Do Trucking Companies Need a Drug Testing Policy?

The short answer is Yes, and National Drug Screening can help trucking companies implement their custom drug testing policy.

Now some trucking companies are regulated for drug testing by DOT and the Federal Motor Carrier Safety Administration (FMCSA) and some trucking companies are not regulated for drug testing by DOT and the Federal Motor Carrier Safety Administration (FMCSA). The policies will be different for these two groups or types of trucking companies.

To define those regulated for drug testing by DOT and Federal Motor Carrier Safety Administration (FMCSA) we look at specific criteria as follows:

All other trucking companies would be considered Non-DOT if they don’t meet the specific criteria listed above. For example, a CDL driver operating a 10,000 lb. box truck.
The very specific drug testing policy requirements from FMCSA are listed below and these would also be the best practices for Non-DOT or non-regulated trucking companies for a drug and alcohol testing policy. This criteria comes from the FMCSA regulation 49 CFR Part 382.

Subpart F—Alcohol Misuse and Controlled Substances Use Information, Training, and Referral
§ 382.601 Employer obligation to promulgate a policy on the misuse of alcohol and use of controlled substances.

(a) General requirements. Each employer shall provide educational materials that explain the requirements of this part and the employer’s policies and procedures with respect to meeting these requirements.

  1. The employer shall ensure that a copy of these materials is distributed to each driver prior to the start of alcohol and controlled substances testing under this part and to each driver subsequently hired or transferred into a position requiring driving a commercial motor vehicle.
  2. Each employer shall provide written notice to representatives of employee organizations of the availability of this information.

(b) Required content. The materials to be made available to drivers shall include detailed discussion of at least the following:

  1. The identity of the person designated by the employer to answer driver questions about the materials;
  2. The categories of drivers who are subject to the provisions of this part;
  3. Sufficient information about the safety-sensitive functions performed by those drivers to make clear what period of the work day the driver is required to be in compliance with this part;
  4. Specific information concerning driver conduct that is prohibited by this part;
  5. The circumstances under which a driver will be tested for alcohol and/or controlled substances under this part, including post-accident testing under § 382.303(d);
  6. The procedures that will be used to test for the presence of alcohol and controlled substances, protect the driver and the integrity of the testing processes, safeguard the validity of the test results, and ensure that those results are attributed to the correct driver, including post-accident information, procedures and instructions required by § 382.303(d);
  7. The requirement that a driver submit to alcohol and controlled substances tests administered in accordance with this part;
  8. An explanation of what constitutes a refusal to submit to an alcohol or controlled substances test and the attendant consequences;
  9. The consequences for drivers found to have violated subpart B of this part, including the requirement that the driver be removed immediately from safety-sensitive functions,
  10. The consequences for drivers found to have an alcohol concentration of 0.02 or greater but less than 0.04;
  11. Information concerning the effects of alcohol and controlled substances use on an individual’s health, work, and personal life; signs and symptoms of an alcohol or a controlled substances problem (the driver’s or a co-worker’s); and available methods of intervening when an alcohol or a controlled substances problem is suspected, including confrontation, referral to any employee assistance program and/or referral to management; and
  12. The requirement that the following personal information collected and maintained under this part shall be reported to the Clearinghouse:

    1. A verified positive, adulterated, or substituted drug test result;
    2. An alcohol confirmation test with a concentration of 0.04 or higher;
    3. A refusal to submit to any test required by subpart C of this part;
    4. An employer’s report of actual knowledge, as defined at § 382.107:

      1. On duty alcohol use pursuant to § 382.205;
      2. Pre-duty alcohol use pursuant to § 382.207;
      3. Alcohol use following an accident pursuant to § 382.209; and
      4. Controlled substance use pursuant to § 382.213;

    5. A substance abuse professional (SAP as defined in § 40.3 of this title) report of the successful completion of the return-to-duty process;
    6. A negative return-to-duty test; and
    7. An employer’s report of completion of follow-up testing.

(c) Optional provision. The materials supplied to drivers may also include information on additional employer policies with respect to the use of alcohol or controlled substances, including any consequences for a driver found to have a specified alcohol or controlled substances level, that are based on the employer’s authority independent of this part. Any such additional policies or consequences must be clearly and obviously described as being based on independent authority.

(d) Certificate of receipt. Each employer shall ensure that each driver is required to sign a statement certifying that he or she has received a copy of these materials described in this section. Each employer shall maintain the signed certificate and may provide a copy of the certificate to the driver.

Learn more about drug free workplace policies.

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