Search CompleteMarkets

... Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Dot Drug And Alcohol Testing Regulations: Are You Ready?4/30/2013 10:36:34 PM by CompleteMarkets Editor , Karen Herson This content has not been rated yet. DOT DRUG AND ALCOHOL TESTING REGULATIONS: ARE YOU READY? by Karen Herson and Bill Current Do you know that if you employ anyone who must, in the course of his or her job, possess a commercial driver's license ( ... an employee is using illegal drugs.  Prior to an employee returning to duty in a safety-sensitive position after participating in a substance abuse treatment program.  As follow-up to treatment based on the recommendation of a substance abuse professional (SAP) . All drug tests must be performed by a laboratory approved by the Substance Abuse and Mental Health Services Administration (SAMSHA) . Most SAMSHA labs will provide the materials necessary to collect the urine specimen and ship it to the lab for testing. All positive drug screens must undergo confirmation testing by gas chromatography/mass spectrometry. Employers often have to contract separately for collection. Collection can take place at a hospital, clinic, physician's office, or in the workplace. However, strict chain-of-custody procedures must be observed at all times, regardless ...

Dot Drug And Alcohol Testing Regulations: Are You Ready?
DOT DRUG AND ALCOHOL TESTING REGULATIONS: ARE YOU READY? by Kare...23-0163 for information about a drug testing and education kit that will help ...

...ults of any examinations, medical testing, and follow-up procedures; a copy of...

... Workers Comp premiums for businesses with a drug-free workplace program. If you create such a program, observe these guidelines: Create a policy. Be sure to set a strict ban on illegal drugs and abuse of alcohol; to state specifically which drugs and related acts are banned; to explain the steps you will take to back these edicts; and to detail the consequences for their violation. Develop a testing program. Decide whom to test, when to test (e.g. pre-employment, random, regular, reasonable suspicion, incident-related), who will do the testing (preferably a certified independent lab, with at least two tests showing positive), and what will happen after a positive finding. Decide what to with abusers. Although some organizations simply discipline or terminate, others see abusers as valued ... with a problem, who are well worth saving. For this reason, many set up Employee Assistance Programs (EAPs) to deal with drug and alcohol issues off site. Establishing an EAP shows respect for your employees and offers an alternative to dismissal. Define the role of your supervisors. As the management level closest to employees, supervisors will probably be the first to notice the signs of abuse. They need tutoring on what to look for, and how to document and deal with it. Most important is what supervisors should not do — attempt to diagnose what are essentially medical issues, or to counsel abusers. Their role is to report behavior and support what abuse experts decide are appropriate responses to individual situations. Communicate with employees. Make sure that they know the details of your program ...

... use of chemicals defined as hazardous by this standard, generally, superseding provisions of all other health standards except in specific instances. The obligation to maintain employee exposures at or below the permissible exposure limits (PELs) specified in the air contaminants standard and in substance specific standards is retained. Does not apply for laboratory use of hazardous chemicals which provide no potential for employee exposure such as procedures using chemically-impregnated test media and commercially prepared test kits. Employee Exposure Determination The employer must measure the employee's exposure periodically to any substance regulated by a standard which requires monitoring if there is reason to believe that exposure levels for that substance routinely exceed the action level (or in the absence of an action level, the PEL) . The employer must notify the employee of the results within 15 working days after receipt ... . The employer must provide certain information to the physician, including the identity of thee hazardous chemicals, a description of the conditions under which the exposure occurred, and a description of the signs and symptoms of exposure that the employee employee is experiencing. Hazard Identification Labels on incoming containers of hazardous chemicals must not be removed or defaced. MSDSs on incoming hazardous chemicals must be retained and made available to lab employees. Respirator Use Where the use of respirators is necessary to maintain exposure below permissible exposure limits, the employer must provide, at no cost to the employee, the proper respirator equipment. Recordkeeping The employer must establish and maintain for each employee an accurate record of any measurements taken to monitor employee exposure and any medical consultation and examination including tests or written opinions. This is one of a ...

... use of chemicals defined as hazardous by this standard, generally, superseding provisions of all other health standards except in specific instances. The obligation to maintain employee exposures at or below the permissible exposure limits (PELs) specified in the air contaminants standard and in substance specific standards is retained. Does not apply for laboratory use of hazardous chemicals which provide no potential for employee exposure such as procedures using chemically-impregnated test media and commercially prepared test kits. Employee Exposure Determination The employer must measure the employee's exposure periodically to any substance regulated by a standard which requires monitoring if there is reason to believe that exposure levels for that substance routinely exceed the action level (or in the absence of an action level, the PEL) . The employer must notify the employee of the results within 15 working days after receipt ... . The employer must provide certain information to the physician, including the identity of thee hazardous chemicals, a description of the conditions under which the exposure occurred, and a description of the signs and symptoms of exposure that the employee employee is experiencing. Hazard Identification Labels on incoming containers of hazardous chemicals must not be removed or defaced. MSDSs on incoming hazardous chemicals must be retained and made available to lab employees. Respirator Use Where the use of respirators is necessary to maintain exposure below permissible exposure limits, the employer must provide, at no cost to the employee, the proper respirator equipment. Recordkeeping The employer must establish and maintain for each employee an accurate record of any measurements taken to monitor employee exposure and any medical consultation and examination including tests or written opinions. This is one of a ...

... Cycles vary depending on the exact nature of the financial work you do. It's important for you to determine the amount of client-contact needed for your clients and then create a systematic approach to maintaining this level of contact to keep your clients happy with the work you've done for them so far, and to look for new opportunities to work for them. The key word is systematic. YOUR INTEGRITY WILL BE TESTED In business, integrity means doing what you say you'll do and never violating your own standards of behavior. Every time you tell a prospect or client that you'll do something, you'd better do it — in a timely fashion. This is how you build trust. Let prospects and clients know from the very beginning that your word means something. Show them that they can count on you to ... support the organization's internal clients. Research shows that the way an organization treats its internal clients is ultimately the way it treats external clients. And employee loyalty also has a huge impact on client loyalty. NEVER TELL A CLIENT THEY'RE WRONG We all know the client isn't always right. But we have to be very careful how we let them know this. I once took some negatives to a photo lab to be turned into prints. I took in about 20 different negatives, so the order was a little complicated. I read off the numbers I wanted printed to the store clerk and she recorded them. When she read the order back to me, it wasn't what I had wanted. She immediately told me, in an accusatory tone, that I had given her the wrong numbers. ...

... truck. Cross railroad tracks diagonally whenever possible. Do not load in excess of rated capacity. Do not move until load is safely secured. Use care when tilting loads. Place load engaging device in a manner such that load is securely held and supported. Take special precautions securing and handling loads by trucks with attachments and in operation after loads have been removed. Department of Transportation Drug and Alcohol Testing Laws Drug and alcohol testing have been proven to reduce absenteeism, prevents accidents, lower insurance claims, and saves lives. The Omnibus Employee Testing Act of 1991 mandates rules on alcohol and drug testing for employees in safety-sensitive positions, which include airlines, mass transit, motor carriers, pipelines, and railroads. Alcohol testing must be performed using EBTs (Evidential Breath Testing Devices) . Breath alcohol ... should have access to screening results. In-house operations tend to risk disclosure. The burdens of in-house testing also include purchasing and maintaining EBT devices, employee training, and record-keeping. Use of third-party testers also has its drawbacks. You need to consider the reliability, quality, experiences, and resources of the organization. In all cases, only NHTSA-approved equipment should be used. Only Mental Health Services Administration-approved labs can be used, and testers must be adequately insured. The bottom line is it's important to have a properly defined drug and alcohol testing program. This program will help with employee relations and allow management to control costs, while meeting compliance requirements. This article was reprinted with permission from Safety Information Currents, which is edited by Bill Grieb in Pacific Palisades, CA, at (310) ...

... also better. The doctors on duty have immediate access to all of our records and medications. From a community perspective, Skaggs has taken this a step further. Recently, they donated a building to a non-profit charitable group that has established a Health Clinic for the working, but uninsured, in the Branson area. Doctor visits are pro-rated in accordance to income, and the hospital is donating necessary tests and lab work. However, local people cannot register for this service at the clinic. They have to register at the local YMCA. The reason is that the clinic requires patients to become proactively involved in their health. If a doctor prescribes a weight loss or exercise program, or even an educational seminar, the patient's participation in such activities at the YMCA are logged into the computer system ... well. Now, doctors are privy to whether their patients are complying with medical recommendations. If they're non-compliant, they can lose the benefits of the clinic. In conversations with people who are using this resource, there has been a generally positive response. People seem happy that the system (and the technology) is holding them accountable for the wellness programs. Most of them shared that without that accountability they might never have actually undertaken such a wellness regime. Creating Loyal Customers Despite those who might worry about privacy invasion, this particular medical consumer, along with my family, is very grateful to a medical organization that had the foresight to get a jump-start on reaping the benefits of technology with their operations and the community as a whole. In other words, they have exceeded my expectations and ...

... said a spokesperson for Brain Box Labs, a firm specializing in modern applica...