HomeMy WebLinkAbout0906 Grapevine Vintage Railroad (GRVV) Drug and Alcohol Policy146
906 Grapevine Vintage Railroad (GRVV) Drug and Alcohol Policy
GRVV is a division of the City of Grapevine Texas. All employees of GRVV are
City employees and are subject to the City’s Drug and Alcohol Policy. The City of
Grapevine requires some departments to adopt more stringent guidelines in cases
where it is required by federal regulations. Certain portions of the GRVV Drug and
Alcohol Policy have been modified to meet 49 CFR 219 guidelines and City of
Grapevine Drug and Alcohol Policy and are included in this policy.
It is the policy of GRVV to provide a safe, alcohol and drug-free working
environment for the protection of all employees and the general public.
In keeping with the spirit of this commitment, the City will expect all employees,
while on duty, subject to duty, reporting for medical/physical exam, or under certain
circumstances off duty to conduct themselves in a manner which does not
jeopardize themselves, other employees or the general public.
The City will comply with the mandatory provisions of the Federal Railroad
Administration (FRA), and the Department of Transportation rules and regulations
regarding control of alcohol and drugs in the workplace. Any employee who
performs covered service and/or perform duties as Maintenance-of-Way (MOW)
workers shall be deemed to have consented to testing in accordance with FRA
regulations and/or the City of Grapevine Drug and Alcohol Policy, including but not
limited to: pre-employment and transfer to regulated service testing, post-accident
toxicological testing, testing for reasonable suspicion and cause, and random drug
testing.
.01 Policy Statement
(Grapevine Vintage Railroad (GVRR) recognizes the problem of substance
abuse in today’s society. This problem poses particular concerns to an employer
who is subject to governmental regulations and seeks to promote the safety of the
general public. This railroad has a concern for the safety, health and well-being of
its employees as well as an obligation to comply with the United States Department
of Transportation (DOT) and Federal Railroad Administration (FRA) regulations.
This railroad will comply with all statutes and regulations administered by the FRA
in implementing the required Part 219 Drug and Alcohol Program.
Programs have been established on this railroad which requires regulated
employees to demonstrate their safety posture through complying with:
1. Urine screens to detect the presence of marijuana, cocaine, opioids,
phencyclidine and amphetamines (See 49 CFR § 40.85 and 49 CFR §
40.87);
2. Breath alcohol tests to detect the unauthorized use of alcohol; and
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3. Breath, urine, blood and tissue (fatality) testing after qualifying FRA post-
accident events.
In accordance with the applicable Federal regulations, this railroad prohibits
persons who perform work regulated by the Federal Hours of Service Laws (see
49 U.S.C. §§ 21101-21108) and/or performing duties as Maintenance-of-Way
(MOW) workers as described in the definition of “Roadway Worker” in § 214.7 from
being under the influence and/or possession of illegal substances and/or under the
influence of alcohol while on duty or within four hours of reporting for regulated
service. Additionally, illegal substance use is prohibited on or off duty, except as
allowed in 49 CFR § 219.103.
.02 Identifying Information.
Railroad:
Name: Grapevine Vintage Railroad
Address: 208 Dallas Road
Grapevine, Texas 76051
Telephone: (817) 410-3530
Fax: (817) 410-3006
E-Mail: ccross@grapevinetexasusa.com
Designated Employer Representative:
Name: Brady Closson
Address: 635 South Main Street
Grapevine Texas, 76053
Phone: (817) 410-3559 Fax: (817) 410-3038
E-Mail: bclosson@grapevinetexasusa.com
Assistant Designated Employer Representative:
Name: Jerriann Farris– Human Resources Analyst II
Address: 200 South Main Street
Grapevine Texas, 76053
Phone: (817) 410-3179 Fax: (817) 410-3006
E-Mail: jfarris@grapevinetexas.gov
Assistant Designated Employer Representative:
Name: Rachel Huitt - Human Resources Director
Address: 200 South Main Street
Grapevine Texas, 76053
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Phone: (817) 410-3175 Fax: (817) 410-3006
E-Mail: rhuitt@grapevinetexas.gov
Assistant Designated Employer Representative:
Name: Stephanie Jenkins– Assistant Human Resources Director
Address: 200 South Main Street
Grapevine Texas, 76053
Phone: (817) 410-3178 Fax: (817) 410-3006
E-Mail: sjenkins@grapevinetexas.gov
Assistant Designated Employer Representative:
Name: Sara Balog - Human Resources Coordinator
Address: 200 South Main Street
Grapevine Texas, 76053
Phone: (817) 410-3177 Fax: (817) 410-3006
E-Mail: sbalog@grapevinetexas.gov
Medical Review Officer:
Name: Steven Paschall, M.D.
Nationwide Medical Review
Address: 7160 Graham Road
Indianapolis, IN 46250
Phone: (317) 547-8620 Fax: (317) 568-0849
Testing Laboratory (must be on HHS list of certified labs):
Name: Alere Toxicology Services, Inc.
Address: 1111 Newton St.
Gretna, LA 70053
Phone: 1-800-433-8298
Substance Abuse Professional (SAP):
Name: Deer Oaks EAP Services LLC
Address: 126 E. Main Plaza #8
San Antonio, TX 78205
Phone: 1-866-327-2400
www.deeroakseap.com
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.03 Scope
This policy applies to all railroad personnel (including contractors and
volunteers) who perform regulated duties subject to either the Federal Hours of
Service Laws “Covered Service” and/or performing Maintenance-of-Way (MOW)
duties covered by the definition of “Roadway Worker” in § 214.7.
This railroad has a total of six regulated service employees (including volunteers and
contractors) who perform “Hours of Service” functions.
This railroad has a total of zero regulated service employees (including volunteers and
contractors) who perform “Roadway Worker” functions.
The total number of all regulated employees (include both covered service and
roadway workers) at the time of this submission is: six.
(Include any contracted employees in the above counts.)
If applicable, identify the following for the contractor (if you have multiple regulated
service contractors please add appendix at the end of this document with the
following information):
Name of contractor: _NA______________________________________________
Regulated Service performed for your railroad: ____________________________
Address: __________________________________________________________
Contact Person: _____________________________________________________
Email address:_________________________
Phone: ______________
Identify whether you operate on tracks of another railroad (or otherwise engage in joint
operations with another railroad, except as necessary for purposes of interchange). If
so, which railroad (s) and mileage:
TexRail: MP 33.96 – MP 19-7 =14.26 Miles
Fort Worth Western Railroad: MP1.1 – MP 8.8, MP 10-4 – MP 11.4, MP 25.3 – MP
28 = 11.4 Miles
Union Pacific Railroad: MP 748-MP752.4 = 4.4 Miles
Previous Employer Checks: This railroad is required to check on the drug and
alcohol testing record of employees it is intending to use to perform regulated duties.
This railroad will, after obtaining an employee’s written consent, request information
from DOT-regulated employers who have employed the employee during any period
during the two years before the date of the employee’s application or transfer into
regulated service. See 49 CFR 40.25.
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An employee must also be asked whether he or she tested positive (or refused to test)
on any Federal pre-employment drug or alcohol test administered by a DOT employer
to which the employee applied for, but did not obtain regulated service work during
the past two years.
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 Federal follow-up tests) must be provided to this railroad.
.04 Testing Programs
There are numerous situations when Federal drug and/or alcohol tests must be
administered for the railroad to be in compliance with 49 CFR Part 219. Personnel
performing functions listed in Section III of this policy will be required to submit to a drug
and/or alcohol test in the instances set forth, as follows:
1) Pre-Employment Drug Testing – (49 CFR 219.501) Applicants will be informed
that all individuals this company will use for regulated service must be drug-free.
Passing a Federal pre-employment drug test is a condition prior to performing
regulated service duties. If an applicant refuses to submit to the drug test, or tests
positive on the drug test, the applicant will not be considered qualified to perform
regulated service and will not be offered a position in regulated service.
Federal Pre-Employment Alcohol Testing (Optional) – (49 CFR 219.502)
Authorized but not required. This railroad chooses to conduct Federal
alcohol pre-employment testing? Place an “X” in one of the following boxes:
Yes No X
2) Federal Reasonable Suspicion Testing – (49 CFR 219.301)
Regulated service personnel will be required to submit to a Federal drug and/or
alcohol test whenever a properly trained supervisory employee of this railroad has
reasonable suspicion that a regulated employee is currently under the influence of
or impaired by a controlled substance or alcohol. Reasonable suspicion must be
based on specific, contemporaneous personal observations the supervisor can
articulate concerning the employee’s appearance, behavior, speech, body odor,
chronic effects or withdrawal effects.
Part 219.11(g) requires supervisory employees to have education and training on
alcohol misuse and controlled substance use. The training will cover the physical,
behavioral, speech and performance indicators of probable alcohol misuse and
use of controlled substances. It will also prepare the supervisors to make the
decisions necessary in reasonable suspicion and FRA post-accident situations
(i.e., what is a qualifying event and who is to be tested).
The observation for alcohol must be made by at least one qualified supervisory
employee who has received proper training in the signs and symptoms of alcohol
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X
use per 219.11(g). Documentation of this decision must be maintained, as required
by Part 219 Subpart J.
The observation for drugs must be made by at least two qualified supervisory
employees, one of which has received proper training in the signs and symptoms
of drug use/misuse per 219.11(g). One qualified supervisor must be on-site, but
the supervisor trained per 219.11(g), although preferred does not have to be the
supervisor on-site. Documentation of this decision must be maintained, as
required by Part 219 Subpart J.
If operating on tracks of another railroad, this railroad will coordinate with the host
railroad and decide how the supervisor on the site will immediately communicate
and coordinate decisions to test and who will administer the necessary testing. In
all reasonable suspicion cases, the supervisor will ensure that the regulated
service person is transported immediately to a collection site for a timely collection
of a urine and/or breath specimen. If the regulated service person is deemed not
fit to return to work, the supervisor will arrange transportation for the person. This
is not a Federal requirement, but safety will be better assured if accomplished.
Supervisors must document their observations that led them to decide there was
a “reasonable suspicion” to have the regulated service person subjected to Federal
drug and/or alcohol testing.
3) Federal Reasonable Cause Testing – (49 CFR 219.401) Authorized but not
required. A railroad must choose whether or not to conduct Federal drug
and alcohol Reasonable Cause testing. If a railroad selects to conduct
Federal (DOT) Reasonable Cause testing, then the railroad cannot perform
company (non-DOT) testing for any event described in 219.403. If a railroad
selects to conduct company (non-DOT) Reasonable Cause testing, then the
railroad cannot perform DOT testing for any event described in 219.403.
This railroad chooses to conduct Federal Reasonable Cause drug and
alcohol testing for all train accident/incidents and rule violations that meet
the criteria of 49 CFR 219.403. Please check the appropriate box:
Place an “X” in one of the following boxes: Yes No X
A Federal reasonable cause drug and/or alcohol test may be required (employer’s
decision) when a regulated service employee:
a. Was involved in a qualifying Train accident/incident per 219.403 (a) and a
supervisor has a reasonable belief based on specific and articulable facts
that the regulated service person’s acts or omissions contributed to the
occurrence or severity of the accident/incident; or
b. Committed a rule violation described in 219.403 (b).
If operating on tracks of another railroad, this railroad will coordinate with the host
railroad and decide how the supervisor on the site will immediately communicate
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and coordinate decisions to test and who will administer the necessary testing. In
all reasonable cause cases, the supervisor will ensure that the regulated service
person is transported immediately to a collection site for a timely collection of a
urine and/or breath specimen. If the regulated service person is deemed not fit to
return to work, the supervisor will arrange transportation for the person. This is not
a Federal requirement, but safety will be better assured if accomplished.
Supervisors must document their observations that led them to decide there was
a “reasonable cause” to have the regulated service person subjected to Federal
drug and/or alcohol testing.
4) FRA Post-Accident Drug/Alcohol Testing – (49 CFR 219.201)
FRA regulations require blood and urine specimens from all surviving regulated
service personnel when they are directly involved in a qualifying accident or
incident. Tissues are also collected, in addition to urine and blood from any fatality
involving an on-duty railroad employee (direct or “regulated service”
contractual employee). Events requiring FRA post-accident testing include (note
regulatory exceptions will be followed):
1. Major Train Accident involving any rail equipment accident with
reportable damages in excess of the current calendar year reporting
threshold under 49 CFR Part 225 and one or more of the following:
a. A fatality (any fatality).
b. A release of hazardous materials from railroad “lading” that results in
an evacuation or reportable injury caused by the hazmat release.
c. Damage to railroad property of $1.5 Million or more.
2. Impact Accident involving reportable damage in excess of the current
reporting threshold that results in:
a. A reportable injury; or
b. Damage to railroad property of $150,000 or more.
3. Fatal Train Incident involving any on-duty railroad employee or
regulated contractor employee where damages do not exceed the
current reporting threshold.
4. Passenger Train Accident with a reportable injury to any person in a
train accident involving damage in excess of the current reporting
threshold that involves a passenger train.
5. Human-Factor Highway-Rail Grade Crossing Accident/Incident
meeting one of the following criteria:
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i. Regulated employee interfered with the normal functioning of a
grade crossing signal system, in testing or otherwise, without first
providing for the safety of highway traffic that depends on the normal
functioning of such a system, as prohibited by § 234.209, is subject
to testing.
ii. Train crewmember who was, or who should have been, flagging
highway traffic to stop due to an activation failure of a grade crossing
system, as provided § 234.105 (c)(3), is subject to testing.
iii. Regulated employee who was performing, or should have been
performing, the duties of an appropriately equipped flagger (as
defined in § 234.5), but who failed to do so, due to an activation
failure, partial activation, or false activation of the grade crossing
signal system, as provided by § 234.105 (c)(1) and (2), 234.106, or
234.107 (c)(1)(i), is subject to testing.
iv. If there is a fatality of any regulated service employee regardless of
fault. (fatally injured regulated employee must be tested)
v. If regulated employee violates an FRA regulation or railroad
operating rules and whose actions may have played a role in the
cause or severity of the accident/incident, is subject to testing.
Testing Decision: For an accident that meets the criteria for a Major Train Accident,
all assigned crew members of all involved trains and on-track equipment must be
tested. Test any other regulated service employees that had a possible role in the
cause or severity of the accident.
For an Impact Accident, Fatal Train Incident, Passenger Train Accident or Human-
Factor Highway-Rail Grade Crossing Accident/Incident, Test any other regulated
service employees that had a possible role in the cause or severity of the accident.
The railroad must exclude other regulated service employee if the responding railroad
representative can immediately determine, on the basis of specific information, that
the employee had no role in the cause(s) or severity of the accident/incident
(considering any such information immediately available at the time).
For a fatal train incident, the fatally injured employee cannot be excluded from being
tested.
If there is a fatality of any regulated service employee as result of a Highway-Rail
Grade Crossing Accident/Incident, the fatally injured regulated employee must be
tested regardless of fault.
Exceptions from Testing: No test may be required in the case of a collision between
railroad rolling stock (including any on-track equipment) and a motor vehicle or other
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highway conveyance at a rail/highway grade crossing, unless it meets the criteria set
forth above in Item 5 (i-v).
No test may be required in the case of an accident/incident the cause and severity of
which are wholly attributable to a natural cause (e.g., flood, tornado, or other natural
disaster) or to vandalism or trespasser(s), as determined on the basis of objective and
documented facts by the railroad representative responding to the scene.
The railroad supervisor(s) on the scene will make timely determinations as to the event
being a qualifying event and which regulated service employees (if any) are required
to be tested according to the rule.
This railroad will identify the appropriate personnel who must be tested and then
ensure that specimens are collected and shipped.
Collection of Urine and Blood Specimens: Employee specimens will be collected
at a medical facility, i.e., hospital, clinic, physician's office, or laboratory where
toxicological specimens can be collected according to recognized professional
standards. Specimen collections will be accomplished using the FRA Post-Accident
Toxicological Testing Kit. Specimens will be collected, packaged, and shipped via
express courier service by the railroad. The shipping address is as follows:
Quest Diagnostics
1777 Montreal Circle
Tucker, GA 30084
1-800-729-6432
Fax: 678-406-1037
A. Random Drug and Alcohol Testing – (49 CFR 219.601)
The railroad is responsible for ensuring that the random program meets regulatory
requirements and is approved by FRA (see Appendix A). The principles which are
required in the FRA regulation for the plan to be in compliance are attached (see
Appendix B). The selection process will ensure that each regulated service person
has an equal chance of being selected at every random selection. The random
plan shall ensure that testing is accomplished at the beginning and at the end of
the duty period for alcohol. The minimum annual random percentage of alcohol
testing at either end of the duty period is 10 percent over the course of the year.
Regulated Service (Covered Service)
Current employers must test at a minimum of 25 percent annual rate for drugs
and 10 percent annual rate for alcohol for employees who perform regulated
duties subject to the Federal Hours of Service Laws “Covered Service”. A
railroad is permitted to test at a higher rate than the minimum. A railroad is
permitted to test at a higher rate than the minimum. You must identify if you are
testing at a higher rate and if so, the rate(s):
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N/A_____________________________________________________________
Regulated Service (Roadway Worker)
Beginning June 12, 2017, Current employers must test at a minimum 50 percent
annual rate for drugs and 25 percent annual rate for alcohol for employees
who perform regulated duties defined as “Roadway Worker” in 49CFR § 214.7.
A railroad is permitted to test at a higher rate than the minimum. You must identify
if you are testing at a higher rate and if so, the rate(s):
N/A____________________________________________________________
Random Testing Pools:
a) Identify and maintain an up-to-date database or list of all personnel working in
regulated service (at least once per quarter) and ensure they are all in the
random pool(s). Identify how many random testing pools you have. For
example, most short line railroads will have only one random pool, but larger
railroads may have multiple pools (FRA recommends Roadway Workers be
placed in separate and stand-alone random pools. Railroads not normally
required to submit MIS reports as required by 49 CFR Part 219.800 should
contact Sam Noe to discuss the combining of random pools):
one_______________________________________________________
b) Identify what regulated service employee crafts/functions are in each of the
railroad’s random testing pool(s). For example, engineers, conductors,
brakemen, switchmen, utility employees, hostlers, mechanical employees
performing hostling duties, train dispatchers, signal maintainers, roadway
workers, etc.
Transportation Craft Engineers and Conductors______________________
Random Selection and Testing Procedures:
1. There are only two acceptable methods of selection: computer program or
random number table. The lottery style, e.g., drawing names out of a hat is no
longer an acceptable method of selection. Identify your railroad’s method of
selection: computer based random number generator.
2. Identify whether your railroad is making selections by name, ID number, train
number, job number, etc.
by name_______________________________
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3. Random Pools are in a consortium or managed by a Third Party Administrator
(TPA): Yes X No
4. If using C/TPA pools, please provide name of the C/TPA pool:
N/A________________________________________________________.
5. If your railroad is using a consortium/third party administrator (C/TPA) to assist
in random testing, identify the following information for the C/TPA:
Name of C/TPA: Cover Tek___________________________________
Address: 551 Silicon Drive Suite 100, Southlake, TX 76092_
Contact Person: Samantha Deal_ Phone: 817-329-6900
Please mark the following services the C/TPA are performing for your railroad:
___None
X Random Pool Maintenance
X Random Pool Selections
X Collection Services - Drug
X Collection Services - Alcohol
X HHS Laboratory
X _Medical Review Officer (MRO)
___Substance Abuse Professional (SAP)
___Employee Assistance Professional (EAP)
___Drug and Alcohol Counselor (DAC)
___Other: _________________________________________________
6. Identify how often your railroad is making selections, e.g., monthly or quarterly:
quarterly_______________________________________________________
Note: If selecting quarterly in order to maintain the deterrent effect of
random testing for very small railroads and contractors, FRA is requiring
each individual random testing pool established under subpart G to
select and randomly test at least one entry per quarter, even if fewer tests
are needed to meet FRA’s minimum random testing rates.
Objective Procedure, if making quarterly selections:
Every Regulated employee will have an equal chance of being selected each
time a random selection is performed
7. Identify how you determine whether a selection is to be tested for drugs, for
alcohol, or both:
Some employees will be tested for both drug and alcohol and some only for
alcohol to assure that all percentages are met.
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8. Identify your testing “window,” e.g., 30 days.
__90 days_____________________________________________________
Note that if you’re making monthly selections, the testing windows may not
exceed 30 days and not past the end of the month. If you’re making quarterly
selections, the testing window is 90 days but not past the end of the quarter.
9. Provide additional descriptions of your random testing selection procedure, as
applicable:
· Random selections will be made quarterly, The TPA will verify all the names
listed in the pool with the DER prior to the random selectin. Any deletions
due to termination or additions due to new hires will be noted.
· Some employees will be tested for both drug and alcohol, and some only
for alcohol to assure that all percentages are met.
· GRVV will safeguard these selection records to ensure that information
concerning collection dates and selections are not disclosed until necessary
to arrange for collection or provide notifications.
10. This railroad will safeguard these selection records to ensure that information
concerning collection dates and selections are not disclosed until necessary to
arrange for collection or provide notifications.
11. These random testing records are required to be maintained for 2 years. This
includes an electronic or hard copy “snapshot” of the random testing pool each
time selections are made, a copy of the list of selected employees, a copy of
the drug chain of custody form and/or alcohol testing form, and the reason for
not testing any of the selected employees.
12. In the event that all or a clearly defined portion of the railroad is subject to an
emergency such as a flood or severe ice storm, the ranking operations officer
on duty is authorized to declare an emergency by completing a memorandum
setting forth the facts necessitating this action. If such an emergency
determination is made, the date/time of the emergency and random
drug/alcohol tests that were suspended must be entered into the DER’s files.
Random selections not administered because of the emergency are deemed
void, and the selection numbers will be adjusted later to make the required
percentage.
13. Only a substantiated medical emergency involving the selected person or an
emergency involving an immediate family member (e.g., birth, death, or a
medical emergency) provides the basis for excusing a regulated
employee/person from being tested once notified. A medical emergency is
defined as an acute medical condition requiring immediate emergency care. A
person excluded under these criteria must provide substantiation from a
credible outside professional (e.g., doctor, hospital, law enforcement officer,
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school authority, court official) which can be furnished prior to this release or
within a reasonable period of time after the emergency has been resolved.
Such excluded (excused) persons will not be tested based on this selection.
14. Once the regulated service person selection is made, the DER will arrange
notification. No prior notification will be given. A selected person will only be
tested during his/her tour of duty, extended only long enough to complete
testing but not to exceed Federal hours of service law requirements. The
person, once notified, must proceed to the selected testing facility
IMMEDIATELY. Identify how your railroad will notify selected employees:
DER confirms with GVRR management the employees work schedule, once
the collection agent arrives the employee is notified by the collection agent they
will be tested.
The collection date and time during the selection period (testing window) will
be varied by the DER to ensure that it cannot be anticipated. It is not necessary
for the railroad to randomly select the “testing date.”
.05 Drug Testing Procedures
The designated collection agents will be qualified and follow the proper collection
procedures as described in 49 CFR Part 40.
a. The Medical Review Officer (MRO) will review drug test results as required in
49 CFR Part 40. All test results will be reported exclusively through the MRO.
b. A laboratory certified by the Department of Health and Human Services/
Substance Abuse and Mental Health Service Administration (DHHS/
SAMHSA), under the Mandatory Guidelines for Federal Workplace Drug
Testing Programs, will perform all drug testing.
c. Test results will be reported from the laboratory only to the MRO for review and
action consistent with 49 CFR Part 40.
d. The name of the individual providing the specimen will remain confidential and
will not be provided to the laboratory performing the test. The testing laboratory
is only able to identify the specimen by the specimen ID number printed on the
chain-of-custody form. The laboratory will only use a urine custody and control
form consistent with the requirements of 49 CFR Part 40.
e. The designated laboratory will only test for the drugs listed in 49 CFR 40.85.
f. The MRO will verify the results and report (using procedures in 49 CFR Part
40) to the DER whether the test was positive or negative and the drugs for
which there was a positive result.
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g. External blind performance testing of specimens is now only required for those
employers or C/TPAs with an aggregate of 2,000 or more DOT-regulated
employees per 49 CFR 40.103.
.06 Alcohol Testing Procedures
Breath alcohol testing will be performed by fully trained and certified Breath Alcohol
Technicians (BAT) using the National Highway Traffic Safety Administration (NHTSA)
approved testing devices. The results will be documented on an approved Federal
Breath Alcohol Testing Form and will be signed by the employee and the BAT. At the
time of the alcohol test, the employee will receive a copy of the test result, with an
identical copy being sent to the railroad’s DER.
a. Negative results. The DER will be mailed a copy of the negative test results.
b. Positive results. The BAT will immediately and directly notify the railroad’s DER
if the test results are positive (0.02 percent or higher) who will take appropriate
action to remove or restrict the employee from regulated service as required by
Part 219.
.07 Drug Test Results
For any FRA testing, the railroad should as a “best practice” notify the employee in
writing of test results.
Positive or Otherwise Non-Negative Results. If the laboratory reports the drug test
result as POSITIVE or otherwise non-negative, the following procedures will be
followed:
a. The MRO will immediately inform the regulated service person of the result and
offer the person the opportunity for an interview to discuss the test result. If the
MRO has difficulty reaching the employee, the procedures set forth in 49 CFR
40.131 will be followed.
b. The MRO will complete and document the review as required by 49 CFR Part
40 Subpart G, determining if the external chain of custody was intact, if the
person has a legitimate medical explanation for the presence of any controlled
substance, and whether there is any basis to question the scientific sufficiency
of the test results. In the case of an opiate positive, the MRO will also make
the special determinations required by the regulation.
c. If the MRO verifies the test result as positive, the MRO will report the result to
the railroad’s DER. If the MRO determines that the result is non-negative and
the non-negative result cannot be explained, the appropriate regulatory action
will be pursued. The chart at Appendix D delineates the appropriate action.
The MRO will report the verified test result in accordance with 49 CFR § 40.163.
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The MRO will not provide the DER with the quantitative test results unless the
employee, as stipulated in the regulation, disputes the test.
Negative results. If the MRO has determined that the drug test is NEGATIVE, the
MRO will accomplish the required administrative review and report the negative
results to the railroad’s DER in accordance with 49 CFR § 40.163.
Negative-dilute results. Unless the MRO directs a railroad to conduct a recollection
under direct observation (for a result with creatinine from 2 to 5 mg/dL), per 40.197, a
negative-dilute is considered a negative test, although a railroad may, but is not
required to direct the employee to immediately take another test. Such recollections
must not be collected under direct observation unless there is another basis to do so.
A railroad must treat all regulated employees the same. For example, it must not
retest some employees and not others. A railroad may establish different policies for
different types of tests (e.g., conduct retests in pre-employment situations, but not in
random test situations). This railroad’s policy for negative-dilutes is as follows:
A negative – dilute is treated the same as a negative drug screen result.
.08 Confidentiality
a. Medical information a regulated person provides to the MRO during the verification
process is treated as confidential by the MRO and is not communicated to the
railroad except as provided in Part 40.
b. Confidentiality of Federal drug or alcohol testing results will be maintained as
required by the regulations. For example:
1. The laboratory observes confidentiality requirements as provided in the
regulations. This railroad does not advise the laboratory of the identity of
persons submitting specimens. The laboratory performing the testing must
keep all records pertaining to the drug test for a period of two years.
2. All test results will remain exclusively in the secure files of the MRO. The
MRO will observe strict confidentiality in accordance with the regulations
and professional standards. The MRO will retain the reports of individual
test results as required in Part 219 Subpart J.
3. The DER will maintain all test results reported by the MRO, both positive
and negative, in secure storage. The results will be retained as required in
Part 219 Subpart J. Other personnel will be informed of individual test
results only in the case of positive tests and authorized only on a need-to-
know basis.
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.09 Regulated Service Personnel Training Program (49 CFR 219.11)
Each regulated service person will receive a copy of this policy and the other
information requirements in 49 CFR Part 219.23 (e) which clearly states the
prohibitions required by the regulation. In addition, each regulated person will be
given information concerning the problems caused by alcohol or controlled
substances and available methods of intervening when an alcohol or controlled
substance problem is suspected, including confrontation, referral to an employee
assistance program and/or referral to management.
.10 Prescription Drugs (40 CFR 219.103)
The use of controlled substances (on Schedules II through V of the controlled substance
list) is not prohibited as long as they are prescribed or authorized by a medical practitioner
and used at the dosage prescribed or authorized. Either one treating medical
professional or a railroad-designated physician should determine that use of the
prescription(s) at the prescribed or authorized dosage is consistent with the safe
performance of the employee’s duties. Regulated service employees should also seek
the advice of a medical professional whenever they are taking any over-the-counter drug
that may adversely affect the safe performance of duties.
.11 Compliance with Testing Procedures
a. All regulated service personnel/applicants requested to undergo a Federal drug
and/or alcohol test are required to promptly comply with this request. This railroad
expects all prospective and current regulated service personnel to exercise good
faith and cooperation in complying with any procedures required under this policy.
Refusal to submit to a Federal drug or alcohol test required under FRA rules,
engaging in any conduct which jeopardizes the integrity of the specimen or the
reliability of the test result, or any other violations of the prohibited conduct in 49
CFR 219.101 or 219.102 could subject the person to disciplinary action (up to and
including termination), independent and regardless of any test result. This includes
failure to show up on time for a drug/alcohol test, failing to remain at the testing
site until the testing process is complete, etc. (see 40.191).
b. All DOT Federal return-to-duty and follow-up urine specimens must be collected
under direct observation (using the direct observation procedures in 40.67 (i)).
Note that a SAP may also require return-to-duty and follow-up “drug” tests in
addition to alcohol tests following an alcohol positive of 0.04 percent or greater.
c. Direct Observation Urine Collection Procedures: The collector (or observer) must
be the same gender as the employee. If the collector is not the observer, the
collector must instruct the observer about the procedures for checking the
employee for prosthetic or other devices designed to carry “clean” urine and urine
substitutes AND for watching the employee urinate into the collection container.
The observer will request the employee to raise his or her shirt, blouse or
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dress/skirt, as appropriate, above the waist, just above the navel; and lower
clothing and underpants to mid-thigh and show the observer, by turning around,
that the employee does not have such a device.
1) If the employee has a device, the observer immediately notifies the collector;
the collector stops the collection; and the collector thoroughly documents the
circumstances surrounding the event in the remarks section of the testing form.
The collector notifies the DER. This is a refusal to test.
2) If the employee does not have a device, the employee is permitted to return
his/her clothing to its proper position for the observed collection. The observer
must watch the urine go from the employee’s body into the collection container.
The observer must watch as the employee takes the specimen to the collector.
The collector then completes the collection process.
3) Failure of the employee to permit any part of the direct observation procedure
is a refusal to test.
d. As a minimum, a regulated service person will be removed from FRA regulated
service for a minimum of nine months if there is a finding of “refusal to test.”
.12 Positive Test Results
a. Alcohol positive of 0.02 to 0.039: Regulated service personnel should receive
written notification of test results which are other than negative. A Federal positive
drug test or a Federal alcohol test result of 0.02 percent or greater or a refusal to
test will result in immediate removal from regulated service under FRA regulations.
A positive alcohol test of at least 0.02 percent but less than 0.04 percent will result
in the removal of the person from regulated service for at least eight hours. The
railroad is not prohibited from taking further action under its own company policy.
b. Federal violation: A regulated service person with an MRO verified positive drug
test or a breath alcohol test result of 0.04 percent or greater (or a refusal) has
violated Federal regulations and must be immediately removed from regulated
service. Prior to or upon withdrawing the employee from regulated service, the
railroad must provide notice to the employee of the reason for this action. If the
employee denies that the test result is valid evidence of alcohol or drug use
prohibited by 219.101 or 219.102, the employee may demand and must be
provided an opportunity for a prompt post-suspension hearing. See 219.104 (c)
for the hearing provisions.
Even if the railroad does not wish to keep the employee in its employment, it must
provide the above hearing (if requested) and at a minimum provide the employee
with a list of qualified Substance Abuse Professionals. Prior to returning to
regulated service the employee will be required to undergo an evaluation by a
qualified Substance Abuse Professional (SAP) that is railroad approved, to
determine the need for treatment and/or education. The employee will be required
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to participate and comply with the SAP-recommended treatment and any after-
care or follow-up treatment that may be recommended or required.
After successful treatment, for a Federal positive drug test (or alcohol test result of
0.04 percent or greater), per the SAP’s requirements, the person must provide a
Federal return-to-duty urine specimen and/or breath specimen for testing (which is
negative) prior to being allowed to return to regulates service. In addition, the
person will be subject to additional unannounced Federal follow-up testing, as
determined by the SAP, for a maximum period of 60 months, with a minimum of
six tests being performed in the first twelve months (engineers and conductors
– SAP with require a minimum of 6 drug tests and 6 alcohol tests in the first
12 months). Failure to comply with these provisions and remain alcohol and/or
drug-free will result in subsequent removal from regulated service and could result
in disciplinary action, up to and including termination. Note: Federal regulation
does not guarantee the employee will maintain an employment relationship. This
is determined via employer and employee negotiation. These Federal return-to-
duty and follow-up drug tests must be collected under direct observation.
c. Identify other employer sanctions (if applicable) for a Federal alcohol test result of
at least 0.02 percent but less than 0.04 percent:
The BAT will immediately and directly notify the railroad’s DER or Assistant DER
who will take appropriate action to remove the employee from the regulated service
for at least eight hours.
Identify other employer sanctions (if applicable) for a Federal alcohol test result of
0.04 percent or greater:
The railroad will refer the employee to Deer Oaks EAP for a referral to a SAP and
then terminate the employee as required in the City of Grapevine Drug and Alcohol
policy, after a hearing attended by the employee, Human Resources Director and
the Department Head.
Identify other employer sanctions (if applicable) for a Federal positive drug test:
The railroad will refer the employee to Deer Oaks EAP for a referral to a SAP and
then terminate the employee as required in the City of Grapevine Drug and Alcohol
policy, after a hearing attended by the employee, Human Resources Director and
the Department Head.
.13 Self-referral, Co-worker referral, and Non-peer referral (optional) Policies
This railroad’s policy to comply with 49 CFR Part 219.1001 and 49 CFR Part
219.1003 is as follows:
Employment Relationship. As per 219.1003(b), a regulated employee who
enters and follows the tenants of this program as discussed below, will maintain
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his or her position upon successful completion of an education, counseling, and
treatment program as specified by a Drug and Alcohol Counselor (DAC). Before
the employee is charged with conduct sufficient to warrant dismissal, the employee
must seek assistance through the railroad for his or her alcohol or drug use
problem or be referred for such assistance by another employee or by a
representative of the employee’s collective bargaining unit.
Imminent Detection. An employee may not use the referral program for the
purpose of avoiding the imminent and probable detection of a rule violation by a
supervising employee. No employee may take advantage of self-referral after
being notified of a testing event or while in imminent risk of being detected for
possession of alcohol or controlled substances.
Reasonable Suspicion. In the case of a Co-worker referral or a Non-peer referral
(optional), if the employee accepts the referral and has agreed to a Rule G waiver,
there is no need for the railroad to perform a Federal reasonable suspicion test. If
the Federal reasonable suspicion test occurs, the referral takes precedence and a
written request shall be submitted to the FRA Drug and Alcohol Program Manager
for permission for reclassification to non-DOT status. This will allow the employer
to vacate the return-to-duty and follow-up (RTD/FU) requirements of the
reasonable suspicion test violation. Thus, the co-worker referral will take
precedence and all subsequent RTD/FU testing will be appropriately conducted
under non-DOT/company authority as per Part 219 Subpart K. In this scenario,
the reasonable suspicion positive test result(s) are not subject to 49 CFR Part
40.25 requests from any subsequent DOT-regulated employers.
In the case of a Co-worker referral or a Non-peer referral (optional), when the
employee does not accept the referral and does not agree to a Rule G waiver, the
railroad must properly observe the employee for signs and symptoms of alcohol
and/or drug use/misuse. If signs and symptoms are observed, the railroad must
perform a Federal reasonable suspicion testing. In this scenario, the reasonable
suspicion positive test result(s) are subject to DOT-regulated RTD/FU testing and
49 CFR Part 40.25 requests from any subsequent DOT-regulated employers.
Referral Sources. The railroad must specify whether, and under what
circumstances, its policy provides for the acceptance of referrals from other
sources, including (at the option of the railroad) supervisory employees. Identify
acceptable referral sources besides the affected regulated service employee:
This company accepts referrals from non-peer sources? Yes X No___
The alleged violation must be reported by a co-worker that the
employee was apparently unsafe to work with or was, or appeared
to be, in violation
of GRVV’s drug or alcohol rules.
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Examples of non-peer sources include friends and family, etc. that contact the railroad.
A railroad representative will meet with the employee in person regarding the
information and determine whether to the employee is unsafe to work with or in
violation of 49 CFR Part 219. If the railroad representative determines that employee
is unsafe, the employee may either accept or reject the referral.
If rejected, a railroad representative trained in signs and symptoms would perform a
Rule G observation on the employee in question. If signs and symptoms are present,
then the railroad representative would order reasonable suspicion testing of the on-
duty employee.
General Conditions. If the employee accepts the referral they must contact the DAC
within two days.
The employee must cooperate with the DAC in the recommended course of
counseling or treatment. Locomotive engineers and conductors that do not cooperate
with the DAC will be considered to have active substance abuse disorders as per 49
CFR Part 240.119 and 49 CFR Part 242.115 and would have their confidentiality
waived.
Once an employee has contacted the DAC, the DAC’s evaluation shall be completed
within 10 working days. If more than one evaluation is required, the evaluations must
be completed within 20 working days.
No follow-up treatment, care, or testing shall exceed 24 months unless it involved a
Part 219 violation.
Confidentiality. The railroad treats the referral and subsequent handling, including
counseling and treatment, as confidential. With respect to a certified locomotive
engineer, conductor or a candidate for certification, the policy of confidentiality is
waived (to the extent that the railroad shall receive from the Employee Assistance
Professional (EAP) or DAC, official notice of the substance abuse disorder and shall
suspend or revoke the certification, as appropriate) if the person at any time refuses
to cooperate in a recommended course of counseling or treatment.
Any drug and/or alcohol testing conducted pursuant to this railroad’s referral policy is
non-Federal testing because a violation of Federal regulations has not occurred.
Leave of Absence. The railroad will grant a minimum leave of absence that the DAC
recommends to complete a primary education, counseling, or treatment program and
to establish control over the employee’s drug or alcohol abuse problem. An employee
with an active substance abuse disorder may not perform regulated service until the
DAC reports that safety is no longer effected.
Return to Service. The employee will be returned to service on the recommendation
of the DAC. The employee must be returned to service within five working days of the
DAC’s notification to the railroad that the employee is fit to return to regulated service
and the receipt of a follow-up testing plan as per Part 219.1003(h)(2). The railroad
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may condition the employee’s return on a return-to-duty medical evaluation.
This railroad requires a return-to-duty medical evaluation? Yes X No
Compensation. 49 CFR Part 219.1001(d)(1) does not require the railroad to
compensate the employee for any period that the regulated employee is restricted
from performing regulated service under the referral program. However,
compensation at a nominal rate has been seen to markedly increase participation in
the referral program to enhance safety at the railroad.
This railroad compensates employees while engaged in a referral program of
education, counseling, and treatment? Yes No X
Compensation is at ___% of regular pay while participating in a referral program.
Self-referral: Regulated employees may
contact the DAC at the following
telephone and/or email address and
contact hours:
Optional Provisions.
1. The policy may provide that it does not apply to an employee who has
previously been assisted by the railroad under a policy or program substantially
consistent with 49 CFR Part 219.1005(c) or who has previously elected to
waive investigation under 49 CFR Part 219.1005 (co-worker report policy).
Adopts this option: Yes No X
If you checked the above option “No”, please identify how many times
and/or at what intervals an employee may use the referral programs:
The employee can have eight counseling sessions per incident and can be
used up to eight times in a plan year and it can be for different incidents or
reasons.
2. A referral policy may provide that the rule of confidentiality is waived if the
employee at any time refuses to cooperate in a DAC’s recommended course
of counseling or treatment; and/or the employee is later determined, after
investigation, to have been involved in an alcohol or drug related disciplinary
offense growing out of subsequent conduct. Identify whether you adopt the
first, second, or both options:
Drug and Alcohol
Counselor (DAC):
Contact Person:_______
Address:____________
Phone:____________
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Adopts Both Options: Yes X No
Adopts 1st Option only: Yes No
Adopts 2nd Option only: Yes No
3. The policy may provide that, in order to invoke its benefits, the employee must
report to the contact designated by the railroad either during non-duty hours
(i.e., at a time when the employee is off duty); or while unimpaired and
otherwise in compliance with the railroad’s alcohol and drug rules consistent
with 219.1005(d). Identify whether you adopt this optional provision:
Adopts this option: Yes X No
4. The policy may require successful completion of a return-to-service medical
examination as a further condition on reinstatement in regulated service.
Identify whether you adopt this optional provision:
Adopts this option: Yes X No
5. Other Optional Provisions: ________________________________________
Co-worker referral General Conditions and Procedures.
1. The alleged violation must come to the attention of the railroad as a result of a
report by a co-worker that the employee was apparently unsafe to work with or
was, or appeared to be, in violation of Part 219 or the railroad’s alcohol and
drug rules.
2. If the railroad representative determines that the employee is in violation, the
railroad will immediately remove the employee from service in accordance with
its existing policies and procedures. The railroad must allow the employee the
opportunity to accept the co-worker referral. If rejected, the railroad may
proceed to reasonable suspicion testing based on signs and symptoms of
prohibited alcohol or drug use as determined by a trained supervisor.
Alternate Programs.
The railroad may request FRA to consider the following alternate program to fulfill
the requirements under 49 CFR Part 219.1001 with more favorable conditions to
regulated employees troubled by drug or alcohol abuse problems. The alternate
program must have the concurrence of the recognized representatives of the
railroad employees as per 49 CFR Part 219.1007(b):
This company requests FRA to consider an alternate program for
consideration? Yes No X
If applicable enter
alternate program in
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Submit to the FRA Drug and Alcohol Program Manager at:
U.S. Department of Transportation
Federal Railroad Administration, Office of Railroad Safety - RRS-19
1200 New Jersey Avenue SE
Washington DC 20590 ##
Revision Effective: 06/16/2021
FRA Date of Approval: 06/16/2021
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APPENDIX A
Once the FRA has approved a Random drug and alcohol testing plan, the railroad will
receive an approval letter, which includes these conditions.
STANDARD APPROVAL CONDITIONS FOR RANDOM TESTING PROGRAMS
1. This approval is effective upon receipt with respect to all matters within its scope.
FRA reserves administration jurisdiction over all approvals and may reopen review
based upon experience gained during implementation (audits).
2. Approval of the subject random testing program does not constitute or imply the
granting of a waiver or exemption from any provision of Federal law or regulation.
Compliance with all applicable provisions of 49 CFR Parts 219 and 40 is required.
All random program plans must be applied in accordance with the criteria listed in
this Appendix A and Appendix B.
3. Approval is contingent upon the railroad making appropriate amendments to the
program to conform to any pertinent regulatory amendments that may be issued
hereafter. Any such program amendments that may be required shall be submitted
to the Associate Administrator for Safety at FRA by the effective date of the subject
regulatory amendments, or by the expiration of 30 days from publication of the
regulatory amendments in the Federal Register, whichever is later.
4. Amendments to the program shall be submitted as required by 49 CFR 219.605
and 49 CFR 219.607 and 49 CFR 219.609 and shall not be implemented prior to
approval. The following guidance is provided with respect to when a program is
deemed to have been amended.
A. Any change in the selection methodology, the criteria for scheduling collections,
non-availability criteria, or other structural element is a program amendment.
Any change in the organizational level at which a function is carried out is a
program amendment.
B. Substitution of incumbents performing the same function at the same
organizational level (persons or contractors/volunteers) is not deemed to
amend the program. Notification of these changes would be appreciated to
assist FRA in maintaining liaison, but is not required.
C. Any change in a program that is occasioned by an amendment of an applicable
DOT/FRA regulation and that involves the exercise of discretion to choose
between or among one or more courses of action is a program amendment
required to be filed under item 3 above. Any non-discretionary change in a
program that is required by amendment of an applicable DOT/FRA regulation
is not considered a program amendment requiring approval; however, the
Office of Safety, FRA, would appreciate receipt of an informational copy of the
revised program document showing current compliance.
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D. Any case not addressed above may be resolved by contacting the Office of
Safety, Administrator for Safety or that individual’s delegate.
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APPENDIX B
CRITERIA FOR ASSESSING DEPARTMENT OF TRANSPORTATION (DOT)
RANDOM DRUG AND ALCOHOL TESTING PROGRAMS
Section I. Random Testing Pools
A. Random pool(s) must accurately and completely include all regulated
service personnel. Whoever is performing the safety-sensitive
“regulated service”, regardless of job title or status, is subject to 49 CFR
Part 219 requirements (supervisors, volunteers, contractors, etc.). Pool
lists must be retained for a minimum of two years.
B. An employer may not mix regulated service and non- regulated service
personnel in the same pool.
C. Multiple pools for an employer are acceptable.
D. Employees do not need to be placed in separate pools for drug and alcohol
testing selection.
E. Employees from different DOT operating administrations can be included in the
same pool. It is strongly recommended, however, that employers not mix
groups of personnel subject to different drug or different alcohol testing rates
(i.e., having some employees subject to a 50% rate for drugs and other
employees subject to a 25% rate in the same pool). If they do, they must test
the entire pool at the highest selection rate for any of the groups with personnel
in the pool.
F. Pools may not be diluted with regulated service personnel who rarely perform
regulated service duties (i.e., less than once per quarter).
G. Pools must be routinely updated (i.e., at least monthly for employers with either
a changing workforce or seasonal employees; and quarterly for employers with
a generally stable workforce).
H. Besides individual employees, specific jobs (i.e., third shift main dispatcher at
XYZ location) or operational units (i.e., trains) may also be pool entries.
However, there may not be a significant difference in the size of the entries in
the pool.
I. Pool entries may not be constructed in a way which could result in a
manager/supervisor having discretion as to who would be actually provide a
sample (e.g., a specific job cannot be selected with multiple people working in
it at the same time, but with only one to be tested).
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Section II. Random Selections
A. Everyone in a pool must have an equal chance of selection in each selection
period.
1. No individual, job, or operational unit may be removed from the pool if it is
still actively performing regulated service. However, employees doing de
minimus regulated service may be eliminated from the pool (see Section I.-
F).
2. There may be no selections without replacement (i.e., an individual cannot
be removed from the pool because he or she was previously tested).
3. No selection weightings are allowed which would increase or decrease the
chance of any individual being selected.
B. The following selection options are acceptable. Note that manual selection
using names or social security numbers drawn out of a hat (or equivalent) is no
longer an acceptable practice:
1. Computer programs which randomly select entries from an employee
list without apparent bias. The specific selection criteria used by the
computer must be extensively detailed in writing, and each computer
draw must be retained as a record for a minimum of two years; or
2. Manual selection from a list of employees using a random-number table.
The specific criteria used to select from the table must be documented
in writing, including detail on how the initial starting point in the table was
determined. Each draw, as well as a copy of the table portion used,
must be retained as a record for a minimum of two years. See Appendix
C for Model Procedures to Conduct a FRA-Acceptable Random Testing
Program Using a Random Number Table for Selections.
C. If the employee testing pool is so small that it does not allow testing each
selection period, then the employer must have in place a mechanism to
randomly determine which selection periods will have selections and which will
not. The specific criteria used to make this determination must be detailed in
writing and the determination itself must be retained as a record for a minimum
of two years.
D. If required drug and alcohol testing rates are different (i.e., 25% for drugs and
10% for alcohol) and a single pool is being used, it is permissible to select one
list of employees and designate a proportion for both drug and alcohol testing
and a proportion for drug testing only. The specific criteria used to make this
determination must be detailed in writing, and the master selection list with both
sub-groups clearly identified must be retained as a record for a minimum of two
years.
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E. Employers should carefully monitor significant changes in its workforce in order
to ensure that an appropriate number of tests will be conducted each year.
Unless otherwise directed by the DOT Operating Administration, changes in
the employee base of greater than 10% in a quarter should result in a
recalculation of total tests required.
Section III. Implementation of Random Collections
A. Collections must be distributed unpredictably throughout the designated testing
period, covering all operating days (including holidays) and shifts (24-hour
clock). There is no expectation that day/night or shift collection distributions be
equal but there has to be sufficient testing to establish deterrence by generally
mirroring employer operations. Collections must be unpredictable within a work
shift (some collections must be conducted at the beginning, middle, and end).
There is no expectation that “within-shift” collection distributions be equal.
Sufficient testing must be conducted at the start, middle and end of shifts to
provide deterrence. Both beginning of and ending of shift collections are
particularly important. For alcohol testing, at least 10% of successful
collections must fall within each period of the shift.
B. No discretion is allowed with collection dates or collection times which would
result in a subjective choice by a field manager/supervisor as to who was
actually collected. That is, if a test time frame is permitted in the employer’s
program, a manager/supervisor with knowledge of specific personnel
assignments may not have discretion in the selection of who will be tested.
C. Specific reasons for “no-tests” must be documented in writing by the employer,
with records maintained for two years. Acceptable reasons for no-tests should
relate to critical safety concerns, unforeseen or unpredictable significant
adverse impact to operations, or employee illness or vacation.
Section IV. Records
All records which support the random testing program, including notes,
memoranda, pool makeups, number tables, etc., must be retained for a minimum
of two years.
Revision Effective 07/20/2007
Revision Effective 02/08/2008
FRA Date of Approval: 10/24/2017
Revision Effective 05/19/2017
Revision Effective: 06/16/2021
FRA Date of Approval: 06/16/2021