2. Commercial Drivers’ License (CDL) Training/Information

3. CDL Drug and Alcohol Testing
Required for employees whose jobs or positions require them to possess a CDL and preform safety-sensitive duties

4. HR Director Responsibility
Procedures for
Positive Results
Self-Disclosure
Ensure integrity
Requirements
Annual review of vehicle records in conjunction with self-report of violations
CDL References
Job descriptions
Vacancy announcements
Literature
Orientation information
Other
Assign CDL Coordinator
Background Checks
Strict Confidentiality
Assign the role of CDL coordinator to a confidential management level employee, preferably assigned to HR
Ensure that all job descriptions for CDL Covered employees contain reference for CDL requirements
Ensure applicable vacancy announcements and literature contain information regarding CDL drug/alcohol policy testing and CDL licensing provisions
Ensure all required background checks for applicants for CDL positions are completed
Orientation information for CDL employees reflects the policies, procedures, testing requirements, and consequences mandated by this program
Obtain the motor vehicle record for each CDL employee annually and review is in conjunction with the employee’s annual self-report of motor vehicle violations and ordinances
Establish procedures to ensure that testing occurs as required, including escorting, when applicable
Ensure procedures are established to ensure the integrity of the testing process
Establish procedures for employees who test positive for drugs and/or alcohol and for employees who make a self-disclosure
Ensure strict confidentiality procedures are established and followed for notification of testing and testing results
(See Management Directive for detailed listing of responsibilities)

5. CDL Coordinator Responsibility
Ensure Employees:
- Receive CDL material and sign documentation
- Complete annual recertification of violations
Ensure Supervisors:
- Federally required CDL training
- Notify selection of their employee
- Testing Results
- Ensure testing has been completed
- Review CDL covered employees report
- Ensure managers are aware of CDL policies and procedures
-SEAP Coordination with self-disclosure and positive test results
Ensure all jobs are appropriately coded
Employees appointed, promoted, or transferred into CDL-covered positions are provided CDL educational materials prior to performing safety sensitive duties and sign documentation attesting to the receipt of materials (place in personnel folder
Ensure that all individuals that supervise CDL employees receive the federally required CDL supervisory training ASAP after assuming the supervisory position
Confidentially notify CDL Supervisors of the selection of their employee(s) for random testing or return-to-duty/follow-up testing requirements
Ensure all required testing has been completed
Confidentially notify CDL Supervisors of testing results
Periodically review the CDL covered employees report
Ensure that all appropriate managers are aware of CDL drug/alcohol policies and procedures
Coordinate with the SEAP coordinator in situations involving self-disclosure and positive test results
Ensure CDL covered employees complete the required annual recertification of violations of motor vehicles laws and ordinances

6. CDL Supervisor Responsibility
Obtain negative test results before permitting CDL duties
Attend CDL supervisory training, as needed
Notify Employees of their selection for testing without advance notice
Reasonable suspicion or post-accident testing
Escorting arrangements, when needed
Ensure that appropriate negative test results have been received before permitting a CDL employee to perform safety-sensitive duties
Attend CDL supervisory training at their first opportunity and complete any subsequent training that may, from time to time, be deemed necessary by the agency or OA/HRM
Confidentially notify employees of their selection for random testing or requirement for follow-up testing, without providing any advance notice
Determine the need for reasonable suspicion or post-accident testing and ensure that such testing occurs immediately
Make appropriate arrangements for escorting those CDL employees who must be transported to a collection site to be tested because of the type of test or because of previous diluted test results

7. Agency Head (Central Office)
HR Directors
Supervisors
Ensures all aspects of CDL program are adhered to
Testing
Training
Submits reimbursement to the OA
Ensures that all aspects of the CDL program are adhered to by directors and supervisors
Submits reimbursement to the OA for testing and training

8. Types of testing Pre-Employment Random Post-Accident
New Hires, Promotion
Out of pool for 30+ days
Pre-Employment
Vendor controlled process; computerized selection
Must be sent within 72 hours
Random
Fatality or Employee citied for moving violation
Alcohol test within 8 hours; Drug test within 32 hours
Post-Accident
Use visual observation checklist and questions
Transport employee to and from test
Reasonable Suspicion
Prior to returning after positive test or self-disclosure
Tested for drug and alcohol
Return-to-duty
Done after positive test passes return-to-duty
At least 6 tests in first 12 months
Follow-up

9. Key Points of CDL management directive
All employees covered by the CDL regulations will receive educational material which explains the requirements, policies, and procedures of the drug and alcohol testing program & sign a certificate indicating such.
All CDL-covered employees are required to ask their physician if their prescription medications could adversely affect their ability to safely operate a CMV.
Testing is to be conducted on duty time and employees will be in compensable status

10. Key Points of CDL management directive
Agencies must annually obtain motor vehicle records of each driver it employs and a certification from each employees listing any motor vehicle violations, except parking violations OR certify no such violation occurred
Employees are not permitted to operate a CMV unless the position description includes those duties
Conditional offer of employment, pending negative results and ensure no work is preformed before results are received
Absence for 30 calendar days (including summer break) must be re-tested for pre-employment
If employee refuses to be tested, this is equivalent to a positive test

11. Questions? Amber Heintzelman, PASSHE-wide CDL Coordinator/
Donna Hoskins-Helm, OA ;
Jessica Byerly, OA ;