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DOT Reasonable Suspicion Supervisor Training Content Updated March 20, 2022

DOT Reasonable Suspicion Supervisor Online Training Content Updated March 20, 2022

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We do not rest here at At Hand Training, LLC. Our D.O.T. Reasonable Suspicion Supervisor course has been updated for 2022. Updates include:

– New drug and alcohol statistics

– New trends in substance abuse

– DOT proposed rulemaking to include Oral drug testing as an alternative specimen type

– Improved read through

– New images

– Course summaries and expanded content for signs and symptoms of substance abuse.

This course is designed for any supervisor in a position to make a reasonable suspicion test determination and is in an industry regulated by the Department of Transportation for FMCSA, FAA, PHMSA, FTA and USCG. We’ve designed our training to force employee engagement. There is no option to hit the “play” button and then open another tab and browse somewhere else letting the video play in the background (trust us, if you’re utilizing video-based training this is happening more than 50% of the time). 

Visit athandtraining.com and get DOT compliant for only $35/per supervisor. Volume discounts for 20+ available. LMS installs utilizing Scorm 1.2 or XAPI available. 

DOT Random Testing Rates for 2022 by Department

DOT Random Testing Rates for 2022 by Department

FTA Federal Transit Administration: Drug 50% / Alcohol 10%

FAA Federal Aviation Administration: Drug 25% / Alcohol 10%

FMCSA Federal Motor Carrier Safety Administration: Drug 50% / Alcohol 10%

PHMSA Pipeline & Hazardous Materials Safety Administration: Drug 50%

FRA Federal Railroad Administration: Drug (25% Covered Service) (50% Maintenance of Way) / Alcohol 10% Covered Service/Maintenance of Way

Nevada passes nations first law banning marijuana pre-employment testing

7-8-2019

Nevada passes nations first law banning hiring decisions based on positive marijuana pre-employment tests

NV Beginning in 2020 non-federal employers will not be able to reject job seekers for testing positive for THC in Nevada. This is the first legislation of it’s kind in the nation. The law, assembly bill AB132, specifies certain safety sensitive job titles from the law as well as indicates that it does not apply when in conflict with federal law. As marijuana is still a banned substance under federal regulations, prospective employees looking for jobs in the trucking, airline, oil and pipeline, and transit industries need to know they are not protected by the new law.

 

Excerpt: 

“Except as otherwise specifically provided by law:
1. It is unlawful for any employer in this State to fail or refuse to hire a prospective employee because the prospective
employee submitted to a screening test and the results of the screening test indicate the presence of marijuana.
2. The provisions of subsection 1 do not apply if the prospective employee is applying for a position:
(a) As a firefighter, as defined in NRS 450B.0 71;
(b) As an emergency medical technician, as defined in RS 450B.065;
(c)That requires an employee to operate a motor vehicle and for which federal or state law requires the employee to submit to screening tests; or
(d)That , in the determination of the employer, could adversely affect the safety of others.
3. If an employer requires an employee to submit to a screening test within the first 30 days of employment, the employee shall have the right to submit to an additional screening test, at his or her own expense, to rebut the results of the initial screening test. The employer shall accept and give appropriate consideration to the results of such a screening test.
4. The provisions of this section do not apply:
(a) To the extent that they are inconsistent or otherwise in conflict with the provisions of an employment contract or collective bargaining agreement.
(b) To the extent that they are inconsistent or otherwise in conflict with the provisions of federal law.
(c) To a position of employment funded by a federal grant.
5. As used in this section, “screening test” means a test of a person’s blood, urine, hair or saliva to detect the general presence of a controlled substance or any other drug.
This act becomes effective on January 1, 2020.”
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Marijuana legislation changes rapidly and employers, HR managers and anyone with hiring ability would be wise to keep up with their states most recent changes. AtHandTraining recommends those who need to know set up a Google Alerts with their state’s name+law (via https://www.google.com/alerts) so they can be notified whenever new legislation is being considered or passed.

 

 

 

 

 

 

 

 

Map image: SHRM

 

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Athandtraining.com DOT Reasonable Suspicion Supervisor Training fulfills:

Federal Motor Carrier Safety Administration (FMCSA) – 49CFR Part 382.603

Federal Aviation Administration (FAA) – 14 CFR Part 121 Append I & J

Federal Transit Administration (FTA) – 49 CFR 655

Pipeline and Hazardous Materials Safety administration (PHMSA)

U.S. Coast Guard (USCG) – §16.250   Reasonable cause testing requirements