Drug & Alcohol
Tests

Drugfree workplaces
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Unnounced Drug
Test

11 Drug and Alcohol test with one sample

Crew Pre-Join
Drug and Alcohol Tests

Prevent hiring individuals who use illegal drugs

Post-Incident
Testing

Get important information to use as a tool
when analyzing the causes of workplace incidents

Drug & Alcohol Testing

Drugs and alcohol can have a truly damaging effect on board a vessel. We have the coverage, flexibility and experience to offer exactly the testing you need, where you need it so you can manage risk and keep your crews safe.

Our Motto

Drugs are a waste of time. They destroy your memory and your self-respect and everything that goes along with your self esteem.

— Kurt Cobain

Fast and Reliable Results

Our Custom made German Drug Tests give the most accurate results within minutes.

Questions and Answers

  • What is Detection Time in Urine Based at Standard Cut-off ?

    Detection time for Alcohol is upto 12 hours, For Drug parameters it change between 1 to 4 days generally. For Methaqualone it is 3 to 7 days, for Phencyclidine it is 7 to 14 days ,For Propoxyphene it is 6 to 36 days.

  • Which parameters can be tested on board?

    • Parameters
      Cut-Off
    • AMP1000 Amphetamine
      1000ng/ml
    • BAR Barbiturate
      300ng/ml
    • BUP Buprenorphine
      10ng/ml
    • BZD Benzodiazepine
      300ng/ml
    • COC Cocaine
      300ng/ml
    • MDMA/XTC Ecstasy
      500ng/ml
    • MET Methamphetamine
      1000ng/ml
    • MOR Opiate/Morphine
      300ng/ml
    • MTD Methadone
      300ng/ml
    • TCA Trizykl. antidepressants
      1000ng/ml
    • THC Cannabinoid
      50ng/ml
    • ALC Alcohol
      2‰
  • How should I collect and store a urine sample?

    You should:

    • collect your urine sample in a completely clean (sterile) container
    • store it in a fridge, in a sealed plastic bag, if you can’t hand it in straight away

     

    Collecting a urine sample

    Your doctor or another healthcare professional should give you a container and explain how you should collect the urine sample.

    You can collect a urine sample at any time of day, unless your GP or practice nurse advises you otherwise.

    The types of urine sample you might be asked for include a random specimen, first morning specimen or timed collection.

    To collect a clean urine sample:

    • label the container with your name, date of birth and the date
    • wash your hands
    • start to urinate, but don’t collect the first part of urine that comes out
    • collect a sample of urine “mid-stream” (see below) in a sterile screw-top container
    • screw the lid of the container shut
    • wash your hands thoroughly

    If your doctor gives you any other instructions, follow these.

    What is a mid-stream urine sample?

    A mid-stream urine sample means that you don’t collect the first or last part of urine that comes out. This reduces the risk of the sample being contaminated with bacteria from:

    • your hands
    • the skin around the urethra (tube that carries urine out of the body)

    Storing a urine sample until you hand it in

    If you can’t hand your urine sample in within an hour, you should keep it in the fridge at around 4C (39F) for no longer than 24 hours. Put the container of urine in a sealed plastic bag first. If the urine sample isn’t kept in a fridge, the bacteria in it can multiply. If this happens, it could affect the test results.

  • How can we get the result for longer period of duration for Drug Tests?

    Hair analysis in the laboratory

    Hair is most appropriate in proving consumption or
    abstinence of alcohol, drugs and medication over a
    longer period of time with one single analysis.

    Detection Time in Hair

    With the use of hair analysis, the consumption of
    drugs and medication can be detected for a significantly
    longer period of time than in the case of bloodand
    urine analysis. The consumed substances or its
    degradation products are “stored” in the hair roots
    and will remain permanently within the hair matrix.
    The exact detection period is dependent on the
    length of the hair. Considering an average hair growth
    rate of about 1 cm per month, a 12 cm hair sample
    reflects the consumption behaviour of a whole year.
    With the use of the alcohol marker ethylglucuronide,
    chronic or excessive alcohol abuse can be
    detected in hair. Just as with drugs and medication,
    1 cm of hair covers a detection period of
    one month. However, when analysing the hair for
    alcohol, it is recommended to use a three month detection
    period. Accordingly, two samples need to be
    examined to prove consumption or abstinence for a
    period of half a year and four samples for a whole
    year respectively.

Why Choose SAY-MED?

SAY-MED Drug & Substance Testing specialises in drug and alcohol screening in the workplace. We provide a range of professional, discreet, and efficient services including:

  • Drug and alcohol screening

  • Training of managers and employees

  • Policy formation

  • Programme implementation

Drug & Alcohol screening falls into the following categories:

  • Pre-employmentRandom

  • Post-inciden

  • Reasonable cause

  • Rehabilitation

You can choose 12 Parameters to be tested with one sample among 28 Drug parameters & Alcohol :

  • Cannabis

  • Cocaine

  • Amphetamine

  • Benzodiazepines

  • Tricyclic antidepressants

  • Barbiturates

  • Methadone

  • Methamphetamine

  • MDMA (Ecstasy)

Usage of Drugs by 12th Grade

Alcohol 35.3%
Cigarettes 11.4%
Illicit Drugs 23.6%

Regulations

  • International Maritime Organization

    Previously the Inter-Governmental Maritime Consultative Organization (IMCO), the IMO’s primary purpose is to develop and maintain a comprehensive regulatory framework for shipping

    Its remit today includes safety, environmental concerns, legal matters, technical co-operation, maritime security and the efficiency of shipping. The IMO is the source of approximately 60 legal instruments that guide the regulatory development of its member states to improve safety at sea, facilitate trade among seafaring states and protect the maritime environment. The most well known is the International Convention for the Safety of Life at Sea (SOLAS).

    Recent initiatives at the IMO have included:

    • Amendments to SOLAS, which upgraded fire protection standards on passenger ships
    • The International Convention on Standards of Training, Certification and Watchkeeping for Seafarers (STCW), establishing basic requirements on training, certification and watchkeeping for seafarers
    • The Convention on the Prevention of Maritime Pollution (MARPOL 73/78), requiring double hulls on all tankers
  • International Ship and Port Security (ISPS)

    In December 2002, new amendments to the 1974 SOLAS Convention were enacted. These amendments gave rise to the International Ship and Port Facility Security (ISPS) Code, which went into effect on 1 July 2004

    Introduced as a counter to terrorism, the code addresses the need for awareness and alertness, and an understanding of the risks that could leave organisations and facilities vulnerable to terrorist threats. The ISM and ISPS Codes are designed to protect all seafarers. The underlying message of both Codes is that seafarers must be in a fit state to carry out their duties. They have to ensure that measures are carried out, that equipment is fully functional, and they must remain alert to unusual circumstances.

  • International Safety Management (ISM)

    Maritime organisations must show that they have management procedures in place to minimise the safety and business critical risks created by drugs and alcohol

    The Code expects the provision of safe practices in ship operation and a safe working environment, and it is expected that seafarers will be medically fit.

  • IMO Standards of Training, Certification and Watchkeeping (STCW) Regulations

    MARPOL relates to the prevention of pollution of the marine enviroment by ships both operationally or due to accidental causes internationally

    Orginally adopted by the IMO in 1973 the protocol of 1978 was due to a number of tanker accidents between 1976-77. As the convention of 1973 had not come into play the 1978 protocol took over the parent convention. in 1983 this combination came into force and was upsated in 1997 and 2005.

    “The Convention includes regulations aimed at preventing and minimizing pollution from ships – both accidental pollution and that from routine operations – and currently includes six technical Annexes. Special Areas with strict controls on operational discharges are included in most Annexes.”

  • International Labour Organisation (ILO)

     The ILO’s Maritime Labour Convention (MLC) 2006 provides comprehensive rights and protection at work for the world’s more than 1.2 million seafarers

    They have created a set of regulations to promote decent working condition for seafarers, covering aspects such as:

    • Minimum requirements for seafarers to work on a ship
    • Conditions of employment
    • Accommodation, recreational facilities, food and catering
    • Health protection, medical care, welfare and social security protection
    • Compliance and enforcement

    The regulation applies to vessels :

    1. 500 gross tonnage or over, engaged in international voyages; and
    2. 500 gross tonnage or over, flying the flag of a Member and operating from a port, or between ports, in another country.

    Some relevant aspects of the MLC that apply to drug and alcohol testing, health and related services are:

    Medical Certification

    Regulation 1.2 – Medical certificate
    Purpose: To ensure that all seafarers are medically fit to perform their duties at sea

    Standard A1.2 – Medical certificate

    • Prior to beginning work on a ship, seafarers hold a valid medical certificate
    • Ensure that medical certificates genuinely reflect seafarers’ state of health
    • The medical certificate shall be issued by a duly qualified medical practitioner
    • Each medical certificate shall state in particular that
      • The hearing and sight of the seafarer concerned, and the colour vision in the case of a seafarer to be employed in capacities where fitness for the work to be performed is liable to be affected by defective colour vision, are all satisfactory; and
      • The seafarer concerned is not suffering from any medical condition likely to be aggravated by service at sea or to render the seafarer unfit for such service or to endanger the health of other persons on board.

    Guideline B1.2 – Medical certificate
    Persons concerned with the conduct of medical fitness examinations of seafarer candidates and serving seafarers should follow the ILO/ WHO Guidelines for Conducting Pre-sea and Periodic Medical Fitness Examinations for Seafarers.

    Health and Safety

    Regulation 4.3 – Health and safety protection and accident prevention
    Purpose: To ensure that seafarers’ work environment on board ships promotes occupational safety and health

    Standard A4.3 – Health and safety protection and accident prevention

    • Adoption and effective implementation and promotion of occupational safety and health policies and programmes
    • Reasonable precautions to prevent occupational accidents, injuries and diseases on board ship
    • On-board programmes for the prevention of occupational accidents, injuries and diseases and for continuous improvement in occupational safety and health protection
    • Address all matters relevant to the prevention of occupational accidents, injuries and diseases
    • Development and implementation of ships’ occupational safety and health policies and programmes shall be considered as meeting the requirements of this Convention.

    Guideline B4.3.1 – Provisions on occupational accidents, injuries and diseases

    • Take into account the ILO code of practice entitled Accident prevention on board ship at sea and in port, 1996
    • The assessment of risks and reduction of exposure should take account of the physical occupational health effects and occupational accidents.

    Drug and Alcohol

    Guideline B4.3.1 – Provisions on occupational accidents, injuries and diseases
    The competent authority should ensure that the national guidelines for the management of occupational safety and health address the following matters, in particular:

    • The effects of drug and alcohol dependency

    In addition, the competent authority should ensure that the implications for health and safety are taken into account, particularly in the following areas:

    • The effects of drug and alcohol dependency

    Guideline B4.3.10 – Instruction in occupational safety and health protection and the prevention of occupational accidents
    Education and training of young seafarers both ashore and on board ships should include guidance on the detrimental effects on their health and well-being of the abuse of alcohol and drugs and other potentially harmful substances.

    Chemical and Biological Effects

    Guideline B4.3.1 – Provisions on occupational accidents, injuries and diseases
    The competent authority should ensure that the national guidelines for the management of occupational safety and health address the following matters, in particular:

    • The effects of ambient factors

    The assessment of risks and reduction of exposure on the matters referred to in paragraph 2 of this guideline should take account chemical and biological occupational health effects.

    HIV

    Guideline B4.3.1 – Provisions on occupational accidents, injuries and diseases
    The competent authority should ensure that the national guidelines for the management of occupational safety and health address the following matters, in particular:

    • HIV/AIDS protection and prevention

    In addition, the competent authority should ensure that the implications for health and safety are taken into account, particularly in the following areas:

    • HIV/AIDS protection and prevention.

    Guideline B4.3.10 – Instruction in occupational safety and health protection and the prevention of occupational accidents
    Education and training of young seafarers both ashore and on board ships should include guidance on the detrimental effects on the risk and concerns relating to HIV/AIDS and of other health risk related activities.

  • Oil Companies International Marine Forum (OCIMF) Drug and Alcohol Guidelines

    OCIMF is made up of 93 oil companies and their mission is to be the foremost authority on the safe and environmentally responsible operation of oil tankers and terminals, promoting continuous improvement in standards of design and operation

    They have a simple 2 page document that summarises their recommendations.

    These are that shipping companies should have a clearly written policy on drug and alcohol abuse that is easily understood by seafarers as well as shore-based staff. To support this policy companies should have rules of conduct and controls in place, with the objective that no seafarer will navigate a ship or operate its onboard equipment whilst impaired by drugs or alcohol.

    OCIMF recommends that seafarers be subject to testing and screening for drugs and alcohol abuse by means of a combined programme of un-announced testing and routine medical examination. The frequency of this un-announced testing should be sufficient so as to serve as an effective deterrent to such abuse. These general principles are referenced by many maritime companies.

  • OCIMF Ship Inspection Report Programme (SIRE)

    SIRE was introduced by OCIMF in 1993 to address concerns raised about sub-standard shipping

    The SIRE Programme is an assessment tool designed for ship operators, terminal operators, charterers and government bodies who are concerned with ship safety. In the tanker industry SIRE has raised awareness on the importance of meeting minimum tanker quality and ship safety standards. The SIRE system is a very large database of up-to-date information about tankers, smaller vessels and barges. 8000 vessels currently in database, their assessment report are available (sold to) for all OCIMF members.

  • OCIMF Tanker management self assessment (TMSA)

    This self assessment programme provides ship operators with a way to measure and improve their own safety management systems

    Performance indicators are provided for which they can use for assessment and the results can be used to develop an improvement plan to move towards safety and environmental excellence.

  • Exxon Mobil Tanker Time Charter Party

    Under this charter there is a section on having a drug and alcohol policy for the charter term

    This policy is about drug and alcohol abuse which must be applicable to that vessel and at the very least meeting the standards in the latest edition of OCIMF Guidelines for the Control of Drugs and Alcohol Onboard Ship. Alcohol impairment is defined as a blood alcohol content os 40mg/100ml or greater. Drug and alcohol screening is applicable to all of the vessels officers and will be both part of routine medical examinations and unannounced. To become an effective deterrent the testing should have frequency to do so and all officers should be tested at least one a year. The policy must remain through the charter term and complied with. Anyone who returns a positive test, refuses to have a test, or is deemed unfit for duty due to impairment from drug or alcohol use will be removed from the vessell and cannot return while the charter term is still running.

  • United States Coast Guard (USCG)

    Regulations apply to any US flagged vessel operating in US Coastal waters

    Testing must be carried out pre-employment, randomly at a rate of at least 50% per annum, and post accident.

    There are specific regulations for reportable marine casualties. USCG 46 CFR 4.06-5 has requirements for alcohol testing following a serious marine incident (SMI) (effective June 20, 2006). Drug and alcohol testing must be conducted on each individual engaged or employed on board the vessel who is directly involved in the SMI.The alcohol testing of each individual must be conducted within 2 hours and the drug-test specimens must be collected within 32 hours of when the SMI occurred, unless precluded by safety concerns directly related to the incident.

    As a consequence vessels have to carry appropriate breath or saliva testing devices for alcohol, and have the means to arrange for the collection of urine samples for drug tests.

  • USCG Drug And Alcohol Testing Overview

    Introduction

    This overview summarizes U.S. Coast Guard requirements for the drug and alcohol testing regulations in Title 46 Code of Federal Regulations (CFR) Parts 4 and 16. Because the Coast Guard has established minimum drug and alcohol testing requirements for the merchant marine industry, this paper is designed to simplify those regulations into a practical guide for the marine employer. If a highly technical, legal, or unique problem arises, consult the regulations, the nearest Coast Guard Marine Safety/Inspection Office, or the District Eight Drug and Alcohol Program Inspector at (985) 589-6195.

    Categorized into two parts, this guide will amplify the important areas of the regulations. First Part 16 is applicable to those crewmembers who serve on U.S. Flag commercial vessels. These regulations describe the program requirements for pre-employment, random, reasonable cause, periodic, and post-casualty drug testing (serious marine incident). The requirement for an education and training program is also described.

    Secondly, Part 4 discusses the chemical testing requirements for all persons, which includes foreign crewmembers who are directly involved in a serious marine incident while serving onboard any commercial vessel upon the navigable waters of the U.S., it’s territories or possessions.

    The Coast Guard regulations for operating a Vessel While Under the Influence of Alcohol or a Dangerous Drug (33 CFR 95) are not addressed in this overview.

    Program Overview

    The regulations in 46 CFR Parts 4 and 16 were developed and first promulgated in 1988 as part of the Department of Transportation (DOT) program to address drug and alcohol use in the U.S. transportation system. The regulations developed by the Coast Guard set the minimum requirements for testing in the marine industry. Testing conducted under these regulations is limited to five dangerous drugs (marijuana, cocaine, opiates, amphetamines, and phencyclidine (PCP)) and alcohol. All dangerous drug samples collected as part of these regulations are urine samples and must be analyzed at Health and Human Services (HHS) certified labs in accordance with DOT procedures contained in 49 CFR 40. A marine employer may conduct DOT tests more often than required. However, if an employer wishes to test for additional drugs, or use a different cutoff level the employer must keep such a program separate from the DOT required testing program, including separate sample collections.

    Applicability

    Certain crewmembers are subject to the regulations of Part 16. If a license, Certificate of Registry (COR), or Merchant Mariner’s Document (MMD) is required by at least one person on the vessel, then that person, and possibly more could be subject to the regulations based upon their responsibilities on the vessel. Each vessel must be evaluated independently using the definitions of “crewmember” and “operation” to determine person-specific applicability. With the exception of serious marine incident testing requirements, the regulations contained in Part 16 are not applicable to foreign flag vessels or those vessels that do not require licensed personnel. Examples of vessels where licensed personnel are not required (and therefore these regulations do not apply) are towing vessels under 26 feet in length and commercial fishing industry vessels under 200 gross tons.

    Testing Methodology

    DOT testing is only allowed for alcohol and the five specific drugs mentioned above. Testing for drugs is conducted through urine samples, while testing for alcohol in the marine industry may be conducted using breath or blood. If blood is tested, only a qualified medical person may collect it. Breath testing may be done by anyone trained to conduct such tests. The Coast Guard does not mandate the use of Evidential Breath Testing devices. All urine samples must be collected, handled, analyzed and results reported in accordance with DOT-wide urine collection requirements located at 49 CFR 40. For more information on these collection procedures, contact the Secretary of Transportation’s Office of Drug and Alcohol Policy and Compliance at (202) 366-3784.

    Urine samples collected in order to meet the requirements of the Coast Guard rules may not be tested for any other drugs. If an employer wants to test for other drugs, samples must be collected and processed separately from samples used for DOT tests.

    Responsibilities of the Employee

    Employees must provide a urine sample for drug testing, and a blood or breath sample for alcohol testing, when directed by their marine employer.

    Responsibilities of the Marine Employer

    Any one or more of the following may be considered a marine employer: the owner of a vessel, the managing operator, the charterer, the agent, the master, or other person in charge. The marine employer is responsible for administering drug and alcohol testing programs for their employees.

    The marine employer will safeguard the confidentiality of the program and shall not release drug testing or other personal information except to the person who was tested, to a third party that the tested person specifies in writing, or to the Coast Guard.

    The marine employer must establish an Employee Assistance Program (EAP). This EAP must include education and training.

    The EAP education program must include the display and distribution of:

    (1) information on drug use/abuse,
    (2) the employer’s drug and alcohol policy, and
    (3) a community substance abuse hot-line telephone number for crewmember assistance.

    The EAP training program must include:

    (1) the effects of drug and alcohol use on personal health safety and the work environment,
    (2) the behavioral indications of drug use/abuse, and
    (3) documentation of training completed by employees.

    Supervisors must be given at least sixty minutes of training.

    A crewmember who holds a license, COR, or MMD who refuses to provide a test sample should be reported to the nearest Coast Guard Marine Safety/Inspection Office for the Coast Guard to take action in accordance with applicable laws and regulations.

    The marine employer must collect drug and alcohol testing program data for input to the Management Information System (MIS). This data is collected for each calendar year, January 1 to December 31, and must be submitted to Commandant (G-MOA), U.S. Coast Guard, by March 15 of the following year on Form CG-5573. The form and its instructions may be obtained at any Marine Safety/Inspection Office. Data may be submitted by a drug testing consortium, if used, on behalf of a marine employer. If a marine employer uses a drug testing consortium, the marine employer must notify Commandant (G-MOA) in writing of the consortium or representative that will submit the employer’s data, and remains responsible for ensuring that the data is submitted and is accurate.

    The following drug and alcohol data is required to be submitted:

    1) Number of covered employees.
    2) Number of covered employees subject to testing under the anti-drug rules of more than one DOT agency because of the nature of their assigned duties, identified by each agency.
    3) Number of drug and alcohol tests by test type.
    4) Number of positive drug test results verified by a Medical Review Officer (MRO) by test type and type of drug(s), and number of alcohol tests resulting in a blood alcohol concentration of .04 percent by weight or more by test type.
    5) Number of negatives reported by a MRO by type of test.
    6) Number of applicants denied employment based on a positive drug test result verified by an MRO.
    7) Number of marine employees with a positive drug test result verified by an MRO, who were returned to duty in a covered position, having met the requirements of 49 CFR Part 40 and 46 CFR Part 5.
    8) Number of marine employee drug test results that MROs verify positive for more than one drug or combination of drugs.
    9) Number of covered employees who refused to submit to a Coast Guard required drug test.
    10) Marine employee training and education information.
    11) Occasions for Drug and Alcohol Testing.

    Occasions for Drug and Alcohol Testing

    The regulations require five types of testing:

    Pre-employment: A crewmember must pass a drug test before an employer may employ him/her. A prospective crewmember who submits a urine sample cannot be employed until a negative test result is confirmed.

    Periodic: Periodic tests are the responsibility of the individual mariner, not the marine employer, for transactions involving licenses, CORs, or MMDs. Drug test results must be submitted to the Coast Guard Regional Exam Center at the time of the license, COR, or MMD transaction.

    Random: An employer must conduct random drug testing of certain crewmembers at an annual rate of not less than 50%.

    Reasonable cause: An employer shall require any crewmember who is reasonably suspected of using drugs to be tested for drugs and/or alcohol.

    Post accident: A person (not necessarily a crewmember) who is directly involved in a serious marine incident must be tested for drugs and alcohol. Post-accident testing applies to all serious marine incidents involving commercial vessels regardless of flag of origin. More specifically, this includes crewmembers aboard foreign flag vessels who are directly involved in serious marine incidents occurring in U.S. waters.

    Definition of a Positive Drug Test

    A positive drug test of a urine sample is one, which a designated Medical Review Officer (MRO) verifies as positive. The MRO is a licensed physician with knowledge of substance abuse, chemical testing, and related subjects. The marine employer must ensure that all of the test results are sent from the lab to the employer’s designated MRO. Only when the MRO verifies a person’s confirmed positive test result from the lab and reports the test as positive to the marine employer has that person then failed the drug test. The MRO evaluates and investigates the confirmed positive reports from the lab to determine if there is any legitimate explanation for the positive test (prescriptions, etc.). The MRO also reviews the chain-of-custody and other procedures to insure that there is no possibility of error or “mix-up.” If there is a legitimate explanation or a possibility of error, the MRO will not verify the test as positive.

    Consequences of a Positive Test

    Marine employers must make a written report to the Coast Guard of all positive drug tests resulting from any required testing of any individual who has a license, COR, or MMD issued by the Coast Guard. Positive test results must be reported both for present and prospective employees. The marine employer must make this report whether or not the individual was hired or not hired, and regardless if the position was one where a license, COR, or MMD is required. As long as the person has credentials issued by the Coast Guard, and if they test positive, a report must be made to the Coast Guard.

    Marine employers are not required to report positive pre-employment drug test results to the Coast Guard for persons who do not have licenses, CORs, or MMDs. However, these individuals still may not be employed.

    All drug and alcohol test results must be reported for persons tested, regardless of citizenship, following a serious marine incident, whether or not they hold Coast Guard issued credentials.

    Yearly MIS reports are required. See the discussion under “Responsibilities of the Marine Employer.

    Required Record Keeping

    For tests reported positive by the MRO, the marine employer is to keep the records for at least five years. All negative test results are to be kept for at least one year.

    A marine employer must have test records that will permit an individual to obtain confirmation that he/she has passed a pre-employment test and has been subject to random testing. A marine employer must also have records, which reflect:

    (1) The total number of individuals chemically tested annually for dangerous drugs in each of the categories of testing required, and

    (2) The number of individuals who tested positive and for what types of drugs.

    Employers are required to retain a previous employee’s DOT drug and alcohol testing records for three years. This also includes pre-employment DOT drug and alcohol test results for potential employees (applicants), even if the applicant was not hired.

    Before placing an employee in a safety-sensitive position, you must obtain the employee’s written consent and request information from all DOT-regulated employers for whom the employee has worked within the previous two years. Procedures on requesting information, as well as specific information to request can be found in 49CFR40.25.

    Citations of the Code of Federal Regulations

    46 CFR 4.06 Coast Guard – Mandatory Chemical Testing Following Serious Marine Incidents Involving Vessels in Commercial Service.

    46 CFR 16 Coast Guard – Chemical Testing: types of testing required and procedures for the marine employer (when and who to test).

    49 CFR 40 DOT – Procedures for Transportation Workplace Drug Testing Programs: procedures for all DOT-regulated drug testing, includes technical regulations for collection and testing (how to test).

    33 CFR 95 Coast Guard – Operating a Vessel While Under the Influence of Alcohol or a Dangerous Drug: sets the standard for alcohol intoxication and contains authority for chemical testing, primarily for alcohol. 33 CFR 95 is not discussed in this guide.

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