for the health and safety of your drivers and everyone else on the road. Fortunately, adhering to DOT testing policies is easy when you trust HDS Safety & Compliance for all your safety-sensitive employee testing needs. HDS also provides DOT compliance consulting to help you avoid any trouble with the Department of Transportation for anything you can help.

Drug and alcohol testing is a critical element of the Department of Transportation’s mission to keep all drivers safe, not just those men and women who drive large and potentially dangerous commercial vehicles. Any individual or company who falls under the DOT’s testing requirements will need to implement a drug and alcohol testing program to satisfy the safety standards set by the federal government. This brief article will look at why compliance is important, the elements of a DOT-compliant testing program, and how to easily make sure your organization meets mandatory DOT testing requirements.

Why DOT Compliance Matters

Compliance with the Department of Transportation’s drug and alcohol testing requirements is important for two primary reasons. First, failure to comply can result in heavy fines or the inability to operate your business until back in good standing with the DOT. This can cost you a lot of money, and might even cost you your business. The second reason compliance matters is because a drug- and alcohol-free staff means fewer accidents and less danger to your workforce and everyone else.

Elements of a DOT-Compliant Testing Program

The DOT and the Federal Motor Carrier Safety Administration (FMCSA) require that you develop a written policy on the use and misuse of controlled substances and alcohol in the workplace. Each safety-sensitive employee is required to be given a copy of the drug policy, and employers are requires to maintain a signed statement by each employee certifying receipt of the policy. The DOT and FMCSA also require employers to provide training to all persons who supervise safety-sensitive employees subject to DOT drug and alcohol testing regulations.

Where to Turn for DOT-Compliance Testing

DOT testing regulations are always changing, so it’s important that you use a testing service that stays up-to-date with the latest DOT rules and regulations so you can avoid non-compliance fines and other penalties. HDS Safety & Compliance offers drug and alcohol testing services for motor carriers and employers outside of the transportation industry. To learn more about testing services and DOT compliance consulting, call us in Tucson at (520) 622-0419 or toll-free at (800) 800-7801.

It would be one thing if individuals who abused alcohol and drugs were unemployed, but the fact that people who have substance abuse problems are just as likely to be employed as those who are sober highlights the safety hazards present in the country’s workplaces. Workers who have problems with drugs and alcohol are more likely to hurt themselves and others, either knowingly or on accident, compared to other workers. Here are a few ways you can address the problem of substance abuse among your employees to make your workplace safer, such as learning to recognize the signs of abuse and instating a drug and alcohol screening policy.

Set Clear Rules and Expectations

The first step to addressing drugs and alcohol in the workplace is making sure that your staff knows the rules and expectations in regards to prohibited substances. Not only will this help curb illegal drug use and inappropriate alcohol consumption during work hours, but it will also protect you from legal recourse in the event that you are forced to take disciplinary action against a worker for violating the drug and alcohol policy.

Learn to Recognize the Signs of Abuse

All managers and supervisors should be trained to recognize the signs of drug and alcohol use in the workplace to spot workers who might be under the influence or using illegal substances outside of work. Recognizing the signs of employee substance abuse can help prevent many of the negative consequences of drug and alcohol use among your workforce.

Institute a Screening Policy

Partnering with a drug and alcohol testing company can help you identify employees who are implicitly violating the prohibited substance policy. Companies can provide you with all sorts of testing services, including pre-employment screenings and random drug testing.

HDS Safety & Compliance is a nationwide leader of alcohol and drug testing services. Although we specialize in Department of Transportation compliance testing and reporting, we offer our drug and alcohol screening services for businesses of any size and in any industry. Call us toll-free at (800) 800-7801 to learn more about our screening and reporting services.

Safety-sensitive workers who are subject to Department of Transportation (DOT) rules and regulations are required to undergo drug and alcohol testing at various points, like after an accident or before returning to duty. Motor carriers are also required to administer drug and alcohol testing before hiring a new employee. To ensure that your company stays compliant with DOT testing requirements, partner with a transportation safety and compliance company that offers drug and alcohol testing services including:

Pre-Employment Testing

Before a motor carrier can hire a driver or anyone else who performs a safety-sensitive function, the applicant must first pass a drug screening. Alcohol testing is not required by the Department of Transportation, but you can choose to administer this test if you want additional assurances prior to hiring an employee/driver for a safety-sensitive position.

Post-Accident/Return-to-Duty Testing

Employees/drivers who are involved in an “on-the-job” accident that causes injury or significant property damage are required to take a drug test. Employees/drivers are also subject to drug testing before being reinstated to a position that the DOT considered a “testing designated position.” This pertains to workers who were placed on medical leave (worker’s comp) as well as those who took extended leaves of absence for personal or medical reasons.

Random Testing

Safety-sensitive workers who are subject to DOT rules and regulations are subject to random drug and alcohol testing. By enrolling in our Clean Fleet Consortium, you can take the guesswork and headache out of determining which employees are subject to random testing. We generate unbiased random computer selections using the criteria established by the Federal Motor Carrier Safety Administration (FMCSA).

HDS Safety & Compliance administers DOT drug and alcohol testing programs for transportation carriers. We can also implement a drug- and alcohol-free workplace program for companies that are not subject to DOT testing regulations. Call us toll-free at (800) 800-7801 to learn more about our drug and alcohol testing services.

Pre-employment drug screening is required of any motor carrier or organization that employs or seeks to employ safety-sensitive workers who are subject to Department of Transportation (DOT) rules and regulations. However, there’s a good reason to perform pre-employment screening on potential job candidates even if your organization doesn’t fall under DOT testing regulations: it could save you money. Read on to learn more about how pre-employment drug screening could save your business money, as well as a few other reasons to mandate drug testing as a condition of employment.

Hire Responsible and Trustworthy Employees

First and foremost, pre-employment drug screening enables you to make confident hiring decisions that can have a huge impact on your business. According to the U.S. Department of Labor, drug use in the workplace costs employers approximately $81 billion annually. Pre-employment screening allows you to identify those applicants whose drug problem can pose a serious risk to your business.

Reduce the Likelihood of a Costly Accident

Individuals who abuse drugs typically have lower physical and/or mental reflexes as non-abusers. Depending on the type of business you operate and what type of position you are filling, hiring an individual who uses illegal drugs can increase the risk of a costly accident that may result in property damage, physical injuries, or even death.

Reduce Employee Turnover

According to the Substance Abuse and Mental Health Services Administration (SAMHSA), nearly seven percent of adults employed full time currently use illegal drugs. If you don’t implement a pre-employment drug screening policy, there’s a chance you could hire a drug abuser who will eventually need to be replaced. By making an informed hiring decision upfront, you can reduce employee turnover and save yourself the cost of hiring and training as many new employees.

HDS Safety & Compliance is one of the leading drug and alcohol testing providers for motor carriers in Arizona, but we can also implement a drug-free workplace at companies that do not fall under the DOT testing regulations. To learn more about our pre-employment drug screening services, please call us at 1-800-800-7801.

This article was first published at ccjdigital.com

A federal rule to require truck operators to use electronic logging devices to keep records of duty status is slated to be published in the Federal Register on Friday, the Federal Motor Carrier Safety Administration has announced. The rule will take effect Dec. 11, 2017, giving carriers and drivers a two-year window to comply with the rule’s requirements.

Upon beginning use of an ELD, drivers will no longer be required to keep and maintain paper logs. They will, however, be required to maintain supporting documentation and submit them to their carrier or, for owner-operators, keep them on file.

The rule requires drivers currently required to keep paper logs to use ELDs, with a few exceptions (see them below). The mandate, however, will not apply to drivers of vehicles built in the year 2000 and before — a change made from 2014’s proposed version of the rule.

The rule also spells out safeguards against driver harassment via the devices, hardware specifications of the devices and supporting documentation drivers must continue to keep after the mandate.

FMCSA says the rule will save the industry $1 billion a year, mostly in time and money saved on paperwork, the agency says. It also says the rule will “save 26 lives and 562 injuries” a year, the agency said in a press release.

Here’s a look at the mandate’s key components:

Mandating ELDs

The ELD mandate will apply to all drivers required to keep records of duty status, except drivers who (1) keep records of duty status on 8 or fewer days out of every 30 working days, (2) drivers in drive-away and tow-away operations and (3) truckers operating vehicles older than model year 2000.

The devices must be installed and in use by Dec. 11, 2017 — two years after its scheduled Dec. 11, 2015, publication date.

Device specifications

ELDs that meet the minimum standards spelled out in the rule will not be required to track a vehicle or a driver in real-time. They also will not be required to include driver-carrier communication capabilities.

They must, however, be able to automatically record date, time and location information; engine hours; vehicle miles; and ID information of the driver using the device.

The devices must sync with its corresponding vehicle’s engine to record engine on and off time.

The rule also requires compliant devices to be able to transfer data during roadside inspections “on-demand,” via either a wireless Web-based services, email, USB 2.0 or Bluetooth. The rule also stipulates that the ELDs “present a graph grid of a driver’s daily duty status changes either” on the units themselves or in printouts.

Supporting documents

Drivers, while not required to keep paper logs, still must keep a maximum of eight supporting documents, either electronic or paper, for every 24-hour period that includes on-duty time. They must submit these supporting documents to their carrier within 13 days of receiving them, and carriers must retain the documents — along with records of duty status — for six months.

Supporting documents include: (1) bills of lading, itineraries, schedules or other documents that show trip origin and destination, (2) dispatch records, trip records or similar documents (3) expense receipts, (4) electronic mobile communication records sent through fleet management systems or (5) payroll records, settlement sheets or similar documents that show what and how a driver was paid.

If a driver submits to a carrier more than eight documents for a 24-hour period, the carrier must keep the first and last document for the day and six others. If fewer than eight are submitted, carriers must retain all of them.

Harassment of drivers

A similar ELD-mandate set for implementation in 2012 was tossed in court over its lack of protection against driver harassment. In accordance with that, FMCSA’s new rule makes it illegal for carriers to use the devices to harass drivers, puts in place fines for doing so and puts in place a system for drivers to report such instances.

The rule defines harassment of drivers via an ELD as any action by a carrier toward a driver that the carrier “knew or should have known” would have interrupted a driver’s off-duty time. “Harassment must involve information available to the motor carrier through an ELD or other technology used in combination with and not separable from an ELD,” the rule states.

More on the rule’s driver harassment provisions will be posted later today.

Many employers use random workplace drug checks to discourage their employees from using drugs. This might clue management into existing problems as well as help them prevent new ones from forming, which leads to a more positive work environment. Read on if you are interested in exploring the effectiveness of random workplace drug checks.

Addressing Existing Drug Problems

Drug addiction is not just a problem in the workplace; it is a problem that encompasses the victim’s entire life. It can be incredibly difficult to eliminate such a habit, but random workplace drug checks may serve as the motivation needed to move on. These checks will allow employers to identify drug users in the workplace and take the appropriate disciplinary action.

Preventing Future Problems

In addition to alerting employers to existing drug problems, random workplace drug checks can also prevent additional problems from occurring. Someone who passes an initial drug screening upon hiring may decide to experiment with drugs later on in his or her career, and this can cause problems in and beyond the person’s workplace. In this case, random workplace drug checks can motivate individuals who are tempted by drugs to move in the opposite direction and get their acts together, allowing them to keep their jobs and livelihoods.

Improving the Workplace

A drug-free work environment has the potential to be much more productive than one that does not address drug problems. Drugs may prevent employees from performing optimally in the workplace, and they may distract others who work in the office as well. Drug checks can eliminate problematic behaviors and keep your workforce in top shape.

For more information about the effectiveness of random workplace drug checks, feel free to contact HDS Safety and Compliance or visit our website. Our team is dedicated to keeping your workplace clean by providing drug and alcohol screening services. Please do not hesitate to call us at (520) 622-0419 to find out more about what we can do for you.

It’s safe to say that nearly all of us understand why DOT regulations regarding drug and alcohol use exist. But it’s also safe to wonder exactly what drug and alcohol screening entails. This blog will help you understand the U.S. Department of Transportation’s rules and regulations regarding drug and alcohol testing for truckers and how HDS Safety and Compliance can help your company stay safe and compliant.

What Does the Drug Test Entail?

The Department of Transportation requires a five-panel drug test for the detection of the following narcotics:

Cocaine
Opiates (like heroin or morphine)
Marijuana
Amphetamines
Phencyclidine, better known as PCP

The Department of Transportation only recognizes urinalysis (urine tests) as a valid form of drug testing, and although many drug compounds can be out of a person’s system in a matter of days (like cocaine), drug screens still prove to be a major deterrent.

Why Are Truckers Drug Tested?

Before a trucker is able to work as a truck driver, they must undergo drug and alcohol screening. Once they’re hired, truckers are often randomly tested, meaning that they are ordered to report to a testing location within a given amount of time, regardless of whether or not they are on-duty or off. In addition, all truck drivers are required to be tested for alcohol within 8 hours of a fatal accident as well as drug tested within 32 hours. Finally, the law allows for “reasonable suspicion” tests which are triggered by either the behavior, speech, or even smell of the trucker (and obviously the smell in question isn’t garlic, it’s liquor!) If a trucker fails a test, they must pass a series of “return to duty” tests, but it’s safe to say that a negative test can easily place a trucker’s career on the road in jeopardy.

All of these regulations and opportunities for testing make it extremely difficult for a person with an alcohol or drug problem to be behind the wheel of a 40-ton semi. The stringent regulations, in addition to the efforts of companies like HDS Safety and Compliance, make our roadways safer without the average driver even knowing about it. If you want to learn more about how drug and alcohol screening for your company, call us at 1-800-800-7801 or contact us on the web today.

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