• While §40.197(b) authorizes an employer to obtain one additional test following a negative dilute result (in pre-employment or other testing situations), a negative dilute test result is a valid negative test for DOT’s purposes.
FMCSA Extends Waiver Period For Certain Pre-Employment Drug Tests From 30 to 90 Days By Kathryn J. Russo on June 11, 2020.
Once you settle on an applicant, it is an essential part of any FMCSA testing policy that they receive a verified negative drug test result before beginning work.There are certain situations where you do not have to do pre-employment drug testing. If not, you cannot allow the applicant to perform safety-sensitive functions for your company until doing so.In some unlikely instances, an applicant may have completed SAP evaluation, treatment and education, and return-to-duty testing, but not the slated follow-up tests. Also, if you have any questions please feel free to ask.The DOT requires a direct observation urine collection in five instances.
The waiver extends from 30 days to 90 days the period, which drivers would qualify for the pre-employment testing exception. A backlog at the Internal Revenue Service could prevent proof of 2290 payments by truckers from being delivered in a timely fashion. You will not learn that it is a verified positive DOT drug test. So click below to get your free course. See 49 CFR 391.23(e), and a sample Pre-employment Drug or Alcohol Test questionnaire. The Department of Transportation recently published a notice granting a three-month waiver from certain pre-employment testing requirements applicable to employers of drivers subject to 49 CFR part 382.Read more about the regulations and noted issue below. Question: Is a motor carrier required to administer a DOT pre-employment drug test on a driver that received a verified negative test result on the initial pre-employment drug test, but was not placed into the motor carrier’s DOT random testing pool and more than 30 days has elapsed since the date of the first test? A returning CDL employee does not have to have a DOT pre-employment test so long as the driver has remained in the employer’s random selection pool while laid-off or furloughed . The FMCSA pre-employment drug test is in almost all situations a urine drug test for the 5-panel drugs: marijuana, cocaine, amphetamines, opioids, and PCP. Pre-Employment Testing (Controlled Substances Only) Results of the negative pre-employment drug test for controlled substances must be received by the carrier prior to allowing the driver to operate a CMV. This is one of the six drug testing situations in DOT testing programs. You’ll want to communicate with the designated employer representative (or DER for short) that an applicant needs to do a pre-employment test, and either you or the DER will arrange it with whoever provides testing for your company.If your company isn’t currently working with a testing company for your FMCSA drug testing, then you need to work in concert with your DER to set that up.And if your company doesn’t have a DER, then you need to discuss with someone within your company to make sure they assign the DER role to someone. This is yet another topic to confer about with your DER.How employers check for past DOT violations has changed recently. Learn them now.FAA drug testing has rules that apply only to FAA-regulated companies. There must be a better way, right?That’s where the FMCSA Clearinghouse comes into the fold. Employers can find information on drug and alcohol testing rules and related resources at FMCSA’s Drug and Alcohol Testing page.
If you’d like to get a more complete overview of FMCSA drug and alcohol testing rules, then take a look at our post covering Some companies also do pre-employment alcohol testing along with drug testing.
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