Day with DISA will offer the most up-to-date content to our attendees. View this year’s schedule below, with sessions crafted for each track with new speakers and content. DISA is working to offer HRCI, SHRM, and CC DAPP continuing education credits for sessions that qualify. As we get closer to the event, we'll send all registered attendees more information about earning these credits!
Although opioids continue to steal headlines, join us as we review data that highlights new and rapidly emerging challenges in the drug use landscape. Psychostimulants are on the rise and CBD oil challenges both testing methods and drug policies. Psychemedics will share positivity trending data directly from the laboratory contrasting cross-industry to oil and gas as a sign of what may come. Dr. Paulsen will discuss science to determine the source of detected THC in a drug landscape that now includes CBD oil.
With the legalization of marijuana on the rise, states everywhere are looking for ways to enforce safety standards. Whether behind the wheel, or on the job impairment poses a dangerous risk, which creates a major demand for devices that can help detect the use of marijuana. Hound Labs is a breath technology company which utilized groundbreaking technology to develop the first-ever alcohol and marijuana breathalyzer. Come learn about this breakthrough and how soon you could be using it!
Although marijuana is illegal on a federal level, states are choosing to legalize it on either medical, recreational, or both. It’s important now more than ever that employers remain up-to-date on the latest state marijuana laws to maintain and update their drug testing program to comply with their state’s marijuana laws. Learn how you can ensure you have a clear and concise written policy explaining company rules, procedures, and repercussions, to avoid litigation.
Finding the right person for the job takes time, patience, and, in many cases, passing a drug test. With record-low unemployment, legalized marijuana and an ongoing prescription drug epidemic, this often proves to be an unattainable goal for some employers. Finding qualified candidates is growing increasingly more difficult and causing some employers to ask the question, "to test or not to test?" This presentation will identify the pitfalls of eliminating or reducing testing and how negligent hiring and ineffective safety practices put your company at risk.
Not only do employers need to carefully follow state marijuana laws carefully, but emerging trends and technologies can also significantly impact employers and the safety of their workplace. CBD oil is an up-and-coming trend that leaves employers perplexed about the product itself and if it will show up on drug tests. CBD oils can vary greatly and are unregulated, making it difficult to decipher exactly what is in the product. With people flocking to CBD oil to treat medical issues, employers need to understand the possibilities of CBD oil testing positive for THC on drug tests and how to respond when a donor claims their positive test was from CBD oil.
According to the Fair Credit Reporting Act (FCRA), all employers are required to follow specific procedures when denying applicants work based solely off of background check results. When an applicant returns with a hit on their background check, it’s important for employers to abide by the FCRA and adverse action requirements. Although it is required, some employers still fail to follow the regulations set forth by the FCRA. Learn why it’s important to consistently enforce these procedures to avoid violations that can lead to lawsuits.
Background checks can be customized to meet an employer’s industry needs and best practices. A wide variety of background check products exists with some only pertaining to specific job titles or positions. It’s important for employers to know which products and services are required for their applicants and learn how to build and implement a background screening program that meets compliance. Learn how to determine what products are required for your industry and how they help you make safer, hiring decisions.
Gaps in compliance can cost big money! Transportation compliance has many moving parts, including maintaining, updating, auditing, and filing a variety of reports. For example, carriers are required by the International Fuel Tax Agreement (IFTA) to file a quarterly fuel tax report for distance traveled, and net fuel quantity consumed in each participating jurisdiction in which they operated. Carriers are often faced with the complexities of managing tax reports and licensing and permitting for their fleets, and when not done right, can result in tax assessments with interest and penalties. Moreover, Hours of Service (HOS) violations can result in fines, hurt FMCSA safety ratings, and even place carriers out of operation. Learn why it’s so important to stay up-to-date with your reports, operating authorities, and Hours of Service compliance.
Businesses that are regulated by the Department of Transportation (DOT) are required to maintain Driver Qualification (DQ) files along with standard employee documents. These files ensure that an employee meets the safety, health, and qualifications necessary to operate a Commercial Motor Vehicle (CMV). DQ files can require a lot of documents which can be quite time consuming when trying to maintain them. Learn why it’s crucial to remain compliant and stay up-to-date with your DQ file requirements.
What does the transportation industry have in store for you? Join the American Trucking Association (ATA) for an update on key legislative and regulatory issues and how they can impact the trucking industry and your business.
A successful employee screening goes far beyond pre-employment checks. As an employer, it is critical to understand employee screening procedures, processes and policies once onboarding is complete. Industries and employer vary across the U.S. and what you don’t know may cost you. Consider the risks - those looking to hire for safety-sensitive positions must maintain specific safety standards or potentially risk facing fines, fees, or litigation. From state laws and background checks, to drug and alcohol testing, learn how employers meet the challenges of creating and maintaining an employee screening program that meets industry standards.
Why make the change to electronic? An eCCF is an electronic version of the traditional paper Custody and Control Form (CCF) used for ordering drug tests, specimen collection processing, and chain of custody documentation for workplace drug testing. Unlike the electronic version, when paper is involved; mistakes are made. An eCCF speeds up turnaround times and prevents common user-errors. These forms make their way through quite a few hands, from the TPA to the lab and on to the collection site, which is why it’s so important that they remain error-free.