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State agengyr , - An agency of any of the several states, the District of Columbia, and the <br />Commonwealth of Puerto Rico that participates under the pipeline safety laws (49 U.S.C. 60101 et <br />seq.) <br />nd-lgn - The practice of temporarily removing an employee from the performance of safety - <br />sensitive functions based only on a report from a laboratory to the MRO of a confirmed positive test <br />for a drug or drug metabolite, an adulterated test, or a substituted test, before the MRO has <br />completed verification of the test result. <br />SublMace Abuse Profbs,slonal SAP - A person who evaluates employees who have violated a <br />DOT drug and alcohol regulation and makes recommendations concerning education, treatment, <br />follow-up testing, and aftercare. <br />Substltu ed s clm n -A specimen with creatinine and specific gravity values that are so <br />diminished or so divergent that they are not consistent with normal human urine. <br />r ed test. - A drug test result or validity testing result from an HHS-certified laboratory that has <br />undergone review and final determination by the MRO. <br />M 61 <br />1. Company Policy <br />Policy Statement. Lhe <br />to these high standards. The <br />DOT Compliance . The Company is aware that it is ultimately responsible for meeting the <br />requirements of Parts 40 and 199. The DOT authorizes transportation employers to use a service <br />agent(s) to perform tasks necessary to comply with the Plan. The Company understands that, under <br />the DOT regulations, it is responsible for the actions of its service agents. The Company is <br />responsible for developing and implementing a successful and comprehensive DOT workplace drug <br />and alcohol program. Components of the Company's program include clear policies, provisions for <br />education and training, drug and alcohol testing, and when needed, referral for evaluation, education, <br />and treatment. The Company shall ensure that all covered employees are aware of the provisions <br />and coverage of the Plan. <br />2. Responsibilities of Key Personnel <br />The Company will convey to responsible individuals — the Designated Employer Representative(s) <br />and affected supervisors - that, to the best of their ability, the privacy and confidentiality of any <br />covered employee subject to the Plan must be maintained at all times. <br />Designated Employer Representative (DER) . Appendix B contains the name, address, and phone <br />number of the DER(s). The DER is: <br />a. the key employee for the Company's drug and alcohol program functions, and has the <br />knowledge and authority to make decisions about the testing process and answer <br />questions about it. <br />b. not a service agent. <br />C. one or more employees of the Company assigned to ensure adequate coverage on all <br />shifts and at all locations. <br />d. responsible for the preparation of the Plan, as well as providing oversight and evaluation <br />on the Plan. <br />e. responsible to review all adverse personnel action or discipline applied under the Plan for <br />consistency and conformance to human resources policies and procedures. <br />f. responsible for scheduling random, retum-to-duty and follow-up testing, as applicable, <br />and is authorized to receive and m6intain, in a secure file system, all drug and alcohol <br />testing results. <br />J. RANCK ELECTRIC, INC. <br />PHSA DRUG/ALCOHOL PLAN <br />NATIONAL COMPLIANCE. MANAGEMENT SERVICE, INC, (NCMS) -2010 12 <br />