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Commercial Drivers License Holder (CDL)
Drug and Alcohol Testing Program

Program Overview

The University of Washington's drug and alcohol testing program complies with Federal Regulations that prohibit covered employees from being under the influence of drugs of abuse while working, and that require drug and alcohol testing for commercial drivers license (CDL) holders and other covered transportation workers. The information on these web pages applies only to University of Washington employees who are required to possess the CDL as a condition of employment. The program covers regular drivers, backup drivers and temporary employees who are required to hold the CDL.

The program does not apply to workers unless they are required to drive a vehicle for which the a commercial driver's license (CDL) is mandatory. The program is fully described in University of Washington Administrative Policy Statement 13.8.

UW employees who are required to hold a commercial drivers license (CDL) as a condition of employment must not report for work if they are impaired and/or under the influence of drugs of abuse. Being impaired and/or under the influence of controlled substances while on duty, or any activity involving use, possession, distribution, or sale of alcohol, unauthorized prescription drugs, controlled substances or drug paraphernalia at University facilities or in University vehicles is prohibited.

The appropriate use of legally prescribed drugs and nonprescription medication is not prohibited. However, covered employees must remove themselves from vehicle and equipment operation if they experience any adverse effects from medication or prescribed drugs, and report the situation to their supervisor . Employees are not required to disclose to their supervisor the names of any prescribed medication they are taking or the diagnosis of the condition that is being treated. Supervisors may require medical verification of the information provided by an employee. Supervisors should not require medical verification with out first speaking with their unit's Human Resources Consultant.

Payment for Services

The University uses a contractor to provide specific services which are described below.

Each participating department pays for the services rendered to it through the use of a University ProCard. Current service charges are as follows:

Program Components

The drug and alcohol testing program components are summarized below. The links take you to a complete description of the process for each program element.

Program Element Description
Employer Policy Administrative Policy Statement 13.8 - This policy is the governing document for the University's CDL drug and alcohol testing program and is provided in compliance with federal regulations. A copy of the policy must be given to each cdl driver.
Training Supervisor Training - see Employing Unit Responsibilities, below for details.
Pre Duty Background Check Employing units must arrange for a background check for all CDL drivers at the time of appointment to a CDL driving position to determine if they have had a positive drug and/or alcohol test with another employer.
Pre Duty Drug Testing Employing units must arrange for all CDL drivers to have a pre duty drug test before driving a vehicle that requires CDL. The Pre Duty Drug Test may be at the time of original employment if driving or backup duties will begin immediately, or at a later time when cdl driving duties are assigned. There is no pre duty alcohol test.
Random Testing Each month our testing contractor notifies the departmental contact for an employing unit when one of its employees is required to be sent for random drug and/or alcohol testing.
Post Accident Testing Following an accident that meets certain conditions the employee must be sent for Post Accident Drug and Alcohol Testing . Follow the link for detailed information about post accident testing requirements.
Reasonable Suspicion Testing An employee who the supervisor or manager finds to be possibly under the influence of drugs or alcohol must be sent for Reasonable Suspicion Drug and Alcohol Testing. Follow the link for detailed information about reasonable suspicion testing.
Periodic Follow-up Drug Testing Employees who have had a positive test who remain employed must undergo Periodic Follow-up Drug and/or Alcohol Testing in addition to regular Random Drug and Alcohol Testing. Follow the link for detailed information about these program components.

Employing Unit Responsibilities

Each unit with a CDL driver has the following responsibilities:

  1. Establish and Maintain a ProCard account that can be used to pay for drug and alcohol testing services.
  2. Designate principal and backup contacts who:
    1. Serve as the contact that our testing contractor will report test results to;
    2. Notify our testing contractor of any changes in the pool of drivers or subject to testing or of changes to administrative information by using the appropriate form;
    3. Notify our testing contractor of any administrative contact changes using the appropriate form.
    4. Are responsible for being familiar with Administrative Policy Statement 13.8.
  3. Ensure that all new supervisors of CDL drivers undergo mandatory supervisory training.
  4. For all new drivers:
    1. Provide the driver with employee orientation materials
    2. Obtain pre duty background screen
    3. Arrange for pre duty drug test
  5. Ensure that each employee knows to whom an accident must be reported, including how to report any accidents that may occur outside of regular business hours.
  6. Promptly notify our testing contractor using the Test Pool Update Notification Form of additions to or deletions from the pool or drivers subject to testing.
  7. Promptly notify our testing contractor using the Administrative Contact Update Form of changes to the administrative contacts for your unit
  8. Notify our testing contractor of department contact or ProCard information changes.
  9. Maintain all records as described in Records Retention and Confidentiality.
  10. Monitor ProCard charges and reconcile them against services for the month.

Contractor Responsibilities

  1. Maintain a list of all employees subject to testing, as provided by University employing units.
  2. Select the employees to be tested using appropriate randomization methodology.
  3. Each month, timely notify the employing units, according to their specified notification method, of the employees subject to drug and or alcohol testing.
  4. Provide Medical Review Officer (MRO) services. See random testing for an explanation of the medical review officers role.
  5. Promptly report test results to the individual employing units. Report positive test results to the unit's contact and to Bruce F. Miller, program administrator at 206 685-2839.
  6. Maintain all records in compliance with federal regulations and prepare all necessary reports.
  7. Utilize a testing laboratory that meets federal testing requirements.
  8. Assist the University with policy review and supervisor training as requested.

Employee Responsibilities

CDL drivers are responsible for complying with the provisions of University policy, Administrative Policy Statement 13.8. This policy is in compliance with US Department of Transportation regulations and:

Employees who do not comply with the provisions of University policy are subject to corrective action including dismissal.

Human Resources Responsibilities

  1. Develop and maintain University policy in compliance with applicable law and regulations.
  2. Select the contractor and monitor contractor performance.
  3. Identify the Substance Abuse Professional (SAP) provider who works with employees who have a positive test to determine treatment recommendations.
  4. Assist departments in establishing practices necessary to ensure compliance with University policy.
  5. Provide policy interpretation/clarification for employees and employing officials.
  6. Assist in the implementation of appropriate action when an employee has a positive test.
  7. Maintain all records as described in Records Retention and Confidentiality.