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For Employers

Employers of safety-sensitive transportation employees play a vital role in ensuring the safety of their employees and the traveling public. Employers are responsible for developing and implementing successful DOT workplace drug and alcohol programs that have as their components clear policies, provisions for education and training, drug and alcohol testing, and when needed, referral for evaluation and treatment. Reach out to us for support or consultation!

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Overview

DOT regulated employers must comply with 49 CFR Part 40 and applicable DOT Agency regulations. The DOT's Office of Drug and Alcohol Policy & Compliance (ODAPC) publishes regulations and provides official interpretations on drug and alcohol testing and procedures for safety-sensitive transportation employees. For complete and up-to-date information please visit ODAPC's Employer Section.

Partnering with a SAP as an Employer

Working directly with a Substance Abuse Professional (SAP) offers significant advantages for companies, ensuring a smoother and more efficient return-to-duty process for employees. By partnering with a SAP, employers can provide immediate support and guidance to employees, reducing the stress and confusion associated with navigating compliance requirements on their own.

 

This proactive approach not only helps employees quickly access the necessary evaluations and treatments but also ensures that all regulatory obligations are met in a timely and organized manner. Additionally, maintaining a close relationship with a SAP fosters a culture of care and responsibility within the company, promoting a safer and more supportive work environment. Ultimately, this collaboration enhances overall workplace safety, compliance, and employee well-being, benefiting both the organization and its workforce.

When an Employee Tests Positive

According to DOT Regulations, once you removed an employee from safety-sensitive duties you must provide to each employee (including an applicant or new employee) who violates a DOT drug and alcohol regulation a listing of SAPs readily available to the employee and acceptable to you, with names, addresses, and telephone numbers. You cannot charge the employee any fee for compiling or providing this list. You may provide this list yourself or through a C/TPA or other service agent. You may also download our one-page informational to provide to employees and applicants who test positive, this informational satisfies your responsbilites of what you are required to provide as stated in 49 CFR Part 40.287.

Designated Employer Representative (DER)

The Designated Employer Representative (DER) is your key employee for many drug and alcohol program functions. The DER function cannot be outsourced to service agents, they must be an appointed company employee. They are responsible for the overall administration of the Drug and Alcohol Program. The DER is to ensure the appropriate and timely removal of an employee from safety-sensitive duties.

Watch "What is a DER?" by National Drug Screening, Inc

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