Lincoln, AR Facts, Population, Income, Demographics, Economy

Population (total): Population in 2017: 2,463 (0% urban, 100% rural).

Population (male): 1,316

Population (female): 1,147

Median Age: 39.8 years

Median Rent: Median gross rent in 2017: $595.

Cost of Living: March 2019 cost of living index in Lincoln: 78.9 (low, U.S. average is 100)

Poverty (overall): Percentage of residents living in poverty in 2017: 25.8%

Poverty (breakdown): (22.8% for White Non-Hispanic residents, 100.0% for Black residents, 50.9% for Hispanic or Latino residents, 70.8% for American Indian residents, 39.0% for other race residents, 55.4% for two or more races residents)

Sex Offenders: According to our research of Arkansas and other state lists, there were 15 registered sex offenders living in Lincoln, Arkansas as of January 16, 2021. The ratio of all residents to sex offenders in Lincoln is 147 to 1.>

Ancestries: Ancestries: American (26.0%), German (9.8%), Irish (6.9%), Scottish (4.5%), English (4.3%), Norwegian (1.7%).

Elevation: 1472 feet

Land Area: 1.78 square miles.

Population Density:

Zip Codes: 72744

Median Incomes:
      Estimated median household income in 2017: $32,423 (it was $27,639 in 2000)
      Estimated per capita income in 2017: $14,388 (it was $14,232 in 2000)
      Estimated median house or condo value in 2017: $98,309 (it was $69,900 in 2000) Lincoln:$98,309AR:$128,500

Races:
      White alone - 1,979 - 88.0%
      Hispanic - 147 - 6.5%
      Two or more races - 51 - 2.3%
      American Indian alone - 40 - 1.8%
      Asian alone - 18 - 0.8%
      Black alone - 12 - 0.5%
      Native Hawaiian and Other
>Pacific Islander alone - 2 - 0.09%

Goldribbon

Recognitions and Certifications

Accredited Drug Testing has been recognized as one of the "Top 10 drug testing companies" for excellent customer service and we have received TPA Accreditation from the National Drug and Alcohol Screening Association. We are active in all drug testing industry associations and our staff are trained and certified as drug and alcohol testing specialists.

Important Links

National Drug and Alcohol Screening Association (https://ndasa.com/)

National Drug Free Workplace Alliance (https://www.ndwa.org/)

Substance Abuse Program Administrators Association (https://www.sapaa.com/)

Substance Abuse Mental Health Safety Administration (https://www.samhsa.gov/)

US Drug Enforcement Administration (https://www.dea.gov/)

Office of Drug alcohol Policy Control (https://www.transportation.gov/odapc)

FMCSA/CDL DRUG TESTING Lincoln, AR

Fmcsa Chain

FMCSA Services

  • FMCSA Drug Testing
  • FMCSA Alcohol Testing
  • FMCSA Consortium/Random Testing Enrollment
  • DOT Physicals
  • FMCSA Clearinghouse Services
  • FMCSA Policy Development

FMCSA/DOT Drug Testing Locations Lincoln, AR

1188 N SALEM RD STE 6 14.8 miles

1188 N SALEM RD STE 6
FAYETTEVILLE, AR 72704
Categories: FAYETTEVILLE AR

1401 W LOCUST ST 15.6 miles

1401 W LOCUST ST
STILWELL, OK 74960
Categories: STILWELL OK

2125 E MAIN ST Ste 10 16.9 miles

2125 E MAIN ST Ste 10
SILOAM SPRINGS, AR 72761
Categories: SILOAM SPRINGS AR

806 S MOUNT OLIVE ST 17.1 miles

806 S MOUNT OLIVE ST
SILOAM SPRINGS, AR 72761
Categories: SILOAM SPRINGS AR

117 E SYCAMORE ST 17.4 miles

117 E SYCAMORE ST
FAYETTEVILLE, AR 72703
Categories: FAYETTEVILLE AR

762 S STATE LINE RD 17.6 miles

762 S STATE LINE RD
SILOAM SPRINGS, AR 72761
Categories: SILOAM SPRINGS AR

603 N PROGRESS AVE 17.7 miles

603 N PROGRESS AVE
SILOAM SPRINGS, AR 72761
Categories: SILOAM SPRINGS AR

451 S HOLLY ST 17.9 miles

451 S HOLLY ST
SILOAM SPRINGS, AR 72761
Categories: SILOAM SPRINGS AR

3215 N NORTHHILLS BLVD 18.4 miles

3215 N NORTHHILLS BLVD
FAYETTEVILLE, AR 72703
Categories: FAYETTEVILLE AR

10110 University 18.5 miles

10110 University
Siloam Springs, AR 72761
Categories: Siloam Springs AR

3271 N Wimberly Drive Ste 2, 18.5 miles

3271 N Wimberly Drive Ste 2,
Fayetteville, AR 72703
Categories: Fayetteville AR

2890 N COLLEGE AVE 18.5 miles

2890 N COLLEGE AVE
FAYETTEVILLE, AR 72703
Categories: FAYETTEVILLE AR

509 E MILLSAP RD STE 103 18.8 miles

509 E MILLSAP RD STE 103
FAYETTEVILLE, AR 72703
Categories: FAYETTEVILLE AR

3155 N COLLEGE AVE STE 103 18.9 miles

3155 N COLLEGE AVE STE 103
FAYETTEVILLE, AR 72703
Categories: FAYETTEVILLE AR

171 N MAESTRI RD STE 1 19.3 miles

171 N MAESTRI RD STE 1
SPRINGDALE, AR 72762
Categories: SPRINGDALE AR

1583 MAIN DR 19.8 miles

1583 MAIN DR
FAYETTEVILLE, AR 72704
Categories: FAYETTEVILLE AR

3873 N PARKVIEW DR 19.9 miles

3873 N PARKVIEW DR
FAYETTEVILLE, AR 72703
Categories: FAYETTEVILLE AR

1160 S 40TH ST 20.7 miles

1160 S 40TH ST
SPRINGDALE, AR 72762
Categories: SPRINGDALE AR

801 HENRYETTA ST STE 6 21.6 miles

801 HENRYETTA ST STE 6
SPRINGDALE, AR 72762
Categories: SPRINGDALE AR

1670 W SUNSET AVE STE B 21.7 miles

1670 W SUNSET AVE STE B
SPRINGDALE, AR 72762
Categories: SPRINGDALE AR

1306 S PLEASANT ST 21.8 miles

1306 S PLEASANT ST
SPRINGDALE, AR 72764
Categories: SPRINGDALE AR

1102 S THOMPSON ST Ste C 22.1 miles

1102 S THOMPSON ST Ste C
SPRINGDALE, AR 72764
Categories: SPRINGDALE AR

803 QUANDT AVE 22.3 miles

803 QUANDT AVE
SPRINGDALE, AR 72764
Categories: SPRINGDALE AR

4387 CATHERINE ST 24.6 miles

4387 CATHERINE ST
SPRINGDALE, AR 72764
Categories: SPRINGDALE AR

1109 S WEST END ST 25.4 miles

1109 S WEST END ST
SPRINGDALE, AR 72764
Categories: SPRINGDALE AR

346 N MAIN ST 26.9 miles

346 N MAIN ST
DECATUR, AR 72722
Categories: DECATUR AR

2710 RIFE MEDICAL LN 27.9 miles

2710 RIFE MEDICAL LN
ROGERS, AR 72758
Categories: ROGERS AR

5311 VILLAGE PKWY STE 8 28.4 miles

5311 VILLAGE PKWY STE 8
ROGERS, AR 72758
Categories: ROGERS AR

1005 SE WALTON BLVD 29.4 miles

1005 SE WALTON BLVD
BENTONVILLE, AR 72712
Categories: BENTONVILLE AR

1501 SE WALTON BLVD STE 117 29.4 miles

1501 SE WALTON BLVD STE 117
BENTONVILLE, AR 72712
Categories: BENTONVILLE AR

3000 MEDICAL CENTER PKWY 29.7 miles

3000 MEDICAL CENTER PKWY
BENTONVILLE, AR 72712
Categories: BENTONVILLE AR

1400 E DOWNING ST 29.7 miles

1400 E DOWNING ST
TAHLEQUAH, OK 74464
Categories: TAHLEQUAH OK

1200 SE 28th St, 29.9 miles

1200 SE 28th St,
Bentonville, AR 72712
Categories: Bentonville AR

102 N 37TH ST STE A 30.0 miles

102 N 37TH ST STE A
ROGERS, AR 72756
Categories: ROGERS AR

1203 E ROSS BYP 30.2 miles

1203 E ROSS BYP
TAHLEQUAH, OK 74464
Categories: TAHLEQUAH OK

1003 SE 14TH ST Ste 16 30.6 miles

1003 SE 14TH ST Ste 16
BENTONVILLE, AR 72712
Categories: BENTONVILLE AR

1900 W WALNUT ST 30.7 miles

1900 W WALNUT ST
ROGERS, AR 72756
Categories: ROGERS AR

702 SW 8th St 30.8 miles

702 SW 8th St
Bentonville, AR 72716
Categories: Bentonville AR

1310 W WALNUT ST STE F 30.9 miles

1310 W WALNUT ST STE F
ROGERS, AR 72756
Categories: ROGERS AR

1200 W WALNUT ST 31.0 miles

1200 W WALNUT ST
ROGERS, AR 72756
Categories: ROGERS AR

3101 SE 14TH ST 31.3 miles

3101 SE 14TH ST
BENTONVILLE, AR 72712
Categories: BENTONVILLE AR

2800 N 2ND ST STE 128 32.9 miles

2800 N 2ND ST STE 128
ROGERS, AR 72756
Categories: ROGERS AR

604 S ELM ST PO BOX 2000 34.3 miles

604 S ELM ST PO BOX 2000
MULDROW, OK 74948
Categories: MULDROW OK

2521 ALMA HWY 35.6 miles

2521 ALMA HWY
VAN BUREN, AR 72956
Categories: VAN BUREN AR

932 N GASKILL ST 39.1 miles

932 N GASKILL ST
HUNTSVILLE, AR 72740
Categories: HUNTSVILLE AR

213 E REDWOOD AVE 39.4 miles

213 E REDWOOD AVE
SALLISAW, OK 74955
Categories: SALLISAW OK

1500 DODSON AVE 39.9 miles

1500 DODSON AVE
FT SMITH, AR 72901
Categories: FT SMITH AR

1500 DODSON AVE Ste 180 39.9 miles

1500 DODSON AVE Ste 180
FORT SMITH, AR 72901
Categories: FORT SMITH AR

4300 Rogers Avenue, Suite 47 40.2 miles

4300 Rogers Avenue, Suite 47
Fort Smith, AR 72903
Categories: Fort Smith AR

4600 ROGERS AVE 40.3 miles

4600 ROGERS AVE
FORT SMITH, AR 72903
Categories: FORT SMITH AR

555 W RUTH AVE 40.5 miles

555 W RUTH AVE
SALLISAW, OK 74955
Categories: SALLISAW OK

7320 ROGERS AVE STE 1 41.4 miles

7320 ROGERS AVE STE 1
FORT SMITH, AR 72903
Categories: FORT SMITH AR

1400 ZERO ST 43.0 miles

1400 ZERO ST
FORT SMITH, AR 72901
Categories: FORT SMITH AR

5817 S 28TH ST 43.0 miles

5817 S 28TH ST
FORT SMITH, AR 72908
Categories: FORT SMITH AR

4300 REGIONS PARK DR 43.2 miles

4300 REGIONS PARK DR
FORT SMITH, AR 72916
Categories: FORT SMITH AR

8600 S 36TH TER 44.8 miles

8600 S 36TH TER
FORT SMITH, AR 72908
Categories: FORT SMITH AR

609 E Main 45.0 miles

609 E Main
LOCUST GROVE, OK 74352
Categories: LOCUST GROVE OK

107 N 9TH ST 45.8 miles

107 N 9TH ST
OZARK, AR 72949
Categories: OZARK AR

201 S 7TH ST 46.0 miles

201 S 7TH ST
OZARK, AR 72949
Categories: OZARK AR

10929 HIGHWAY 71 S 46.2 miles

10929 HIGHWAY 71 S
FORT SMITH, AR 72916
Categories: FORT SMITH AR

1001 E 18TH ST 47.3 miles

1001 E 18TH ST
GROVE, OK 74344
Categories: GROVE OK

1310 S MAIN ST 47.8 miles

1310 S MAIN ST
GROVE, OK 74344
Categories: GROVE OK

1121 NEO LOOP 48.0 miles

1121 NEO LOOP
GROVE, OK 74344
Categories: GROVE OK

700 S MAIN ST 48.3 miles

700 S MAIN ST
GROVE, OK 74344
Categories: GROVE OK

80 W 7TH ST 48.3 miles

80 W 7TH ST
GROVE, OK 74344
Categories: GROVE OK

601 S BROADWAY ST 48.4 miles

601 S BROADWAY ST
GROVE, OK 74344
Categories: GROVE OK

(800) 221-4291

Schedule Your Test

The Federal Motor Carriers Safety Administration was a result of the Carrier Safety Improvement Act of 1999. The passing of this act created FMCSA, which on January 1, 2000, established the FMCSA was as a separate operating division within the United States Department of Transportation (DOT).

The FMCSA is headquartered in Washington, DC, and with a staff of more than 1,000 people in all 50 States and the District of Columbia and is the Federal Agency taking the initiative for regulating, providing safety and oversight of commercial motor vehicles (CMVs), improving the safety of commercial motor vehicles (CMV) and saving lives.

FMCSA Mission

  • Reduce crashes,
  • Reduce injuries, and
  • Reduce fatalities involving large trucks and buses.

What CDL Drivers Need to Know

In 1991, the United States Congress passed the Omnibus Transpiration Employee Testing Act, which required DOT agencies to implement drug and alcohol testing for all safety-sensitive transportation employees. Congress recognized the need for a drug and alcohol-free transportation industry, and thus 49 CFR Part 40, commonly referred to as Part 40 was established as a DOT-wide regulation that provides guidance on:

  • Who is subject to testing
  • How to conduct testing and
  • How to return employees to safety-sensitive duties after they violate a DOT drug and alcohol regulation.

49 CFR Part 40 provides guidance on all DOT-required drug and alcohol testing, regardless of the mode of transportation. For example, whether you are an airline pilot covered by FAA rules or a driver for a trucking company covered by FMCSA rules, Part 40 outlines the specific procedures for collection, testing of specimens and reporting of test results. Each DOT Agency-specific regulation defines who is subject to testing, when and in what situations for a particular that specific transportation industry.

The Federal Motor Carrier Safety Administration (FMCSA) and 49 CFR Part 40 has defined drug and alcohol testing rules and regulations for employees who drive commercial trucks and buses that require a commercial driver's license (CDL). These regulations identify who is subject to testing, when they are tested and in what situations. The regulations also require privacy protections and restrictions on employers and service agents against the use and release of sensitive drug and alcohol testing information.

On January 6, 2020, the DMCSA Drug and Alcohol Clearinghouse House took effect. All FMCSA Employers to include owner-operators have specific requirements to comply with the Clearinghouse rule. Listed below is a summary of clearinghouse requirements.

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How will employers use the FMCSA Clearinghouse?

  • Report drug and alcohol violations. This will include alcohol test results with a concentration of .04 or greater, refusals to take an alcohol or drug test, as well as actual knowledge of a violation.
  • Employers will also report negative return-to-duty (RTD) test results and the successful completion of a driver's follow-up testing plan.

** Please note that the information above must be reported by the close of the third business day after the employer is informed

  • Conduct pre-employment queries to check if prospective employees are prohibited from performing safety-sensitive functions, such as operating CMVs, due to an unresolved drug and alcohol program violation.

** Employers are also required to conduct queries on all current employees at least annually. All queries require driver consent.

  • Until January 6, 2023 employers must conduct both electronic queries in the Clearinghouse and manual, offline inquiries to previous employers for pre-employment driver investigations.

How will Owner-Operators Use The Clearinghouse?

Beginning January 6, 2020 owner-operators will need to coordinate with their C/TPA(s) to ensure the following requirements are met.

  • Report drug and alcohol violations. This will include alcohol test results with a concentration of .04 or greater, refusals to take an alcohol or drug test, as well as actual knowledge of a violation
  • Employers will also report negative return-to-duty (RTD) test results and the successful completion of a driver's follow-up testing plan.

** Owner-operators or C/TPAs may report violation information about other drivers employed by the owner-operator. If an owner operator commits a drug and alcohol program violation, this information MUST BE reported by the C/TPA

** Please note that the information above must be reported by the close of the third business day after the employer or C/TPA is informed.

  • Conduct pre-employment queries to check if prospective employees are prohibited from performing safety-sensitive functions, such as operating CMVs, due to an unresolved drug and alcohol program violation.

** Employers are also required to conduct queries on all current employees at least annually. All queries require driver consent.

  • Until January 6, 2023 employers must conduct both electronic queries in the Clearinghouse and manual, offline inquiries to previous employers for pre-employment driver investigations.

For more information or to select ADT as your C/TPA click here to learn more about the clearinghouse services we offer

Who is covered under FMCSA DOT Drug and Alcohol Testing Regulations?

FEDERAL MOTOR CARRIER SAFETY ADMIN (FMCSA) COVERED EMPLOYEES

Employees or individuals who are working on public roads meeting the following criteria are FMCSA "covered" employees.

These are employees who:

  1. Have a Commercial Driver's License (CDL), or similar license issued by Mexico or Canada, and
  2. Operate a Commercial Motor Vehicle (CMV) in any state:
    • a. A commercial motor vehicle (CMV) is then defined as a vehicle:
      • i. with a gross vehicle weight rating/gross vehicle weight or gross combination weight rating/gross combination weight of 26,001 or more lbs., or
      • ii. designed to carry 16 or more passengers (including the driver), or
      • iii. of any size that is used to transport hazardous materials which require the vehicle to be placarded

With FMCSA there is only one safety-sensitive category of covered employee which is Driver.

FMCSA and DOT Frequently Asked Questions?

Who is tested?

Typically all CDL drivers who operate commercial motor vehicles are subject to the CDL requirements on the public roadways in the United States and who are also performing safety-sensitive functions are subject to DOT drug and alcohol testing under section (§382.103). This would also include all full-time, part-time, intermittent, backup and international drivers.

When does testing occur?

The Federal Motor Carrier Safety Administration requires testing under the following conditions:

  • Pre-employment testing.
  • Post-accident testing.
  • Random Testing
  • Reasonable suspicion testing.
  • Return-to-duty testing.
  • §382.311 Follow-up testing.

When in an FMCSA Pre-employment test required?

The FMCSA defines a Pre-employment test as prior to the first time any driver performs safety-sensitive functions for any employer (this includes a single owner operator). Part 40 states that the driver shall undergo testing for controlled substances as a condition of employment.

Furthermore, no employer shall allow a driver to perform safety-sensitive functions unless the employer has received a negative controlled substances test result from the MRO or C/TPA indicating a verified 5 panel DOT negative test result for that driver.

Are there any exceptions to FMCSA pre-employment drug testing?

In short, yes, the following examples are permitted as exemptions to the pre-employment drug testing requirement.

An employer is not required to administer a DOT pre-employment drug testing if:

  1. The driver has participated in a controlled substance testing program that meets DOT requirements within the previous 30 days: and
  2. While participating in that program, either:
    • a. Was tested for controlled substances within the past 6 months (from the date of the application with the employer); and
    • b. Participated in a DOT random drug and alcohol testing program for the previous 12 months (from the date of application with the employer); and
  3. The employer ensures that no prior employer of the driver of whom the employer has knowledge has records of a violation of this part or the controlled substances use rule of another DOT agency within the previous six months.

As an FMCSA regulated employer and choose to utilize the above-referenced exception. Employers must contact the DOT controlled substances testing program(s) in which the driver participates or participated and shall obtain and retain from the testing program(s) the following information:

  • Name and address of the drug-testing program
  • Verification that the driver participates or participated in the program(s).
  • Verification that the program(s) conforms to part 40 of this title.
  • Verification that the driver is qualified under the rules of this part, including that the driver has not refused to be tested for controlled substances.
  • The date the driver was last tested for controlled substances.
  • The results of any tests taken within the previous six months and any other violations of subpart B of this part.

Does FMCSA require a pre-employment alcohol test?

The FMCSA doesn't require a pre-employment alcohol test; however, Employers may choose but are not required to, conduct pre-employment alcohol testing under this part. On the other hand, if the employer chooses to conduct pre-employment alcohol testing, it must comply with the following requirements:

  1. An employer must conduct a pre-employment alcohol test before the first performance of safety-sensitive functions by every covered employee (whether a new employee or someone who has transferred to a position involving the performance of safety-sensitive functions).
  2. Employers must treat all safety-sensitive employees performing safety-sensitive functions the same for the purpose of pre-employment alcohol testing (for example, employers must not test some covered employees and not others).
  3. An employer must conduct the pre-employment alcohol tests after making a contingent offer of employment or transfer, subject to the employee passing the pre-employment alcohol test.
  4. Conduct all pre-employment alcohol tests using the alcohol testing procedures outlined in 49 CFR part 40 of this title.
  5. You must not allow a covered employee to begin performing safety-sensitive functions unless the result of the employee's test indicate an alcohol concentration of less than 0.04.

For more information call us today or purchase your pre-employment drug test online

(800) 221-4291

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What is FMCSA Post Accident Testing?

A Post-Accident drug/alcohol test must be conducted as soon as possible following an occurrence involving a commercial motor vehicle operating on a public road in commerce and each employer shall test for alcohol for each of its surviving drivers:

  1. Who was performing safety-sensitive functions with respect to the vehicle, if the accident involved the loss of human life; or
  2. Who receives a citation within 8 hours of the occurrence under State or local law for a moving traffic violation arising from the accident, if the accident involved:
    • a. Bodily injury to any person who, because of the injury, immediately receives medical treatment away from the scene of the accident; or
    • b. One or more motor vehicles incurring disabling damage as a result of the accident, requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle.

Other scenarios triggering a post-accident drug testing include:

  1. A driver who receives a citation within thirty-two hours of the occurrence under State or local law for a moving traffic violation arising from the accident, if the accident involved:
    • a. Bodily injury to any person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident; or
    • b. One or more motor vehicles incurring disabling damage as a result of the accident, requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle.

** The following table notes when a post-accident test is required to be conducted per DOT regulations.

Type of accident involved

Citation issued to the CMV driver

Test must be performed by the employer

i. Human fatality

YES
NO

YES
YES

ii. Bodily injury with immediate medical treatment away from the scene

YES
NO

YES
NO

iii. Disabling damage to any motor vehicle requiring tow away

YES
NO

YES
NO

Types of Post-Accident Tests

  • 1. Alcohol tests: If an alcohol test is required by this section and is not administered within two hours following the accident, the employer shall prepare and maintain on file a record stating the reasons the test was not promptly administered.
  • 2. Furthermore, if an alcohol test required by this section is not administered within eight hours following the accident, the employer shall cease attempts to administer an alcohol test and shall prepare and maintain the same record. Records shall be submitted to the FMCSA upon request.
  • 3. Controlled substance tests. If a test required by this section is not administered within 32 hours following the accident, the employer shall cease attempts to administer a controlled substance test and prepare and maintain on file a record stating the reasons the test was not promptly administered and records shall be submitted to the FMCSA upon request.

Any driver who is subject to post-accident testing shall remain readily available for such testing or may be deemed by the employer to have refused to submit to testing. Post-accident testing would not delay any driver in receiving the proper or necessary emergency medical treatment.

What is FMCSA Random Testing?

All CDL drivers must be randomly tested throughout the year and an employer who employs only himself/herself as a driver, who is not leased to a motor carrier, shall implement a random testing program of two or more covered employees in the random testing selection pool as a member of a consortium/random testing pool.

The current rate for random drug and alcohol testing is:

50% of the average number of driver positions for Controlled Substances (5 panel DOT urine)

10% of the average number of diver positions for Breath Alcohol Testing (BAT)

How is Random Testing Conducted?

Random selections of drivers for random alcohol and controlled substances testing shall be made by a scientifically valid method. For example,

  • random number table or
  • a computer-based random number generator that is matched with drivers' Social Security numbers, payroll identification numbers, or other comparable identifying numbers.

Each driver that is selected for random alcohol and controlled substances testing must have an equal chance of being tested each time selections are made.

Each driver selected for testing shall be tested during the selection period.

Employers may use a service agent (e.g., a C/TPA) to perform random selections and your covered drivers may be part of a larger random testing pool (consortium) of covered employees.

Please note that it is a good idea to validate that your c/TPA is currently selecting and testing at the appropriate percentage established for your industry and that only covered employees are in the random testing pool. (Currently, FMCSA tests at a rate of 50% for drugs and 10% for alcohol). As the DER an employer must ensure that all random testing is unannounced and that testing is spread reasonably throughout the calendar year.

When a driver is notified, employers must ensure that the driver immediately proceed to the testing center.

If a driver is selected for a random alcohol test, the alcohol test must be conducted just before the driver is to perform safety-sensitive functions, or just after the driver has ceased performing such functions.

What is FMCSA Reasonable Suspicion Testing?

FMCSA Reasonable suspicion testing was established to detect if drivers appear to be under the influence of drugs or alcohol can be immediately tested. Employers must train CDL driver supervisors to detect the symptoms of driver impairment. Listed below is a summary of the FMCSA Supervisor training requirements. Click here to purchase your supervisor training course.

When Does Reasonable Suspicion, Testing Occur?

Any driver/safety sensitive regulated employee may be required to submit for a reasonable suspicion/reasonable cause drug or alcohol testing when the employer has reasonable suspicion to believe that the employee has violated the prohibitions of subpart B of this part concerning alcohol or controlled substances.

  • 1. For an employer to require the driver to undergo an alcohol and/or controlled substances test, the basis must be based on specific, contemporaneous, articulable observations concerning the appearance, behavior, speech or body odors of the driver and/or indications of the chronic and withdrawal effects of controlled substances.
  • 2. The required observations for alcohol and/or controlled substances reasonable suspicion testing shall be made by a supervisor or company official who is trained in accordance with §382.603. The person who makes the determination that reasonable suspicion exists to conduct an alcohol test shall not conduct the alcohol test of the driver.
  • 3. Alcohol testing is authorized by this section only if the observations by the trained supervisor are made during, just preceding, or just after the period of the workday when the driver is on duty. A driver may be directed by the employer to only undergo reasonable suspicion testing while the driver is performing safety-sensitive functions, just before the driver is to perform safety-sensitive functions, or just after the driver has ceased performing such functions.
    • if an alcohol test is required, it must be administered within two hours following the determination that the employee was believed to be under the influence of alcohol. The employer must prepare and maintain on file a record stating the reasons the alcohol test was not promptly administered within the 2-hour requirement.
    • If an alcohol test required by this section and is not administered within eight hours following the determination, an employer shall stop any attempts to administer an alcohol test and shall state in the record the reasons for not administering the test within the required 8 hours.

Drivers are prohibited for from reporting for duty or remaining on duty requiring the performance of safety-sensitive functions while the driver is under the influence of or impaired by alcohol, which can be determined by the behavioral, speech, and performance indicators of alcohol misuse. Employers must not permit the driver to perform or continue to perform safety-sensitive functions, until:

A driver may not return to performing safety sensitive function until an alcohol test is administered and the driver's alcohol concentration measures less than 0.02; or

  • 24 hours have passed following the reasonable suspicion determination was made with regards to alcohol.

All observations must be documented which lead to a reasonable suspicion drug/alcohol test and must be signed within 24 hours by the trained supervisor who observed the behavior.

What is Supervisor Training?

49 CFR 382.603 is the FMCSA regulation that requires supervisors of commercial motor vehicle drivers who operate vehicles requiring a CDL to:

  • 1. Take 60 minutes of training on the symptoms of alcohol abuse and
  • 2. 60 minutes of training on the symptoms of controlled substances use (120 minutes in total).

The goal of this training is to educate and assist supervisors in identifying circumstances and indicators that may create reasonable suspicion that a driver is using or under the influence of alcohol or drugs, supporting referral of an employee for testing.

** If you operate vehicles that require a CDL on the public roads and you have more than one employee in the company, you are required to get DOT Supervisor Training. To verify if you are subject to the drug and alcohol regulations, please visit http://www.dot.gov/odapc/am-i-covered

  • 3. Owner-operators are not subject to DOT supervisor training. However, you are still required to register with a consortium for DOT drug and alcohol testing.

DOT Drug & Alcohol Supervisor Training Guidance Flow Chart- Click Here

If you need to be trained and certified for FMCSA required reasonable suspicion training, click here to register today

What is Return to Duty Testing?

A return-to-duty drug or alcohol test is required for all drivers who:

  • i. Test positive,
  • ii. Refuse to submit to a drug/alcohol test; or
  • iii. Violated any of the prohibitions of 49 CFR Part 382 Subpart B; and
  • iv. An individual who has completed the return-to-duty process with a DOT-qualified substance abuse professional.

All DOT return to duty drug tests are directly observed, and a negative result is required before resuming any safety sensitive duties.

** The requirements for return-to-duty testing must be performed in accordance with 49 CFR part 40, subpart O.

What is Subpart O?

Subpart O refers to the Substance Abuse Professionals (SAP) and the Return-to-Duty Process

Who is qualified to be a SAP?

Under DOT regulations, an individual is permitted to act as a SAP in the DOT drug and alcohol testing program, if you must meet each of the requirements of this section:

SAP's must have the following Credentials:

1. You are a licensed physician (Doctor of Medicine or Osteopathy);

2. You are a licensed or certified social worker;

3. You are a licensed or certified psychologist;

4. You are a licensed or certified employee assistance professional;

5. You are a state-licensed or certified marriage and family therapist; or

6. You are a drug and alcohol counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission (NAADAC); or

7. by the International Certification Reciprocity Consortium/Alcohol and Other Drug Abuse (ICRC); or by the National Board for Certified Counselors, Inc. and Affiliates/Master Addictions Counselor (NBCC).

When is a SAP evaluation required?

A SAP is required when any safety "sensitive employee" violates any DOT drug and alcohol regulations. Once the violation has occurred, the employee must not perform any DOT safety-sensitive duties for any employer until he/she has completed the SAP evaluation, referral, and education/treatment process set forth in this subpart and in applicable DOT agency regulations.

What is a violation of DOT Drug and Alcohol Regulations?

  • 1. A verified positive DOT drug test result,
  • 2. a DOT breath alcohol test with a result indicating an alcohol concentration of 0.04% or greater,
  • 3. a refusal to test (including by adulterating or substituting a urine specimen) or
  • 4. any other violation of the prohibition on the use of alcohol or drugs under a DOT agency regulation constitutes a DOT drug and alcohol regulation violation.

What is the SAP's function in conducting the initial evaluation of an employee?

The initial step in this process is a SAP Evaluation. During the evaluation process all SAP's must conduct the following.

  • 1. Provide a comprehensive face-to-face assessment and clinical evaluation.
  • 2. Recommend a course of education and/or treatment with which the employee must demonstrate successful compliance prior to returning to DOT safety-sensitive duty.
    • a. This recommended education and treatment must be made for every individual who has violated a DOT drug and alcohol regulation.
    • b. A SAP must make a recommendation for education and/or treatment that will, to the greatest extent possible, protect public safety in the event that the employee returns to the performance of safety-sensitive functions.
    • c. Appropriate education may include, but is not limited to, self-help groups (e.g., Alcoholics Anonymous) and community lectures, where attendance can be independently verified, and bona fide drug and alcohol education courses.
    • d. Appropriate treatment may include, but is not limited to, in-patient hospitalization, partial in-patient treatment, out-patient counseling programs, and aftercare.
    • e. A SAP must also provide a written report directly to the DER highlighting your specific recommendations for assistance and treatment.
    • f. As a SAP, you must assume that a verified positive test result has conclusively established that the employee committed a DOT drug and alcohol regulation violation.
  • 3. Substance Abuse Professionals must not take into consideration in any way, as a factor in determining what your recommendation will be, any of the following:
    • a. A claim by the employee that the test was unjustified or inaccurate.
    • b. Statements by the employee that attempt to mitigate the seriousness of a violation of a DOT drug or alcohol regulation (e.g., related to assertions of use of hemp oil, "medical marijuana" use, "contact positives," poppy seed ingestion, job stress); or
    • c. Personal opinions you may have about the justification or rationale for drug and alcohol testing.
    • d. In the course of gathering information for purposes of your evaluation in the case of a drug-related violation, you may consult with the MRO. MRO's are required to cooperate with the SAP and provide available information the SAP requests. It is not necessary to obtain the consent of the employee to provide this information.

How does the return-to-duty process conclude?

If you are an employer and you wish to permit the employee to return to performing of safety-sensitive functions, you must ensure that the employee takes a return-to-duty test. This test cannot occur until after the SAP has determined that the employee has successfully complied with the prescribed education and/or treatment. The employee must have a negative drug test result and/or an alcohol test with an alcohol concentration of less than 0.02 before resuming the performance of safety-sensitive duties.

An SAP or MRO must not make a "fitness for duty" determination as part of this re-evaluation unless required to do so under an applicable DOT agency regulation. It is the employer's responsibility to decide whether to put the employee back to work in a safety-sensitive position.

What is Follow-up Testing?

Follow-up testing is required for CDL drivers who have:

  • 1. Tested positive,
  • 2. Refused to test, or
  • 3. Otherwise violated the prohibitions of 49 CFR Part 382 Subpart B; and
  • 4. Who has completed the return-to-duty process with a DOT-qualified substance abuse professional, and
  • 5. Have tested negative for a return-to-duty test.

Follow up testing is prescribed by the substance abuse professional (SAP) and administered by the DER for a minimum of 6 directly observed tests in 12 months but can be extended an additional four years.BLOG

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