DOT Testing History & Previous Employer Checks

DOT TESTING HISTORY

For employees applying for safety-sensitive positions, DOT regulations require employers to obtain drug and alcohol test history information from previous employers. DOT previous employer checks provide a record for employers to consider, as well as maintain compliance standards and regulations for safety-sensitive positions.

COMMONLY ASKED QUESTIONS

How Does it Work?

When an employee applies, they are asked to sign a written consent for the release of their drug and alcohol test records from each employer within the last three years.

  • If an employee does not consent, they cannot be hired for a safety-sensitive position.
  • If an employee consents, they may begin working in a safety-sensitive position for up to 30 days while their records process. If the records aren’t processed within the 30-day period, the employee may continue to work in the safety-sensitive position as long as the employer documents a good faith effort to obtain the records from the previous employers.   

What Will be Requested?

When requesting a previous employer check, employers must request the following information:

  • Alcohol tests with a result of 0.04 or higher
  • Verified failed drug tests
  • Any refusals to test (including verified adulterated or substituted drug tests)
  • If the employee has been denied safety-sensitive positions in the past two years
  • (If applicable) Documentation of DOT return-to-duty requirements, including follow-up tests

DOT Previous Employer Checks

This check is required for each DOT regulated employee and must be conducted within 30 days of hire. It must be conducted for each employer the applicant held a DOT regulated position in the last three years. This information is obtained by contacting each previous employer. A release is required before this type of investigation is processed.

Information provided through this search includes:

  • Dates of Employment
  • Alcohol tests with a result of 0.04 or higher
  • Verified positive drug tests
  • Refusals to test
  • Other violations of DOT agency drug and alcohol testing regulations Information obtained from previous employers of a drug and alcohol rule violation
  • Documentation, if any, of completion of the return-to-duty process following a rule violation
  • If Commercial Motor Vehicle was driven(CMV) and what type
  • Reason employee left company
  • Accident information (date, location, # of injuries/fatalities) Hazardous spill information

Who Keeps Employee Records?

Previous employers have 30 days to provide the requested information to the prospective employer after receiving the employee’s written consent. They must also maintain a written record (fax, email, letter) of the information released with the date, the party to whom it was released, and the information that was provided.

Employers who are requesting information from past employers must also maintain a written record of the information obtained, or of the good faith efforts made to gather the information for three years following the employee’s first day of safety-sensitive duties performed.

DISA offers drug and alcohol testing services to help you maintain DOT regulations and requirements. For more information call DISA today at 281-730-5509