Having a Designated Employer Representative (DER) Is Critical for Companies Who Perform Regulated Drug Testing

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Having a Designated Employer Representative (DER) Is Critical for Companies Who Perform Regulated Drug Testing

A blog entry titled “New to Drug Testing: Designated Employer Representative” from leading workplace drug screening provider Quest Diagnostics that featured a Designated Employer Representative (DER) who agreed to share her 10 years of experiences and responsibilities concluded that having a DER “is critical for companies who do regulated drug testing.”

The entry on the Quest Diagnostics Employer Solutions Blog explained that after employers implement a drug testing program the DER is responsible for educating employees, conducting drug and alcohol tests, ensuring program confidentiality, maintaining documentation, and ensuring the program complies with U.S. Department of Transportation (DOT) regulations.

“The DER is the main point of contact between the employer, donor, and drug testing provider. They receive drug test results and other communications on behalf of the employer. As such, every DER should have the knowledge and authority to make decisions about their employer’s drug and alcohol testing program,” stated the blog written by a Quest Diagnostics employee.

“The DER is authorized by the employer to take immediate action to remove or cause employees to be removed from safety-sensitive duties and to make decisions required in the drug testing and evaluation process. The role of the DER is vital to keeping the company in compliance with DOT agency regulations,” stated the blog, which outlined other DER responsibilities.

“For non-regulated companies, a Human Resources, Safety, or Medical professional should be able to undertake the responsibilities of a DER. With all the different pieces of information coming from several sources, it’s comforting to know that a single person manages the daily drug testing operations for an employer,” concluded the blog, which is available here.

ClearStar is a leading Human Resources technology company specializing in background checks, drug tests, clinical testing, and occupational health screening. ClearStar offers drug testing that is fully integrated with major laboratories with a single candidate invite for all services via email or text. For more information about drug testing, contact ClearStar.

On September 21, 2022, ClearStar will sponsor a free webinar titled “Continuing the Discussion: A Deep Dive Into 5 More States’ Drug Testing Laws” hosted by Bill Current, President and Founding Partner of the Current Consulting Group, LLC (CCG), and CCG Senior Legal Consultant Yvette Farnsworth Baker, Esq. To register for the free webinar, click here.

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    Thomas Ahearn - Digital Content Editor

    Thomas Ahearn is a Digital Content Editor at ClearStar, a leading Human Resources (HR) technology company specializing in background, drug, and occupational health screening. He writes about a variety of topics in the background screening industry including "Ban the Box," class action lawsuits, credit reports, criminal records, drug testing, the Equal Employment Opportunity Commission (EEOC), the Fair Credit Reporting Act (FCRA), HR technology, identity theft and fraud, privacy, social media background checks, and workplace violence.

    At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.

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