DOT Drug Testing Panel Changes In 2018.
The DOT made a few rule changes that go into effect on January 1st, 2018. The most significant change is the addition of four opioids to the DOT drug testing panel. Adding to the standard DOT panel, employees will be drug tested for these four semi-synthetic opioids:
These changes are part of the recent efforts by the Fed to help address the nation-wide opioid epidemic in the United States. The four opiods added remain consistent with the recent changes to the HHS Mandatory Guidelines.
Other changes to the DOT drug test panel include adding methylenedioxyamphetamine (MDA) as an initial test analyte. Also, methylenedioxyethylamphetamine (MDEA) removed as a confirmatory test analyte.
How does this affect DOT-regulated employers and employees?
In addition to the standard DOT panel, employees will be drug tested for four opioids (hydrocodone, oxycodone, hydromorphone, and oxymorphone).
Some common names for these opioids include OxyContin®, Percodan®, Percocet®, Vicodin®, Lortab®, Norco®, Dilaudid®, Exalgo®. Also, employees will no longer be drug tested for MDEA.
How should DOT-regulated employers stay in compliance.
As part of the changes to the HHS Mandatory Guidelines, the Director of Division of Workplace Programs at SAMHSA made a few suggestions for employers:
- Review and amend your drug-free workplace plan to update the term "opiates" to "opioids"
- Notify all DOT regulated applicants and employees that:
- MDEA will no longer be tested on the standard panel
- Oxycodone, oxymorphone, hydrocodone, and hydromorphone added to the standard panel
- Remind employees of the availability of assistance, treatment, and rehabilitation. These are available through the agency's Employee Assistance Program.
- Notify drug testing service providers of the date that testing of the four semi-synthetic opioids is to begin. This includes collectors, laboratories, and Medical Review Officers, and third-party drug testing administrators.
- Change any existing contracts or agreements.
The final rule also clarifies drug-testing program provisions and definitions, and makes technical amendments.
Here's a summary of additional rule changes:
- Employers and C/TPAs no longer have to submit blind samples.
- Several of the MRO's drug test review processes modified.
- Three more fatal flaws added to the laboratory reporting list.
- The shy bladder process modified so that the collector will discard any specimen provided during the collection event when the employee does not provide enough specimen by the end of the three hour wait period.
- Collectors, alcohol testing technicians, MROs, and Substance Abuse Professionals subscribe to ODAPC's list-serve.
- Unauthorized use of DOT-branded items (such as logos or emblems) on a service agent’s website, publications, etc., could be a basis for the DOT to start a Public Interest Exclusion proceeding.
- The list of NHTSA-approved Alcohol Screening Devices and Evidential Breath Testing Devices will appear on ODAPC’s website.
- The DOT added a new section reiterating that, in the DOT testing program, only urine specimens collected and analyzed at HHS-certified laboratories.
- The DOT added language further emphasizing the existing DOT prohibition on the use of DNA testing on DOT drug-testing specimens.
- The final rule made minor modifications to certain section headings.
- The final rule moved the list of Substance Abuse Professional (SAP) certification organizations from the rule text to ODAPC's website.
- The final rule moved the MIS instructions from Appendix H to ODAPC’s website.
- Outdated compliance dates removed and links updated.
- Appendices B, C, D, and H updated.
We agree that the addition of the four opioids to the DOT drug testing panel is an important safety improvement. For employers, this is the most significant change to your DOT drug testing program. Other rule changes affect service agents involved in the DOT drug testing process. Employers, be sure to amend your drug-free workplace policy and notify your DOT covered employees.
Read the final rule on ODAPC's website here.