Implementation Guidelines - Federal Transit Administration - U.S. ...

How much notice is given to the employee to report for a random test?
Who decides that an employee may be legitimately excused from testing, and what are valid
reasons?
If an employee selected for random testing is not available on the test day, do you keep a
record of why the individual was excused from the test?
Do you ever select substitutes for employees who cannot be random tested?
If substitutes are needed, how are they selected?
Do you have a way to know if the employee arrived at the collection site in a timely manner?
For instance, does the collection site know who is coming for a test and when that individual
should arrive?
Are you notified of accidents that might necessitate post-accident testing?
Who has the primary responsibility for assuring that post-accident testing is accomplished?
Who is responsible for documenting the decision-making process when a decision is made
that post-accident testing is not required?
Do you use DOT forms for post-accident testing only when the FTA threshold has been met?
Do you know what to do if the proper DOT form is not used for an FTA post-accident test?
Who would decide whether to perform a drug and alcohol test if there were a fatality in the
accident?
Who determines whether a FTA post-accident testing threshold has been reached?
What criteria would that person use to determine whether a vehicle has sustained disabling
damage?
Are there any circumstances that would cause you to test others in addition to the driver?
If the driver were unable to give consent to be tested due to being injured, unconscious, or
dead, would you proceed with testing?
When would you commence drug and alcohol testing after an accident?
What would be the result if an employee fails to remain “readily available” for testing after an
accident?
Does this transit system maintain a list of qualified and accepted SAPs?
Who would be the person responsible for ensuring that an employee who had a positive drug
or alcohol test, or refused a test, was referred to the Substance Abuse Professional for an
evaluation, even if the employee is not eligible for reinstatement?
Does this transit system offer employees an opportunity for rehabilitation after testing positive
for one of the five prohibited substances and/or alcohol?
If an employee who failed or refused a test were eligible to be reinstated, who would be
responsible for determining that the employee was ready to take a Return-to-Duty test?
Do you receive a written evaluation of the individual’s readiness to return to duty and a followup
testing plan?
Whose responsibility is it to determine the number of follow-up tests for an individual returning
to duty?
Do you review each return-to-duty plan/schedule submitted by the SAP?
Who is responsible for ensuring that the SAP's follow-up testing plan is followed?
Whose responsibility is it to determine when an employee must actually go for a follow-up
test?
Purely as a matter of best practices data-gathering, do you do anything after a year to
determine whether the employee continues to need follow-up testing, such as having the SAP
evaluate the employee’s continuing progress?
Do you maintain all records related to the drug and alcohol program in a secure location with
controlled access?
Appendix K. Substance Abuse Management Oversight Questionnaires
K-7
August 2002