The Department of Transportation’s Federal Motor Carrier Safety Administration (FMCSA) announced a final rule streamlining the process and reducing the cost to upgrade from a Class B to Class A Commercial Driver’s License (CDL). By adopting a new curriculum, this rule is predicted to save eligible driver trainees and motor carriers $18 million annually.
Elaine L. Choa, Transportation Secretary, said: “Today’s action demonstrates the Department’s commitment to reducing regulatory burdens and addressing our nation’s shortage of commercial drivers.”
The amendment to Entry-Level Driver Training (ELDT) regulations will require the same level of theory training for individuals obtaining a CDL for the first time. FMCSA recognizes that Class B CDL holders have prior training or experience; they should not be required to receive the same level of theory training as individuals who have never held a CDL.
Click here to see the final rule. Contact our office today if you have any questions! 1(800) 452-0030 ext. 0!
Would oral fluid testing work in your workplace? For 30 years, the most widely used testing method has been urine drug testing. Why should you look at oral testing instead? Oral fluid testing detects recent drug use and may also identify current usage that may not be captured by urine testing. While oral Fluid has a shorter detection window depending on the drug/metabolite and usage pattern, recent research has shown that oral screening has a higher positivity rate for almost all drugs.
What are some advantages of oral fluid testing? The industry sees oral fluid drug testing as a reliable testing method. The collection process is always directly observed, which helps reduce the opportunity for a donor to adulterate or tamper with their specimen. Both the urine and oral fluid testing can include specimen validity testing, which tells the laboratory if the sample is “human saliva” or “human urine.” The turnaround time is often quicker; most normal negative oral fluid tests will result back to the client the same day that the lab receives them.
Currently, oral fluid drug testing can only be used by Non-DOT workplaces. However, it is being reviewed as a potentially viable alternative to urine for employees regulated by the Department of Transportation. If you are interested in looking into oral fluid testing, give our office a call! 1.800.452.0030
When a drug screen comes back positive for methamphetamines, and you think it could be due to a “Vicks Inhaler,” it is essential to request a D & L isomers test. Methamphetamines have two isomers, D Methamphetamine, and L Methamphetamine. D Methamphetamine is a scheduled two controlled substance commonly known as “meth” or “speed.” Desoxyn, a prescription drug also contains D Methamphetamine.
The L methamphetamine is not a controlled substance. It is found in an over the counter medicine called a “Vicks Inhaler” or in the prescription drug, Selegiline. L Methamphetamine can be produced in the illegal production of street Methamphetamine. When a D & L Isomers test is completed, the medical review office will review the results. Urine containing 20% or more D Methamphetamine is consistent with exposure to the schedule 2 substance. If the sample contains less than 20% D Methamphetamine, then the positive could have been caused by the “Vicks Inhaler.”
Make sure you always have a medical review officer to review your results. Contact our office today if you have questions or would like to talk to us about MRO services! 1.800.452.0030
The Federal Motor Carrier Safety Administration (FMCSA) is establishing the Commercial Driver’s License (CDL) Drug and Alcohol Clearinghouse. The Clearinghouse will hold information on violations of the Department of Transportation (DOT) controlled substance and alcohol testing program for CDL holders. The purpose of this database is to prevent CDL holders with violations from moving from job to job and avoiding the repercussions of violations. The Clearinghouse closes current gaps, allowing prospective employers to obtain information on violations.
When will the Clearinghouse be available?
In the fall of 2019, you can begin registering for the Clearinghouse by establishing an account. The Clearinghouse will not become fully operational until January 6, 2020. Once operational, employers will be required to query both the Clearinghouse and request the drug and alcohol testing history from previous employers. When seeking violations, you must search three years of history. On January 6, 2023, the clearinghouse will replace the need for the previous employer requests. The information available in the Clearinghouse will be accessible for a minimum of five years. Each employer will be required to query the database as part of the pre-hire process, and again annually.
According to the Federal Motor Carrier Safety Administration, Employers, Medical Review Officers (MRO), and Substance Abuse Professionals will be required to report to the database. The reports will include any verified positive, adulterated, or substituted tests; any refusals to test; positive breath alcohol tests above 0.04; DUI citation and conviction records; actual knowledge of abusive substance use; and all return to duty and follow up results.
If you have any questions on the Clearinghouse, contact us at 1.800.452.0030!
Why is investigative reporting a ‘must’ for all corporations? Negligent hiring lawsuits are on the rise. If an employee’s actions hurt someone, the employer may be liable! In today’s world, crime, fraud, and drug abuse rates continue to rise and there is no such thing as being ‘too’ careful as it relates to your hiring and human resource practices. NTA, Inc. has a full system of technology that works strategically to obtain the most current, detailed, and accurate information available. We offer a combined service that provides our clients with complete reports in record time. We proudly guarantee that our information is current and updated with the state’s system daily. While most state reporting agencies provide a 7-14 day turnaround time on their reports, we provide our Motor Vehicle Reports within an average of 24 hours or less. Being an all-inclusive Third Party Administrator, we consistently offer products and solutions that are extremely affordable, priced much lower than the competition. Our highly-trained, dedicated staff is available to help you choose which reports will suit your needs. Hire smart and stay vigilant with our full line of investigative reports including:
- State and National Criminal Background Checks
- Motor Vehicle Reports
- National & International Education Verification
- Employment Verification
- Credit Checks
- Workers Compensation Reports
- Social Security Traces
- Eviction Reports
For more information, contact us today at 1.800.452.0030!
Have you ever run a background check on an applicant, or a current employee for hiring, promoting or transferring purposes? Have you ever gotten back negative information on a background check? What did you do? Many employers see these questions as straightforward you may even think “wouldn’t you deny the applicant and move on?” If you do, you could be at risk for a lawsuit.
The Fair Credit Reporting Act (FCRA) requires that when an employer decides not to hire an applicant based on the information contained in a background check, they must provide a written notice to the applicant before taking the adverse action. This notice is known as a pre-adverse action notice. Pre-adverse action notices should notify the applicant that you may take adverse action as well as provide them a copy of the consumer report and, a summary of their rights under the fair credit reporting act.
The purpose of the notice is to allow the applicant to review the information contained in the report. If the report is inaccurate or incomplete, the applicant should contact the consumer reporting agency that provided the background report. The employer should allow a reasonable length of time after the notice is sent before making a final decision; 5-10 business days is our recommendation. If your final decision is to deny employment, then you must follow up with the adverse action notice.
If you have any questions on background checks, or investigative reports call 1.800.452.0030 ext. 0!