Substance use disorder (SUD), commonly referred to as substance abuse, is a prevalent problem for CDL drivers. Numerous factors may contribute to drivers turning to drugs, including loneliness on the road (especially for long-haul drivers), fighting fatigue during late night or early morning runs, and even boredom while waiting for their next load.
The industry and Federal Motor Carrier Safety Administration (FMCSA) have struggled to help these drivers and reduce the number of violations related to SUD.
According to the latest FMCSA Clearinghouse report, the percentage of CDL drivers misusing substances continues to climb. Drivers have tested positive 37,806 times for marijuana alone since the Clearinghouse was introduced in 2020.
Operating a commercial motor vehicle (CMV) comes with many risks on its own, but adding SUD to the mix can only make it more dangerous for your driver and those they share the roadways with. Their cognitive function and judgment can be impaired, causing them to drive faster and make poor decisions – both potentially leading to crashes and lawsuits.
You, as an employer, can make a difference with SUD among CDL drivers. We suggest starting with these four ideas:
Keep reading to ensure you have the solutions you need to combat this situation.
If a CDL driver produces a non-negative drug test result, it may open the door to having a conversation about substance use disorder. It’s never easy to talk about, even with your closest coworkers, but we encourage you to tread lightly.
Your driver must comply with federal guidelines that involve being removed from their safety-sensitive duties. You may need to find someone to fill their shoes while they complete the return-to-duty process.
The return-to-duty process involves crucial steps that can help your driver and business get back on track. Your employee will need to be evaluated by a Substance Abuse Professional (SAP) and complete a treatment program directed by the SAP.
We cover everything you need to know about the process in this Foley article. If you have any questions about this sensitive process, Foley’s drug and alcohol compliance experts are here to help. Don’t hesitate to reach out!
If your employees are constantly reminded that substance use is not tolerated at your company, they may be less likely to turn to drugs knowing their job is on the line.
Designate a time to review your written drug and alcohol policy (which is required by the FMCSA) on at least a monthly basis to ensure both new and long-time employees are aware of what is expected of them, both at your workplace and in the cab. They should understand that their choices can impact many more lives than just their own.
Emphasizing your drug and alcohol random testing program may also encourage employees to stay clean, as they could be tested at any time.
Tackling substance use disorder on your own or with the help of your HR department isn’t always possible. You may need support from trained professionals who can assist you with educating your fleet or working with employees who struggle with SUD, mental health, and other conditions that can affect their job performance and satisfaction.
You have the power to be an ally to your employees. Any step toward helping them through their struggles can ultimately lead to them living a clean, healthy lifestyle.
Not only is it a federal requirement, but a DOT-compliant drug and alcohol testing program also helps ensure you’re hiring and maintaining a safe fleet.
Foley’s drug and alcohol testing program has everything you need to be compliant, including a written policy, a drug and alcohol random testing program, return-to-duty process/follow-up testing, and even 24/7 online support.
Get to know the Foley drug and alcohol testing software by calling our DOT compliance specialists or signing up for a free software demo.
Soon enough, you’ll know why so many federally regulated companies like yours depend on Foley for their drug and alcohol testing compliance solutions. Fill out the form now to get started.