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

Has the employer met the minimum annual percentage rate for random drug testing of 50
percent of covered employees and the random alcohol testing rate of 10 percent of covered
employees?
Is the selection of employees for random drug and alcohol testing made by a scientifically
valid method, such as a random number table or a computer-based random number
generator that is matched with employees' Social Security numbers, payroll identification
numbers, or other comparable identifying number?
Does the selection process used provide each covered employee with an equal chance of
being tested each time selections are made?
Are random drug and alcohol tests unpredictable - e.g., the dates for administering random
tests are spread reasonably throughout the calendar year?
Are random drug and alcohol tests unpredictable - e.g., the tests are conducted at all times of
the day when safety sensitive functions are performed?
Are random drug and alcohol tests unpredictable - e.g., the tests are conducted on all days of
the week when safety sensitive functions are performed?
Does each covered employee who is notified of selection for random drug or random alcohol
testing proceed to the test site immediately?
When employees are excused from random testing, are records of excusals maintained, and
do the records indicate that excused employees were legitimately unavailable for random
testing during the testing period?
ACTIONS AFTER NON-NEGATIVE TEST RESULTS:
Do the records indicate that the employer takes the following actions in response to nonnegative
or refused drug or alcohol test results:
1) Immediate removal of the employee from safety-sensitive duties;
2) Referral to a qualified Substance Abuse Professional who is acceptable to the transit
employer and reasonably available to the employee, or providing the employee with a list of
qualified SAPs who are reasonably available to the employee?
Does the employer require that the covered employee cease performing a safety-sensitive
function immediately after receiving notice from a medical review officer (MRO) or a
consortium/third party administrator (C/TPA) that a covered employee has a verified positive,
adulterated or substituted drug test result?
Does the employer require that the covered employee cease performing a safety-sensitive
function immediately after receiving notice from a Breath Alcohol Technician (BAT) that a
covered employee has a confirmed alcohol test result of 0.02 or greater?
If an employer chooses to permit a covered employee to perform a safety-sensitive function
within 8 hours of an alcohol test indicating an alcohol concentration of 0.02 or greater but less
than 0.04, does the employer retest the covered employee to ensure compliance with the
provisions of Part 655.35 and ensure the covered employee does not perform safety-sensitive
functions unless the confirmation alcohol test result is less than 0.02?
Does the employer require that the covered employee cease performing a safety-sensitive
function immediately after receiving notice that the employee has refused to submit to a
required drug and alcohol test?
Does the employer ensure that an employee with direct or immediate supervisory
responsibility or authority over another employee does not serve as the urine collection
person, breath alcohol technician, or saliva-testing technician for a drug or alcohol test of the
employee?
Appendix K. Substance Abuse Management Oversight Questionnaires
K-13
August 2002