The Federal Omnibus Transportation Act and/or this policy mandates that employees holding a commercial driver's license (CDL) must submit to the following types of testing:
A. 
Preemployment. Conducted before applicants are hired and after receiving a permit for a commercial driver's license.
B. 
Promotions. Employees must be tested upon promotion to a position requiring a commercial driver's license (CDL).
C. 
Random. Conducted on a random unannounced basis.
(1) 
A minimum of 25% of all CDL holders will be tested for alcohol on a random basis each year.
(2) 
A minimum of 50% of all CDL holders will be tested for use of controlled substances each year. Controlled substances that will be tested for are cocaine, marijuana, opiates, amphetamines and phencyclidine.
(3) 
Tests must be unannounced and spread throughout the calendar year. Random selection could result in a driver being selected for testing more than once in a calendar year.
D. 
Reasonable suspicion. Conducted when an employee's behavior or appearance is observed that is characteristic of alcohol misuse or the influence of controlled substances. The town will require that two trained supervisors or department officials verify and document the above.
E. 
Post-accident. Conducted following every accident by any covered employee involving a fatality or following every DOT accident.
F. 
Return to duty. Conducted when an individual has engaged in prohibited conduct regarding drug use and/or alcohol misuse; the employee shall undergo a "return-to-duty" drug test and/or alcohol test with a verified negative result.
G. 
Follow-up. Following a determination that an employee needs assistance in resolving problems associated with alcohol misuse and/or use of drugs, unannounced follow-up alcohol and/or drug testing will be required. A minimum of six follow-up drug and/or alcohol tests will be administered in the first 12 months.
A. 
Testing for drugs will be conducted by urinalysis. Alcohol testing will be conducted by a breath alcohol technician (BAT) using a breath-testing device.
B. 
All drug and alcohol collections will be conducted by a qualified provider that meets the guidelines set forth in the regulations.
A. 
Drug testing is conducted by analyzing an employee's urine specimen. The analysis is performed at laboratories certified and monitored by the Department of Health and Human Services (DHHS). The driver provides a urine specimen in a location that affords privacy; and the collector seals and labels the specimen, completes a chain-of-custody document and prepares the specimen and accompanying paperwork for shipment to a drug testing laboratory in the presence of the employee. The specimen collection procedures and chain of custody ensure that the specimen's security, proper identification and integrity are not compromised. Drug testing for CDL holders will include split specimen procedures. Each urine specimen is subdivided into two bottles labeled as a "primary" and a "split" specimen. Both bottles are sent to a laboratory. If the analysis of the primary specimen confirms the presence of illegal or controlled substances, the employee has 72 hours to request the split specimen be sent to another DHHS certified laboratory for analysis at the employee's expense. If the split specimen proves to be negative, the town will pay the expense. This split specimen procedure essentially provides the employee with an opportunity for a second opinion.
B. 
All urine specimens are analyzed for the following drugs:
(1) 
Marijuana (THC metabolite).
(2) 
Cocaine.
(3) 
Amphetamines.
(4) 
Opiates (including heroin).
(5) 
Phencyclidine (PCP).
C. 
While prescription drugs are not prohibited, they should not render an employee unfit for duty. Situations of this nature should be brought to the supervisor's attention by the employee, especially if the employee's job responsibilities have an impact on the health and safety of others. These situations should be addressed confidentially on a case-by-case basis, and it may be necessary for the employee's physician to certify that the substance does not adversely affect the employee's fitness for duty.
The rules require breath testing using evidential breath-testing (EBT) devices approved by the National Highway Traffic Safety Administration (NHTSA). The NHTSA periodically publishes a list of approved devices in the Federal Register. Two breath tests are required to determine if a person has a prohibited alcohol concentration. A screening test is conducted first. Any result less than 0.02% alcohol concentration is considered a "negative" test. If the alcohol concentration is 0.02% or greater, a second confirmation test must be conducted (not less than 15 minutes or more than 20 minutes after the first screening test). The employee and the individual conducting the breath test [called a "breath alcohol technician (BAT)"] complete the alcohol testing form to ensure that the results are properly recorded. The confirmation test, if required, must be conducted using an EBT that prints out the results, date and time, a sequential test number and the name and serial number of the EBT to ensure the reliability of the results. The confirmation test results determine any actions taken.