Microsoft Word - Employee Guide to CDL 01-18

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EMPLOYEE GUIDE TO CDL

DRUG AND ALCOHOL TESTING

Revised January 2018

Table of Contents

Overview............................................................................................................. 3

Who is subject to federal DOT testing? .................................................................... 4

What are safety-sensitive duties? ........................................................................... 4

What conduct is prohibited? ................................................................................... 5

What about prescription medicine and over-the-counter drugs? ................................. 5

What substances will be tested for? ........................................................................ 6

When will tests be conducted? ............................................................................... 6

How is a urine drug test administered? ................................................................... 8

How is an alcohol test administered? .................................................................... 11

What is a refusal to test? .................................................................................... 12

What are the consequences of a refusal to test? ..................................................... 13

What are the consequences of engaging in prohibited conduct? ............................... 13

What are the consequences of a positive test? ....................................................... 13

What is a self-disclosure? .................................................................................... 13

Effects of drugs and alcohol ................................................................................. 14

Appendix A - Consequences of Addictive Substances

Appendix B – CDL Employee Prescription Medications form

Appendix C – Employee Education/Training Acknowledgment Form

Overview

In 1991 the federal government passed The Omnibus Transportation Act, which was

intended to create a drug and alcohol free transportation industry. This act applies to

individuals who are Commercial Driver’s License (CDL) holders and who operate commercial

motor vehicles (these individuals are called CDL-covered employees). The drug and alcohol

testing that is conducted under this act is called federal or DOT (Department of

Transportation) testing.

In addition to the federal requirements, the Commonwealth of Pennsylvania has established

specific policies and practices for its CDL-covered employees. These policies and practices

are outlined in Management Directive 505.34, Commercial Driver License Drug and Alcohol

Testing Requirements and Manual 505.5 Amended, Commercial Driver License Drug and

Alcohol Testing and Related Procedures.

Drug and alcohol testing, and education are a requirement of both the federal rules and the

commonwealth policies. This handbook serves to communicate the rules and policies that

apply to you as a CDL-covered employee for a commonwealth agency regarding the use of

drugs and alcohol, required tests, testing procedures, and test results and their

consequences. If you have questions about the information in this handbook you should

ask your supervisor or your agency CDL Coordinator.

The information included in this handbook will also educate you to the potential effects that

drugs and alcohol can have on your (or your co-workers’) ability to perform job duties in a

safe manner. While the federal law was enacted to increase the safety of the public and

prevent vehicular accidents caused by drugs or alcohol, it also created opportunities for

education and treatment for individuals struggling with addiction.

Drug and alcohol education, and testing for CDL-covered employees is not just the law; it is

the right thing to do. The protection of commonwealth employees and those they serve is

our utmost priority. It is everyone’s responsibility to create a healthy, safe work

environment.

Who is subject to federal DOT testing?

The federal DOT drug and alcohol testing rules apply to every person who operates a

commercial motor vehicle (CMV) in interstate or intrastate commerce. This includes

individuals who only operate a CMV occasionally or only in an emergency.

A CMV is one used to transport passengers or property if it:

 Has a gross combination weight rating of 26,001 or more pounds inclusive of a towed

unit with a gross vehicle weight rating of more than 10,000 pounds; or

 Has a gross vehicle weight rating of 26,001 or more pounds; or

 Is designed to transport sixteen (16) or more passengers, including the driver; or

 Is of any size and is used in the transportation of materials found to be hazardous

and is required to be placarded.

Note: Vehicles that are only utilized for fighting fires and non-placarded equipment that

only operates in areas not open to public travel are not considered to be CMV’s for the

purpose of these testing regulations.

What are safety-sensitive duties?

The work duties associated with operation of a CMV are called “safety-sensitive.” Safety-

sensitive functions are defined as all the time from when a CDL-covered employee begins to

work or is required to be in readiness to work until the time the employee is relieved from

work and all responsibility for performing work. Safety-sensitive functions include:

1. All time at an employer or shipper plant, terminal, facility, or other property, or on

any public property, waiting to be dispatched, unless the driver has been relieved

from duty by the employer;

2. All time inspecting equipment as required by the Federal Motor Carrier Safety

Regulations or otherwise inspecting, servicing, or conditioning any CMV vehicle at

any time;

3. All time spent at the driving controls of a CMV in operation;

4. All time, other than driving time, in or upon any CMV (except time spent resting in a

sleeper berth);

5. All time loading or unloading a CMV, supervising, or assisting in the loading or

unloading, attending a vehicle being loaded or unloaded, remaining in readiness to

operate the vehicle, or in giving or receiving receipts for shipments loaded or

unloaded;

6. All time repairing, obtaining assistance, or remaining in attendance upon a disabled

vehicle.

What conduct is prohibited (also known as Prohibited Conduct)?

 You may not use any illicit (illegal) drug* at any time.

 You may not possess any illicit drug* while assigned to or performing safety-

sensitive functions.

 You may not use any legal prescription ** which is a controlled substance (or

possess it while assigned to or performing safety-sensitive functions), unless you

are taking it in accordance with the instructions of a licensed medical provider, and

that medical provider has advised you that it will not adversely affect your ability to

safely operate a CMV.

 You may not use or possess alcohol while assigned to or performing safety-sensitive

functions. This includes anything that contains alcohol, such as mouthwash and

cough medication.

 You may not perform safety-sensitive functions within four (4) hours after using

alcohol.

 You may not report for duty or remain on duty if you are under the influence or

impaired by alcohol, or if you have a blood alcohol concentration of .02 or greater.

 You may not refuse to submit to any test for alcohol or controlled substances (refusal

includes adulterating or substituting a specimen).

* Note: Marijuana, whether recreational or medical, remains an illicit (illegal) drug under

federal law, regardless of whether it is legal under a state’s laws. The use of medical

marijuana is thus prohibited conduct for CDL-covered employees in all 50 states.

**Note: Medical marijuana is not obtained through a legal prescription; it is obtained

through a certificate and a physician’s recommendation. The use of medical marijuana is

thus prohibited conduct for CDL-covered employees.

What about prescription medicine and over-the-counter (OTC)

drugs?

These may affect your fitness for duty or ability to perform your duties safely. It is your

responsibility to know how the medications you take for health reasons affect your ability to

perform your job in a safe manner. You should always ask your medical provider how any

medications you are taking will affect your ability to operate a CMV safely.

You may use prescribed medications and OTC drugs and still perform your safety-sensitive

duties; however, you must meet the following standards:

 A prescription medication must be prescribed to you by a licensed medical

provider, such as your personal doctor.

o The medication must be used at the dosage prescribed or authorized.

o The prescription must be a legally valid prescription consistent with the

Controlled Substances Act.

o If it is determined that a prescription medication could cause impairment to

the safe performance of your duties, you must have your medical provider

complete the CDL Employee Prescription Medications form (Appendix B) and

give it to your supervisor or human resource office.

 An over-the-counter medication must not prevent you from safely performing

your job, and must be used at the dosage prescribed or authorized.

What substances will be tested for?

You will be tested for both drugs and alcohol.

Alcohol tests are conducted using only a breath or saliva specimen. The breath or saliva

specimen is analyzed for its blood alcohol level.

Drug tests are conducted using only urine specimens. The urine specimen is analyzed for

the following drugs and metabolites:

 Marijuana metabolites/THC

 Cocaine metabolites (including crack)

 Amphetamines (including methamphetamine and MDMA, also known as Ecstasy)

 Opioids (including codeine, heroin, morphine, oxycodone, oxymorphone,

hydrocodone and hydromorphone)

 Phencyclidine (PCP)

When will DOT tests be conducted?

Drug and alcohol tests will be conducted at the following times:

1) Pre-employment

Drug testing is required prior to the first time an individual performs safety-sensitive duties

for an employer. This applies both to applicants and to current employees who are

transferring into a CDL-covered position. No pre-employment alcohol testing is conducted.

If an employee has been unavailable for random testing for 30 calendar days or longer

(usually due to an extended absence), a pre-employment test is required before he/she can

be returned to safety-sensitive duties.

2) Random

The Federal Motor Carrier Safety Administration (FMCSA) annually determines what

minimum percentage of the CDL-covered workforce must be tested on a random basis

(currently, the annual percentage rates are 10% for alcohol and 25% for drugs).

The commonwealth’s testing vendor uses a computer program to randomly select 1/12 of

the required annual number of tests each month. Employees may be randomly selected for

both a drug and alcohol test, or just a drug test. So that employees cannot anticipate when

testing may happen, random testing may occur on any day of the month.

Employees randomly selected by the vendor for a test remain in the random test pool, so

the chance of being picked is the same each month.

3) Reasonable Suspicion

Reasonable suspicion drug and alcohol testing is required whenever a supervisor observes

that an employee may be unfit for duty. The supervisor will use his/her observations of the

employee’s current appearance, behavior, speech, and/or body odor in order to decide if a

reasonable suspicion test must be conducted.

4) Post-Accident

If an employee operating a CMV is involved in an on-duty motor vehicle accident, post-

accident testing is required in three specific circumstances:

 The accident involves a fatality (regardless of who the fatality is); or

 One of the vehicles involved in the accident must be towed from the scene AND

the CDL-covered driver receives a moving violation citation arising from the

accident; or

 An injury to one of the individuals involved in the accident requires treatment

away from the scene AND the CDL-covered driver receives a moving violation

citation arising from the accident.

The post-accident alcohol test must be done within 8 hours of the accident. You must

remain available for testing and refrain from consuming alcohol for the entire 8 hour post-

accident period or until you are tested, whichever comes first.

The post-accident drug test must be done within 32 hours of the accident. You must remain

available for testing for the entire 32 hour post-accident period or until you are tested,

whichever comes first.

Federal regulations are very clear about when a post-accident drug and alcohol test may be

conducted. Post-accident testing may not be conducted unless one of the three specific

circumstances described above exist, and the testing can only be conducted within the

above referenced time frames. A post-accident test cannot be conducted for any other

reason, including in anticipation that an injured person will die, or in anticipation that an

employee will receive a moving violation citation at a later time.

5) Return-to-Duty

Return-to-duty tests are only conducted after an employee has tested positive (which

includes refusals to test and engaging in prohibited conduct), or has self-disclosed alcohol

abuse or drug use. Return-to-duty tests are not conducted until the employee has been

cleared by the State Employee Assistance Program (SEAP).

The employee will be tested for both drugs and alcohol. Urine specimen collections for

return-to-duty drug tests are observed collections; a same gender employee of the

collection site will conduct the observation.

6) Follow-up

Follow-up tests are only conducted after an employee has tested positive (which includes

refusals to test and engaging in prohibited conduct).

Once the employee returns to safety-sensitive duties, s/he will be subject to a minimum of

6 follow-up alcohol and/or drug tests within the first 12 months, and the follow-up testing

may continue for up to 5 years. The number, type and frequency of the follow-up tests are

at the discretion of the Substance Abuse Professional (SAP) who evaluated the employee

after the initial positive test. The employee is not permitted to know the contents of the

follow-up testing schedule. Urine specimen collections for follow-up drug tests are observed

collections; a same gender employee of the collection site will conduct the observation.

Follow-up testing is in addition to all other DOT testing to which the employee is still

subject.

How is a urine drug test administered?

The drug testing process consists of 3 components:

 the urine collection

 testing the urine at the laboratory

 review of the laboratory results by a Medical Review Officer (MRO)

1) The urine collection

Your agency will notify you of a required drug test, and provide you with a “Commonwealth

of Pennsylvania Drug & Alcohol Testing Program Federal Cover Sheet” (completed by the

supervisor or human resource office), and a Federal Drug Testing Chain of Custody and

Control form (CCF), both of which you will take to the collection site. During the collection

process, the collector will:

 Verify your identity using a current valid photo ID, such as your CDL driver’s license.

 Ask you to remove unnecessary garments (for example, your coat) and to empty

your pockets. You will be allowed to keep your wallet.

 Instruct you to wash and dry your hands.

 Select (or have you select) a sealed collection kit and open it in your presence.

 Request that you provide a urine specimen (a minimum of 45 mL) by urinating into

the provided collection container. You will be afforded privacy for urination, unless

your collection must be observed. You will have an observed collection in the

following circumstances:

o The reason for your test is return-to-duty or follow-up.

o The collector has reason to believe that you may attempt to adulterate or

substitute the specimen.

o The MRO has directed that you have an observed collection.

An observed collection means that a same gender observer will have you raise and

lower your clothing so that s/he can observe you front and back, and s/he will then

watch you urinate into the collection container.

 Require you to remain in the testing area for up to 3 hours, if you were unable to

provide 45 mL of urine on the first attempt (this is called “shy bladder”):

o The collector will offer you up to 40 ounces of fluid over the 3 hours and urge

you to drink.

o The collector will ask you to provide a new urine specimen into a new

collection container (the urine from your earlier collection(s) will be

discarded).

If you do not provide a sufficient urine specimen within the 3 hours the collection

process will be stopped (this is called shy bladder). You must be evaluated by a

medical professional selected by the MRO within 5 days to determine if there is an

acceptable medical reason for your failure to provide a sufficient urine specimen, and

provide that documentation to the MRO. If the MRO determines that there is no

legitimate medical or pre-existing psychological reason for your failure to provide a

sufficient urine specimen, this is considered a refusal to test.

 Check the color and temperature of the urine specimen.

 In your presence, pour the urine into 2 separate bottles (called Bottle A and Bottle

B), seal them with tamper-evident tape, and ask you to sign the seals after they are

placed on the bottles. You should keep the urine specimen in full view at all times

until the bottles are sealed and you have signed the labels, to ensure that the bottles

are not mislabeled and your urine specimen has not been tampered with.

 Ask you to provide your name (printed and signature), date of birth, and daytime

and evening phone numbers on the MRO copy (copy #2) of the CCF.

 Complete the necessary documentation on the Test Facility copy (copy #1) of the

CCF.

 Give you the Employee Copy (copy #5) of the CCF.

 After you leave the collection facility, package and ship both sealed bottles of urine

and the completed CCF to the laboratory.

 When you return to work, you are to show the Employee Copy of the CCF to your

supervisor to verify that you completed the drug testing process.

Note: Once the collection process has started, if you leave the collection facility

before it is completed it will be considered a refusal to test.

2) Testing at the laboratory

After your specimen is received at the laboratory, the laboratory staff will:

 Examine the bottles for flaws (for example, no urine in the bottles due to leakage, or

broken seals). Flawed specimens will be rejected for testing.

 Open Bottle A and conduct a screening test (which includes specimen validity

testing):

o If the screening test is negative, the specimen will be reported as negative to

the MRO.

o If the screening test determines that the specimen is adulterated or

substituted, the specimen will be reported as adulterated or substituted to the

MRO.

o If the screening test is positive, the specimen will be analyzed again using a

completely different testing methodology, called a confirmation test.

 Conduct a confirmation test for the substance(s) for which the specimen tested

positive on the screening test:

o If the confirmation test is negative, the specimen will be reported as negative

to the MRO.

o If the confirmation test is positive, the specimen will be reported as positive

to the MRO.

 If the lab result on Bottle A is positive, adulterated or substituted, the lab will store

Bottle A and Bottle B for at least 12 months.

3) Review of the laboratory result by a Medical Review Officer (MRO)

The MRO is a licensed physician who works for the drug/alcohol testing vendor. The MRO

has knowledge and clinical expertise in substance abuse disorders and must meet specific

federal requirements. The MRO is an independent impartial gatekeeper to the accuracy and

integrity of the CDL drug testing program. As a safeguard to quality and accuracy, the MRO

reviews each laboratory test result and will rule out legitimate medical explanations before

verifying any non-negative laboratory result. After receiving the laboratory report, the MRO

will:

 Review the paperwork for accuracy.

 If the laboratory result was negative, report a negative result to the commonwealth.

 If the laboratory result was positive, conduct an interview with you to determine if

there is a legitimate medical reason for the laboratory result:

o If there is a legitimate medical reason, for example, you were taking a

prescription medication that caused the laboratory result; the MRO will report

a negative result to the commonwealth. You must provide acceptable

medical documentation to the MRO to establish a legitimate medical reason.

o If the MRO determines that a prescription medication you are taking may

impair your ability to operate a CMV safely, you will have 5 business days to

have your physician contact the MRO to discuss your medication and

potentially alleviate the MRO’s concerns.

o If your physician does not contact the MRO, or does not alleviate the MRO’s

concerns, the MRO will report a negative with a safety concern result to

the commonwealth.

If you do not already have a current CDL Employee Prescription Medication

form (Appendix B) on file with the Office of Administration’s Bureau of

Workforce Support (OA/BWS), you will be removed from safety-sensitive

duties until you obtain a properly completed form from your medical provider

which establishes that you can operate a CMV safely while taking that

prescription medication(s), or that you are no longer taking that prescription

medication(s).

o If there is no legitimate medical reason, the MRO will report a positive result

to the commonwealth.

 If the laboratory result is adulterated or substituted, conduct an interview with you

to determine if there is a legitimate medical reason for the laboratory result:

o Adulteration includes adding substances to the urine specimen.

o Substitution includes submitting a specimen that is not your urine, such as

another liquid or another individual’s urine.

o If there is a legitimate medical reason, the MRO will report a cancelled result

to the commonwealth. You must provide acceptable medical documentation to

the MRO to establish a legitimate medical reason.

o If there is no legitimate medical reason, the MRO will report a refusal to test

result to the commonwealth.

 If the laboratory result is non-negative (positive, adulterated or substituted), and

you refuse to discuss the results with the MRO (including not returning phone calls to

the MRO), the MRO will report that non-negative result to the commonwealth.

 Inform you that you have 72 hours from the time of the verified non-negative result

to request that the MRO have your Bottle B (the split specimen) sent to another

(different) laboratory for analysis for the same substance or condition that was found

in Bottle A.

o You must make the request to have your split specimen tested personally to

the MRO. Neither your agency nor your union representative may make that

request for you.

o The commonwealth will pay for the cost of having your split specimen tested.

How is an alcohol test administered?

Your agency will notify you of a required alcohol test, and provide you with a

“Commonwealth of Pennsylvania Drug & Alcohol Testing Program Federal Cover Sheet”

(completed by the supervisor or human resource office) which you will take to the collection

site. The collection site will use its own “U.S. Department of Transportation (DOT) Alcohol

Testing Form.”

A breath alcohol test has 2 parts: screening and confirmation.

1) Screening test. The Screening Test Technician or Breath Alcohol Technician (BAT) will:

 Verify your identity using a current valid photo ID, such as your CDL driver’s license.

 Complete Step 1 on the Breath Alcohol Testing Form.

 Ask you to sign Step 2 on the form. Refusal to sign this certification is a refusal to

test.

 Conduct the screening test using either saliva or an evidential breath testing (EBT)

device.

If after several attempts you are unable to produce a sufficient amount of breath the

testing will be stopped (this is called “shy lung”). You will be required to obtain a

medical evaluation within 5 days to determine if there is an acceptable medical

explanation for your failure to provide a sufficient amount of breath and provide that

documentation to your agency, who will forward it to OA/BWS. If it is determined by

OA/BWS that there is no legitimate medical explanation for your failure to provide a

sufficient amount of breath, this is considered a refusal to test.

 Show you the screening test result and record that result on the testing form.

 If the result is a breath alcohol concentration of less than 0.02, the result is

negative.

o The technician will date the form and sign the certification in Step 3 and

provide you with a copy.

o When you return to work you are to show your copy of the alcohol test result

to your supervisor to verify that you completed the alcohol testing process.

 If the result of the screening test is an alcohol concentration of 0.02 or greater, you

will be required to take a confirmation test.

2) Confirmation test. The confirmation test will be administered by a BAT using an EBT

device.

 You will be required to wait at least 15 minutes, but not more than 30 minutes

before the confirmation test is conducted.

 Leaving the test area without authorization or without completing the confirmation

test is a refusal to test.

 You will be instructed not to eat, drink, smoke, belch, or put anything into your

mouth during the waiting period. The confirmation test will be conducted at the end

of the waiting period, even if you haven’t followed these instructions.

 The BAT will:

o Perform an “air blank” on the EBT device to ensure that there is no residual

alcohol in the EBT or in the air around it.

o Conduct the confirmation test, using a new mouthpiece.

o Show you the confirmation test result and record that on the testing form.

 The confirmation test result is the “test of record” and is the final result. The

technician will date the form and sign the certification in Step 3 and provide you with

a copy.

 If the result is a breath alcohol concentration of less than 0.02, the result is

negative. When you return to work you are to show your copy of the alcohol test

result to your supervisor to verify that you completed the alcohol testing process.

 If the result is .02 or higher, the technician will contact your workplace. You will not

be permitted to drive away from the testing facility or to return to work.

o If the result is between .02 and .039, you must be removed from safety-sensitive

duties for a minimum of 24 hours. Although this is not a positive test you may

also be subject to disciplinary action.

o If the result is .04 or higher, the result is positive.

What is a Refusal to Test?

Federal regulations prohibit you from refusing a test. The following are some examples of

conduct that the regulations define as refusing a test:

 Failing to appear for any test after you were directed to do so by your agency.

 Failing to remain at the testing site until the testing process is completed.

 Failing to provide a urine or breath sample.

 Failing to permit the observation or monitoring of your providing a urine specimen.

 Failing to provide a sufficient urine or breath sample (determination made after the

required medical evaluation).

 Failing to obtain a medical evaluation as part of a “shy bladder” or “shy lung”

process.

 Failing to take a second test when directed to do so.

 Failing to cooperate with any part of the testing process, including but not limited to

refusing to empty your pockets, behaving in a confrontational manner with the

collector, and failing to wash your hands when directed to do so.

 Failing to sign Step 2 of the Alcohol Test Form.

 Failing to follow the observer’s instructions during a directly observed urine

collection.

 Providing a urine specimen that is verified as adulterated or substituted, or admitting

to the collector or MRO that you adulterated or substituted a specimen.

 Possessing or wearing a prosthetic or other device that could be used to interfere

with the collection process.

What are the consequences of a Refusal to Test?

A refusal to test has the same consequences as those for a positive test.

What are the consequences of engaging in Prohibited Conduct?

Engaging in prohibited conduct has the same consequences as those for a positive test.

What are the consequences of a Positive Test?

You will be immediately removed from safety-sensitive duties, and you will not be permitted

to return to safety-sensitive duties for any employer until you have completed the

Substance Abuse Professional (SAP) process.

That process includes:

 An evaluation by a SAP.

 Successful participation in the education and/or treatment recommended by the SAP.

 Re-evaluation by the SAP to determine your readiness for return to safety-sensitive

duties.

 Testing negative on both a return-to-duty drug and alcohol test.

You may also be subject to termination from your employment with the commonwealth. If

you are terminated you must complete the SAP process at your own cost.

If you are not terminated from commonwealth employment you will be offered the

opportunity to complete the SAP process through SEAP. You may also be subject to

disciplinary action by your agency. After completing the SAP process you will also be

subject to follow-up testing.

What is a Self-Disclosure?

Self-disclosure occurs if you tell your supervisor, manager or human resources office that

you are abusing alcohol, misusing prescription medication, or using an illegal drug. An

employee who self-discloses is not subject to the SAP process provided that both of the

following requirements are met:

 You have not self-disclosed after being notified of a required drug and/or alcohol

test.

 You make the self-disclosure prior to performing any safety-sensitive duties during

that work shift (this usually will mean before reporting for duty).

If the self-disclosure does not meet these requirements, you will be subject to the SAP

process (in other words, it will be treated just as if you had a positive test result).

If the self-disclosure meets the above requirements, you will be required to complete a Self-

Disclosure referral through SEAP. The following will occur:

 You will be immediately removed from safety-sensitive duties.

 You will be required to contact SEAP, be evaluated by a drug and alcohol expert, and

successfully complete the evaluator’s recommended course of treatment.

 You will be required to pass both a return-to-duty drug and alcohol test before being

placed back on safety-sensitive duties.

The agency may not take adverse action (discipline) against you if you make a qualified

self-disclosure, solely on the basis of that self-disclosure. An employee who makes a

qualified self-disclosure is also not subject to follow-up testing upon return to safety-

sensitive duties.

Effects of Drugs and Alcohol

Alcohol and drug use poses a major safety hazard in the commercial transportation

industry. Almost 46% of all accidents involving large trucks can be attributed to either

drugs or alcohol. Most significantly, the use or misuse of prescription drugs is the number

one causation factor when the driver, as opposed to vehicle or environmental factors, was

responsible for the accident. The Large Truck Crash Causation Study conducted by the

Federal Motor Carrier Association and the National Highway Traffic Safety Administration

released results which showed that for truck crashes where the driver was responsible for

the accident:

 26.3% were related to prescription drug usage

 17.3% were related to over the counter drug use

 2.3% were related to illegal drug use

 0.8% was related to alcohol use.

Education is important to increase your awareness about the harmful effects of addictive

substances in the work place. Appendix “A” lists common addictive substances, their short-

term effects, potential consequences and effects on driving. Please become familiar with its

contents.

Understanding the warning signs is the key to increasing your personal safety as well as

your co-workers’. Symptoms of drug and/or alcohol dependency include but are not limited

to:

 Failing to cut down or quit despite repeated tries.

 Increased tolerance levels.

 Blackouts.

 Sneaking, using alone or hiding the use of drugs/alcohol.

 Developing a growing need for drugs/alcohol.

 Finding excuses for drug/alcohol use.

 Avoiding family and friends who may express concerns about use of drugs/alcohol.

 Developing financial, legal, medical, family, and/or work problems.

 Inability to enjoy events or social gatherings without using drugs/alcohol.

 Loss of other interests and an increased preoccupation with using drugs/alcohol.

 Engaging in actions while under the influence that cause regret or shame later.

 Neglecting important responsibilities in order to use drugs/alcohol.

 Being willing to do almost anything to get the drugs/alcohol.

 Inability to discuss/being in denial about the seriousness of the addiction problem.

 Poor diet and neglecting hygiene.

 Engaging in risky behavior such as unsafe sex or driving while under the influence.

When you report to work, you have an obligation to be fit for duty and not under the

influence of any substance which makes you incapable of safely operating a motor vehicle.

If you feel that you are unfit for duty, you must immediately report this to your supervisor.

This would apply to something as simple as feeling the effects of an over the counter cold

medicine to a more serious substance abuse problem. Remember to review the section on

self-disclosure and follow the steps outlined if you are sharing your problem.

Sometimes a coworker may appear to be under the influence of drugs or alcohol and you

may be unsure about how to handle it. It is not recommended that you confront someone

while he or she is under the influence because he or she may be unwilling or unable to listen

to you. If you suspect that a coworker is unfit for duty, you have an obligation to report it

to your supervisor. This may be uncomfortable for you but you must ask yourself this

question: does your coworker function in a capacity where he or she can pose a threat to

his or her safety or the safety of others? If the answer is yes, then you must take action.

Your actions could save your coworker’s or someone else’s life.

Help for a drug or alcohol problem is available for all commonwealth employees and their

families by calling SEAP, which provides free consultation, information, evaluation and

referral services. Working with SEAP, you have access to a large network of providers in

convenient locations across the commonwealth, and these providers will help you develop a

plan to overcome and resolve the problem. SEAP is available 24 hours a day, 7 days a

week at 800.692.7459, and the hotline is always answered by master’s level counselors.

Additional benefits may also be available through your medical benefits plan; for

information call the phone number listed on the back of your medical benefits card.

The commonwealth encourages you to seek help if you have a drug or alcohol problem.

Commonwealth employees provide necessary services to the citizens of Pennsylvania. You

have an important part in providing those services.

Consequences of Addictive Substances

Addictive

Substance

Short-term Effects Potential Consequences Effects on Driving

Alcohol

 Loss of inhibition

 Sedation

 Euphoric high followed by

stupor

 Accidental death (e.g.

reckless driving)

 Impotence

 Depression

 Heart Disease

 Premature aging

 Liver damage

 Physical dependence

 Withdrawal seizures

 Memory loss

 Hallucinations

 Nutritional deficiencies

 Sleeping problems

 Digestive problems

 Birth defects (alcohol

consumption during pregnancy)

 Impaired reaction time

 Impaired motor coordination

 Reduced concentration

 Tendency to take unnecessary

risks

 Overreaction

Opioids (including

codeine, heroin,

morphine,

oxycodone,

oxymorphone,

hydrocodone,

hydromorphone)

 Brief euphoric high followed

by stupor

 Vacillating between

alertness & drowsiness

 Slowed breathing rate

 Heavy feeling in arms &

legs

 Nausea and/or vomiting

 Severe itching

 Loss of appetite

 Restlessness

 Rapid physical dependence

(addiction)

 HIV infection/Hepatitis B (from

sharing needles)

 Bacterial infection (from dirty

needles)

 Abscesses

 Arthritis

 Heart, lung, liver, kidney and/or

brain damage

 Spontaneous abortion (if

pregnant)

 Withdrawal symptoms: chills,

nausea/diarrhea, muscle aches,

runny nose/eyes, sweating,

insomnia

 Coma

 Death (from depression of

cardiovascular and respiratory

systems)

 Impaired reaction time

 Impaired motor coordination

 Reduced concentration

 Tendency to take unnecessary

risks

 Overreaction

 False sense of security

 Visual distortion

Appendix A

Consequences of Addictive Substances

Addictive

Substance

Short-term Effects Potential Consequences Effects on Driving

Stimulants

(including

amphetamines,

methamphetamine,

Ecstasy, cocaine,

crack)

 Euphoria

 Dilated pupils

 Increases in blood pressure,

heart rate, respiration rate

and body temperature

 Intensifies feelings of anger

restlessness, paranoia and fear

 Short attention span

 Irritability

 Loss of appetite

 Sleeplessness

 Loss of sense of reality

 Hallucinations

 Anxiety & depression

 Loss of consciousness

 Seizure

 Heart attacks

 Death (from depression of

nervous system function)

 Lapses in attention &

concentration

 Aggressive behavior

 Over-stimulated reflexes

 Impaired motor coordination

 False sense of alertness and

security

 Distorted vision

Marijuana/THC

 Memory impairment

 Rapid heartbeat

 Increased blood pressure

 Impaired concentration,

reflexes, motor skills,

judgment and perception

 Accelerated and fragmented

thought processes

 Physical dependence

 Depression

 Lung problems

 Impaired motor skills

 Chronic fatigue

 Lack of motivation

 Impairment of short term

memory

 Can create or aggravate

dysfunctions related to thinking,

learning and recall

 Impaired reaction time

 Impaired concentration

 Impaired ability to track

vehicles and objects

 Distorted time and distance

sense

 Lack of control of vehicle

velocity and positioning

 Distorted visual and depth

perception.

Consequences of Addictive Substances

Addictive

Substance

Short-term Effects Potential Consequences Effects on Driving

Phencyclidine

(PCP)

 Increase in blood pressure,

respiration and pulse rate

 Sweating

 Dizziness

 Flushing of the face

 Loss of coordination

 Paranoia, fearfulness and

anxiety (schizophrenia-like

symptoms)

 Dulled sense of touch

 Dulled sense of pain

 Impairment of time perception

 Auditory and visual

hallucinations

 Speeding up or slowing down of

body functions (reactions vary)

 Change in perception of own body

or other forms

 Changes in speech, muscle

coordination and vision

 Slowing of body movements

 Repeated convulsions

 Coma

 Heart and lung failure

 Ruptured blood vessels in the

brain

 Death

 A feeling of owning the road,

sense of invulnerability and

power

 Aggressive behavior

 Visual distortion

 Impaired coordination and

dulled senses

Sedatives

(sleeping pills,

anti-anxiety

drugs, central

nervous system

depressants,

allergy

medications)

 Sedation

 Memory impairment

 Poor coordination

 Slowed breathing rate

 Physical dependence

 Seizures

 Birth defects (pregnancy)

 Death

 Drowsiness

 Slowed reactions

 Diminished concentration and

coordination

 Tunnel vision

 Impairment in the ability to

follow, steer and stay in

correct lane

Appendix B

CDL Employee Prescription Medications Form

This information is required to comply with The Omnibus Transportation Employee Testing Act of 1991.

Instructions:

 Employee completes Section 1 prior to giving form to treating physician.

 Treating physician completes Section 2, signs and dates, and returns completed form to employee.

 Employee submits completed form to supervisor, who immediately sends it to agency human

resource office. Employee may also submit completed form directly to agency human resource office.

Section 1: Employee Information:

Employee Name Employee

Number

Name of Treating Physician Today’s Date

Section 2: Medication Information

The above-named patient currently is taking the following prescription medication(s) which

will/will not impair his/her ability to operate Commercial Drivers License motorized

vehicles/equipment.

Dates

employee will

be taking

medication

Name of Medications

Dosage Will medication

impair patient’s

ability to operate

motorized vehicles

or equipment?

(yes/no)

If yes, how will it

impair the patient?

(e.g., dizziness,

fatigue, sleepiness,

nausea, etc.)

From To

Physician Comments:

Physician signature ______________________________________ Date _______________________

Physician address _____________________________________ Telephone __________________

This page deliberately left blank

Appendix C

Employee Education/Training Acknowledgment

I have been provided information/employee training on the U.S. Department of Transportation,

Federal Motor Carrier Safety Administration’s alcohol and drug testing requirements for all

Commercial Licensed Drivers.

Agency: ________________________________________________________________

Name

(Print):_________________________________________________________________

Employee Number: ________________________________________________________

Signature: _____________________________________________________________

Date: _____________________________________________________________

This form is to be permanently filed in the employee’s Official Personnel File or other

designated location consistent with agency policy.