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In order to deter drug abuse among workers who perform safety sensitive duties in the transportation industry, the United States Department of Transportation (DOT) has laid out strict rules for drug testing and alcohol testing. Urine drug testing is the most accepted and common form of drug testing.
DOT Urine Drug Test Requirements
The DOT has specified certain requirements regarding how the urine drug test should be conducted.
- Certified & Trained Collectors - Only certified and trained personnel are allowed to act as specimen collectors. The collector must be knowledgeable about the current "DOT Urine Specimen Collection Procedures Guidelines," and DOT agency regulations applicable to the employers for whom the collections are performed.
- Secure collection site, equipment and privacy - The urine collection site has to meet must have all the necessary personnel, materials, equipment, facilities and supervision to provide for the collection, temporary storage, and shipping of urine specimens to a laboratory, and a suitable clean surface for writing. Collectors and operators of the collection site need to ensure the integrity of the collections, prevent unauthorized access, secure areas and items, as well as provide privacy to the employees during the specimen collection procedure
- HHS certified laboratories - The laboratories that analyze the urine specimens must be located in the US and certified by HHS under the National Laboratory Certification Program (NLCP) as per the DOT regulations.
- CCF form for every specimen documentation - The Federal Drug Testing Custody and Control Form (CCF) must be used to document every urine collection required by the DOT drug testing program. The CCF must be a five-part carbonless manifold form.
- Sufficient Shipping Protection for specimens- A shipping container that adequately protects the specimen bottles from shipment damage in the transport of specimens from the collection site to the laboratory is required.
Split Specimen Samples
The DOT also requires that urine drug testing procedures involve split specimens. Each urine specimen collected from the employee is sub divided into two bottles labeled - 'primary' and 'split' specimen. Both bottles are sent to an HHS certified laboratory. The primary specimen is opened and used by the lab technician for the urine analysis whereas the split specimen bottle is kept sealed and stored at the laboratory.
If the analysis of the primary specimen turns out positive, meaning that it confirms the presence of illegal, controlled substances, then as per the rules, the employee has 72 hours to request the split specimen to be sent to another DHHS-certified laboratory for analysis. This split specimen procedure essentially provides employees with a second chance.
What drugs are tested for in a urine sample?
As per DOT rules all urine specimens are analyzed for the following drugs -
- Marijuana (THC metabolite)
- Cocaine
- Amphetamines
- Opiates (including heroin)
- Phencyclidine (PCP)
Generally the testing is a two-stage process. First, a screening test is performed. If it is positive for one or more of the drugs, then a confirmation test is performed for each identified drug using state-of-the-art gas chromatography/mass spectrometry (GC/MS) analysis. GC/MS confirmation ensures that over-the-counter medications or preparations are not reported as positive results.
MRO's review and interpret the laboratory results
All drug test results are reviewed and interpreted by a physician (Medical Review Officer (MRO)) before they are reported to the employer. If the laboratory reports a positive result to the MRO, the MRO contacts the employee (in person or by telephone) and conducts an interview to determine if there is an alternative medical explanation for the drugs found in the employee's urine specimen. If the employee provides appropriate documentation and the MRO determines that it is legitimate medical use of the prohibited drug, the drug test result is reported as negative to the employer.
What are the consequences of a positive test?
The employee should be removed from safety-sensitive duty immediately if he/she has a positive drug test result. The removal cannot take place until the MRO has interviewed the employe and determined that the positive drug test resulted from the unauthorized use of a controlled substance.
The employee cannot return to safety-sensitive duties until he/she has been evaluated by a substance abuse professional, has complied with recommended rehabilitation, and has a negative result on a return-to-duty drug test. Follow-up testing to monitor the employee's continued abstinence from drug use is also required.
Are urine drug test results/records confidential?
Yes. Employee drug testing results and records are maintained under strict confidentiality by the employer, the drug-testing laboratory, and the medical review officer. They cannot be released to others without the written consent of the driver. Exceptions to these confidentiality provisions are limited to a decision maker in arbitration, litigation or administrative proceedings arising from a positive drug test. Statistical records and reports are maintained by employers and drug testing laboratories. This information is aggregated data and is used to monitor compliance with the rules and to assess the effectiveness of the drug testing programs.
The intention of the DOT to implement such stringent procedures, rules and regulations for drug testing is to actively discourage drug abuse in workplaces. An employee performing safety sensitive duties under the influence of banned substances will l pose a threat not only to his/her own safety but also to the safety of those around.
DOT Drug Test Types Non DOT Drug Test DOT Drug Testing Laws DOT Urine Drug Test
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