AWorkSAFE Service, Inc. can assist you in developing a company wide drug-free
workplace program. We can customize our services to meet your company's specific
needs. Many clients have both mandated and non-mandated programs in their workplace,
this enables them to test any employee as the situation demands.
It is essential to have a clear and concise written drug and alcohol policy that communicates the employer's expectation of the employee regarding controlled substance and alcohol use in your workplace. The policy should discuss prohibited conduct; include the circumstances under which the employee will be subject to testing; available resources for self-identifying an employee's need for assistance with controlled substances and alcohol related issues; and any consequences for violating the employer policy. A WorkSAFE Service can assist with policy development or review of an existing policy.
A WorkSAFE Service provides complete drug and alcohol testing program management. The service is able to assist employers subject to the Department of Transportation (DOT) mandated testing requirements of the Federal Motor Carrier Safety Administration (FMCSA), Federal Railroad Administration (FRA), Federal Transit Administration (FTA), United States Coast Guard (USCG), and the Pipeline and Hazardous Safety Administration (PHMSA) as well as designing a program with similar components for any non-regulated employer.
Program management may include any of the following services: policy development or review of an existing policy; supervisor and/or employee training; coordination of drug testing (locating convenient collection sites, certified laboratory, and Medical Review officer services; Breath alcohol testing; computerized random selection and notification; Substance Abuse Professional referrals; follow-up testing program management; DOT audit assistance; and Management Information System (MIS) report preparation.
DOT Drug Screen - 5-panel: Marijuana, Amphetamine (includes Methamphetamine and Ecstasy), Cocaine, Opiates (includes; Codeine, Morphine, Hydrocodone, Hydromorphone, Oxycodone, Oxymorphone, 6-Acetylmorphine), and Phencyclidine (PCP). We utilize Substance Abuse and Mental Health Services (SAMHSA) Certified Labs for all DOT drug tests.
Non-DOT Tests - Number of drugs and cutoff levels can be customized for each individual employer. We utilize SAMHSA Certified Labs for all Non-DOT lab drug tests.
Non-DOT Instant Test - 5-panel: Marijuana, Amphetamine (includes Methamphetamine), Cocaine, Opiates, PCP. Adulterant testing is included with this test. Any Non-negative drug test will be sent to a SAMHSA certified lab for confirmation testing. The instant test is not approved for DOT testing.
Breath Alcohol Testing - Breath alcohol testing will be conducted with DOT approved testing devices. A confirmation test will be conducted, after a 15 minute wait time, for all positive screening tests. The confirmation test will be conducted by using an evidential breath testing device and will be the final result reported to the employer.
A WorkSAFE Service, Inc. generates random drug and alcohol test selections, notifications, and management of random pools for employers. Employees are selected for random testing through a computerized random selection program on a monthly or quarterly basis. An employer may elect to have their employees placed in their own individual pool or placed in a larger multi-employer pool with other employers' employees.
DOT covered employees are kept in separate pools according to the mode of transportation regulating the employer (FMCSA, FRA, USCG, FTA, or PHMSA). Non-regulated employees subject to random testing will also be maintained in a pool separate from the DOT covered employees.
Employers supply a current list of covered individuals subject to random alcohol and drug testing separating DOT covered employees from the non-regulated employees. Employees will be entered into a computer based random selection program using the employee's name and employee identification (ID) number, this number may be an employer assigned number, Social Security number, driver license number, etc.
Notifications to the employer's designated employer representative (DER) can be mailed or e-mailed. The notification will identify the individual(s) selected for either the random drug and/or alcohol tests. Once the employer has been notified the employee of random testing they must precede immediately to the collection site facility for the required testing.
Medical Review Officer is required for all federally mandated DOT drug tests. We highly recommend using the MRO to review all positive laboratory tests when conducting non-DOT testing. The MRO is a medical doctor, M.D. or doctor of osteopathy, D.O. who has knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual's positive test result together with his/her medical history and any other medical information. The MRO receives the results from the laboratory and if the test is negative the MRO or his/her staff will forward results directly to the employer's designated contact person(s). If the results are positive, prior to reporting results to the employer, the MRO contacts the employee to determine if there is a legitimate medical explanation for the positive test. By using a MRO, the employer eliminates the initial discussion with the employee to determine legitimate drug use.
The Substance Abuse Professional (SAP) is a person who evaluates employees who have violated a DOT drug and alcohol program regulation and makes recommendations concerning education, treatment, follow-up testing, and aftercare. Those employers subject to federal testing regulations are required to use a SAP before the employee is allowed to return to work performing safety sensitive duties.
The DOT regulations define who is qualified to act as a Substance Abuse Professional. The following is an excerpt of the regulations as to the credentials required the regulations further note the training requirements not stated. To review the full set of DOTregulations go to:
40.281 Who is qualified to act as a SAP? To be permitted to act as a SAP in the DOT drug and alcohol testing program, you must meet each of the requirements of this section:
(a) Credentials. You must have one of the following credentials:
(1) You are a licensed physician (Doctor of Medicine or Osteopathy);
(2) You are a licensed or certified social worker;
(3) You are a licensed or certified psychologist;
(4) You are a licensed or certified employee assistance professional;
(5) You are a state-licensed or certified marriage and family therapist; or
(6) You are a drug and alcohol counselor certified by an organization listed at https://www.transportation.gov/odapc/sap.
If you send your employees off site for drug and alcohol testing, you may be paying twice. The hidden costs of lost time and lost productivity can easily exceed the direct costs of testing. A WorkSAFE Service's mobile or on-site testing is designed to help you avoid these absence-related costs.
Mobile or on-site collections are the preferred method of testing for large groups of employees that you would like to be able to return right back to work after the testing is complete. This eliminates the down time of having to travel to collection sites. A WorkSAFE Service, Inc. offers mobile and/or on-site testing services to better accommodate our clients.
Our mobile services consist of bringing either of our two 23 foot RVs to your place of business for testing. These RVs are self contained units, offering a secure restroom for providing the urine specimen. The enclosed RV also offers aural and visual privacy for conducting breath alcohol testing.
A WorkSAFE Service, Inc also offers on-site testing, where we come on site and secure one of your restrooms to complete the testing process. A WorkSAFE Service, Inc routinely provides on-site testing throughout Oregon, Washington, Idaho, Utah, Nevada and California. We also can provide or arrange for on-site collections throughout most of the country.
Laboratory testing is conducted using only Substance Abuse and Mental Health Services Administration (SAMHSA) certified laboratories. These certified laboratories are able to conduct the analysis of urine samples collected under the federally mandated DOT drug testing programs.
A WorkSAFE Service, Inc. will provide, to DOT regulated employers, quarterly and annual statistical reports covering the progress of random testing throughout the year. This allows the employer to see the on-going status of how the consortium is doing in achieving the federally mandated random testing rates. No surprises of massive over testing or not making the required testing rates.
The DOT covered employers will also receive semi-annual statistical reports or letters from their SAMHSA certified lab(s). These reports are required to be maintained by the employer in the event of a state or federal DOT audit. If the company did not conduct more that five (5) DOT tests within the previous six (6) months you will receive a letter from the lab stating there were not enough tests conducted to generate a statistical report. Companies submitting more that five (5) tests should receive a report that breaks down the testing by reason for testing and the laboratory test result. It is not unusual to have a laboratory positive test result and no positive test result from the Medical Review Officer (MRO). The MRO may have overturned the lab positive result after interviewing the employee/applicant.
As an employer, subject to federal drug and alcohol testing programs, you must, after obtaining an employee's written consent, make a drug and alcohol history background check of the applicants you hire to perform safety sensitive duties. A WorkSAFE Service, Inc. can make the required drug and alcohol inquiries on your behalf and provide documentation of inquiry results or of the "good faith" effort in obtaining the information.
40.25 Regulations require the following: You must request the information from DOT-regulated employers who have employed the employee during any period during the two years (three years if you are an employer regulated by the FMCSA and are subject to 49 CFR Part 391) before the date of the employee's application or transfer:
(1) Alcohol tests with a result of 0.04 or higher alcohol concentration;
(2) Verified positive drug tests;
(3) Refusals to be tested (including verified adulterated or substituted drug test results);
(4) Other violations of DOT agency drug and alcohol testing regulations; and
(5) With respect to any employee who violated a DOT drug and alcohol regulation, documentation of the employee's successful completion of DOT return-to-duty requirements (including follow-up tests). If the previous employer does not have information about the return-do-duty process (e.g., an employer who did not hire an employee who tested positive on a pre-employment test) you must seek to obtain this information from the employee.
As the employer, you must also ask the employee whether he or she has tested positive, or refused to test, on any pre-employment drug or alcohol test administered by an employer to which the employee applied for, but did not obtain, safety-sensitive transportation work covered by DOT drug and alcohol testing rules during the past two years. If the employee admits that he or she had a positive test or a refusal to test, you must not use the employee to perform safety-sensitive functions for you, until and unless the employee documents successful completion of the return-to-duty process, 49 CFR Part 40 Subpart O.
Drug and Alcohol Program Review (FMCSA, FTA, USCG, or PHMSA) A WorkSAFE Service, Inc. has staff available to review your drug and alcohol testing programs for compliance with the federal regulation requirements. Why not use this service before you have investigators in reviewing your program? If you have already been audited use the service to fine tune your program and bring it into compliance.
Driver Qualification Files (FMCSA) Did you know if you operate a commercial motor vehicle (CMV) with a gross vehicle weight rating (GVWR) of 10,000 pounds or more in interstate commerce you are required to have driver qualification files on hand for all drivers and that also includes owner-operators? Let us review your files for completeness.
These files need to contain:
Copy of a valid Medical Certificate
Driving record within 30 days of hire from all states the driver was licensed in past 3 years
A WorkSAFE Service, Inc. is a third party issuer of Oregon annual oversize/overweight variance permits required by the Oregon Department of Transportation (ODOT). Our company was the first private sector third party agent to issue these permits, we have been issuing these permits since 1997.
Permit orders received by fax and mail are turned around within 1-2 days of receipt and many new permit orders are able to be sent to a variety of Oregon ports of entry or DMVs for same day pick-up. Permits are also available to be picked up in our Salem office.
If you have used other third party agents in the past you may select one service to issue all your permits, why not let A WorkSAFE Service, Inc. be that provider.