Pre-Employment (Post-Offer) Testing

Post Accident Testing

Random Testing

Reasonable Suspicion Testing

Return-to-Duty Test after Self-Identification

 

 

 Pre-Employment(Post-Offer) Testing (Drug Test Only)

  1. A pre-employment drug test must be conducted before a prospective Employee Driver is hired or an Employee Driver moves from a non-safety-sensitive position to a safety-sensitive position (promotion, transfer, demotion, reclassified, recall, and bumping) requiring a CDL. The pre-employment drug test will be conducted after a conditional offer of employment is made.
    • The prospective Employee Driver must successfully pass the pre-employment drug test prior to beginning employment with the University of Iowa.
    • Providing an adulterated or substituted specimen, failing to pass the drug test or a refusal to test will automatically disqualify an Employee Driver or prospective Employee Driver from being placed in a safety-sensitive position and any conditional offer of employment will be considered null and void.
  2. Employee Drivers and prospective Employee Drivers who previously held CDL driving positions with another employer will be required to complete and sign a Commercial Driver’s License – Supplemental Application form and a  Release of Information form, allowing the University of Iowa to obtain and retain drug and alcohol testing results and information from all previous and present employers and/or the FMCSA Drug and Alcohol Clearinghouse for the previous three years prior to the date of the application. If the University of Iowa obtains information that the Employee Driver or prospective Employee Driver has violated a U.S. DOT regulation, the University of Iowa must obtain information that the Employee Driver or prospective Employee Driver has complied with the return-to-duty requirements of the U.S. DOT regulations. If the Employee Driver or prospective Employee Driver refuses to provide a written consent or the University of Iowa obtains information that the Employee Driver or prospective Employee Driver did not comply with the return-to-duty process, any conditional offer of employment will be considered null and void.
  3. Once the Local Human Resources Representative receives and reviews the Commercial Driver’s License – Supplemental Application form and Release of Information form, a pre-employment drug test will be scheduled.
  4. After the Designated Employer Representative or department DER receives the verified negative test result, they will notify the hiring authority.

 Post Accident Testing

Immediately following a motor vehicle accident involving a university-owned motor vehicle, the Employee Driver driving the vehicle shall report the accident to his/her supervisor. The supervisor or the supervisor’s designee shall immediately contact Risk Management.  The following criteria shall be used to determine if post-accident testing is required:

  1. If an Employee Driver is operating a university-owned motor vehicle on a public road in commerce and is involved in a motor vehicle accident, the Employee Driver must be tested if:
    • There is a human fatality OR
    • The Employee Driver is issued a citation for a moving traffic violation arising from the accident, and if the accident involved:
      1. Bodily injury to any person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident; OR
      2. One or more motor vehicles incur disabling damage as a result of the accident and require a motor vehicle to be transported away from the scene by a tow truck or other motor vehicle.
  2. If the citation is issued within eight hours of occurrence; and either b(1) or b(2) above occur, then both drug and breath alcohol testing is required. If the citation is issued after eight hours and before 32 hours, then only drug testing is required.
  3. An Employee Driver involved in a motor vehicle accident in a university-owned motor vehicle shall not use alcohol for eight hours following the accident or until the Employee Driver undergoes a post-accident breath alcohol test, whichever occurs first.
  4. An Employee Driver who is subject to post-accident testing is expected to remain readily available for testing or the Employee Driver may be deemed to have refused to submit to testing.
  5. Nothing in this section is intended to be construed to require the delay of necessary medical attention for injured persons following an accident or prohibiting an Employee Driver from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care.
  6. If it is determined that post-accident testing is required, the Employee Driver shall be provided transportation to and from the Collection Site by the Employer.

 Random Testing

Employee Drivers who are required to possess a CDL and who perform safety-sensitive functions are subject to unannounced random drug and breath alcohol testing. The selection of Employee Drivers for random drug and alcohol testing shall be made by a scientifically valid method, each Employee Driver selected shall have an equal chance of being tested each time selections are made, and tests are spread reasonably throughout the calendar year. Each Employee Driver selected for testing shall be tested during the selection period.  The University of Iowa shall comply with the random testing rates in accordance with 49 CFR § 382.305.

  1. The Designated Employer Representative shall receive from the University of Iowa’s third- party administrator a quarterly random computer drawing.
  2. The Designated Employer Representative shall notify the Local Human Resources Representative of the Employee Driver(s) randomly selected for testing within the quarter.
  3. The Employee Driver’s supervisor or the supervisor’s designee will be notified by the Local Human Resources Representative of which Employee Driver has been selected the morning of the scheduled random test or the end of the shift immediately prior to the test. The notification will include the Employee Driver’s name, type of test, time of test, and name and address of collection site. The Employee Driver’s supervisor or supervisor’s designee will notify the Employee Driver of the scheduled random test immediately prior to the test.

 Reasonable Suspicion Testing

When reasonable suspicion may exist, the supervisor shall contact another supervisor who has been trained in accordance with 49 CFR § 382.603 to make the determination that reasonable suspicion exists based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the Employee Driver. The observations may include indications of the chronic and withdrawal effects of controlled substances and/or alcohol.

The Reasonable Suspicion Record of Observed Behavior Form shall be completed within 24 hours of the observed behavior or before the results of the alcohol or controlled substances tests are released, whichever is earlier, and the completed form should be sent to the local Human Resources Representative.

If reasonable suspicion exists, then testing is required.  When testing is required the Employee Driver shall be provided transportation to and from the Collection Site by the Employer. If breath alcohol test results are positive or an Employee Driver is tested for controlled substances, transportation to the Employee Driver’s home shall also be provided by the Employer. If an Employee Driver is tested for controlled substances, the Employee Driver will be placed on paid administrative leave (suspended with pay) pending the receipt of the test results.

 Return-to-Duty Test after Self-Identification

The return-to-duty test cannot occur until after a licensed or certified drug and alcohol abuse professional has determined that the Employee Driver has successfully complied with prescribed education and/or rehabilitative treatment. Prior to performing a safety-sensitive function at the University of Iowa, the Employee Driver will be subject to a return-to-duty test with test results indicating an Alcohol Concentration of less than 0.02 and/or a verified Negative Test Result for controlled substances.

Back to CDL Drug and Alcohol Testing Policy