RUL 05.56.01 – General and Commercial Driver’s License Holders (CDL)
Authority: Associate Vice Chancellor for Human Resources
History: First Issued: June 5, 2008. Last Revised: May 17, 2023.
Related Policies:
NCSU REG05.55.04 – SHRA Recruitment and Selection
Additional References:
NCSU Human Resources CDL Alcohol and Drug Testing
Federal Department of Transportation
FMCSA (Federal Motor Carrier Safety Act)
Contact Info: Supervisor, HR Service Center (919-515-2135)
A commercial driver’s license (CDL) is required for individuals who must in the course of their employment operate vehicles with a gross weight rating of 26,001 or more pounds, vehicles designed to transport 16 or more passengers (including the driver), and vehicles used to transport hazardous materials that are required to be placarded by the Hazardous Materials Transportation Administration.
1. Covered Individuals
1.1 Final candidates for position vacancies that require a Commercial Driver’s License (CDL) must undergo controlled-substance (drug) testing after a job offer is made and prior to assuming driving duties.
1.2 Current employees who are required to possess a valid CDL to perform job duties are subject to random controlled-substance (drug) testing.
2. Procedures
2.1 Human Resources coordinates split-specimen drug testing of final candidates and employees through an outside vendor. Employing departments are responsible for test costs.
2.2 The final candidate for a position requiring a CDL must meet with a Human Resources representative to sign a Release of Information form, and, if applicable, verify the past three years of employment for which a CDL was required. Human Resources obtains previous drug and alcohol testing results from such prior employers. If there is history regarding a positive test result, the candidate may be removed from consideration for employment or the hiring department may choose to allow the candidate to be hired with proof of completion of return-to-duty requirements from the previous employer. If the candidate does not grant permission for the release of information, he/she is not eligible for employment.
2.3 Applicants must be tested post-offer and prior to assuming safety-sensitive duties. Applicants who test positively and are removed from consideration may reapply after six months. Applicant test results are provided to applicants requesting such in writing within sixty (60) days of being notified of the university’s decision not to hire. Applicants also receive information on substance abuse assistance.
2.4 Employees who are subject to random testing are selected for testing by the vendor. Human Resources notifies the employing department of scheduled tests. Employees must immediately stop performing driving duties and report to the collection/testing facility.
2.5 Supervisors of CDL positions are required to undergo required federal Department of Transportation (DOT) training to recognize ‘reasonable suspicion’ indicators of controlled substance use. This training is offered at least once a year. If a supervisor who has received required training observes behavior/signs of possible alcohol or drug use immediately before, during, or after driving, the employee may be directed to undergo reasonable suspicion testing. The supervisor must notify Human Resources to arrange for testing. The employee must be transported to and from the collection/testing facility. Tests must be completed within eight hours of suspicion of alcohol and 32 hours for controlled substances. The employee may not perform driving duties until negative test results are received.
2.6 If an employee in a CDL position is involved in an accident while driving for the University where a fatality occurs, or if a moving traffic violation is issued and there is bodily injury or damage that disables the vehicle, the employee must undergo post-accident alcohol and drug testing. Tests should be performed immediately after the accident, however the alcohol test must be performed within eight hours and the drug test must be administered within 32 hours. Human Resources will advise on repercussions of positive results. Employees are subject to disciplinary action up to and including termination of employment.
2.7 Employees who refuse random, reasonable-suspicion, or post-accident testing are subject to disciplinary action, up to and including dismissal, and are referred for evaluation by a substance abuse professional.