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Refinery or Pipeline Testing


Refineries, Petro and Pipeline Companies, and those subcontractors that provide services to this industry, are required by the Department of Transportation (DOT) and RSPA to follow the guidelines set forth in DOT's 49 CFR Part 40 for Drug & Alcohol Testing. Safety tops the list for reasons for such mandates, but compliance to these regulations can be a somewhat daunting and time-consuming task, especially for those who are "busy trying to do business." Add to this each facility's specific requirements, such as Exxon Mobil's "Exhibit H" Drug & Alcohol Test, and you can quickly become both confused and overwhelmed with all of your responsibilities. We are proud to note that Pipeline Companies refer their subcontractors to us, knowing that STAT Labs will be able to help them fulfill all of their requirements correctly, efficiently and economically.

 

 

PRE-EMPLOYMENT TESTING
A new Drug Screen and Alcohol test is strongly recommended, however, a previous negative testing that was performed within the last 6 months can be accepted. The Employer must obtain written documentation showing:

  1. Name and address of the company or individual that test was provided for
  2. Notation from previous company as to whether the employee had ever refused to be tested
  3. Documentation that the previous testing program that the employee participated in conforms to Part 40 of the DOT regulations
  4. Testing facility name and address
  5. Copy of results (which includes date of test and employees social security number along with the actual test results)

Either the new test or the required documentation must be obtained before the employee performs any DOT covered or safety-sensitive function.

 

RANDOM TESTING
Chosen by a non-biased, scientifically approved random method (such as computer selection).
Drugs - A minimum of 25% of all subject employees must be tested throughout the year.
Alcohol - Not required.

 

POST ACCIDENT TESTING
Required to perform a Drug and Alcohol test within 2 hours of accident/incident, unless determined impracticable by management, but no later than 8 hours after accident. Testing to included any and all employees who were involved in the accident/incident that can not be ruled out as a probable contributor of the accident/incident. If not performed within allowed time, employer must have written documentation of:

  1. Event that triggered the need for testing (including date, time, location, who was involved, and what happened)
  2. Reason test could not be completed in allotted time
  3. Name, address, and phone number of facility where testing could have occurred within allotted time

An accident is defined as an incident if:
  1. It involved the loss of human life
  2. A citation was received within 32 hours of the occurrence under State or local law for a moving traffic violation arising from the accident
  3. Bodily injury occurred to any person who, as a result of the injury, immediately received medical treatment away from the scene of the accident
  4. One or more vehicles incurred disabling damage as a result of the accident, requiring it to be towed away from the scene

 

REASONABLE SUSPICION/PROBABLE CAUSE TESTING
This test is designed to provide management with a tool to identify drug or alcohol-affected employees who may pose a danger to themselves and others in their job performance. The decision to test must be based on a reasonable and articulate belief that the employee is using a prohibited substance on the basis of specific physical, behavioral, or performance indicators of probable drug use. It is strongly suggested that documentation be made on the specific indicators/behavior noted.

 

RETURN TO DUTY TESTING
After testing positive on a Drug or Alcohol test, an employee must do the following in order to return to duty:

  1. Pass a Return to Duty test and all subsequent Follow-Up Tests
  2. Pass at least 6 Follow-Up Tests randomly scheduled within the first 12 months
  3. Verify successful completion of rehabilitation program

Costs for these test are according to employee/employer agreement and company policies.

 

SUPERVISOR AWARENESS TRAINING
A minimum 2 hour training (and a refresher course every couple of years to keep up-to-date about changes and revisions) that focuses on DOT Policy and Company Policy, types of testing (with special emphasis on Reasonable Suspicion testing), proper documentation and allowable levels of action and information on the prohibited substances of abuse.

 

EMPLOYEE EDUCATION & AWARENESS TRAINING
A minimum 30 minute training that focuses on DOT Policy and Company Policy, types of testing, overview of proper collection procedure, levels of action for positive results, information on the prohibited substances of abuse, and employee assistance and resources available in evaluating and resolving personal problems, especially those associated with misuse of Drugs and/or Alcohol.