Non-DOT General Designated Employer Representative (DER) Training is a 2-hour self-paced online course designed to provide learners with the knowledge and a DER qualification. The course has been developed by subject matter expert in drug and alcohol testing and attorney Andrew David Easler, Esq.
Training is specifically tailored to help learners understand the unique requirements of employers who operate outside the regulatory oversight of the Department of Transportation (DOT) or any federal agency, and this covers the challenges and legal landscapes faced by businesses when performing drug and alcohol testing on employers, training provides learners with the understanding and skills needed to maintain a drug and alcohol-free work environment that adheres to best practices and ethical standards, even in the absence of federal regulations.
The course focuses on the nuances and intricacies related to substance use policies in non-DOT workplaces, ensuring employers are adequately prepared to address their specific organizational needs and effectively carry out their responsibilities in maintaining a safe and healthy work environment.
On completion, students will clearly understand the duties and responsibilities inherent to the DER role in the context of non-DOT-regulated workplaces and provide participants the confidence and competence to navigate the complexities of maintaining a drug and alcohol-free environment.
This course would be highly advantageous for, but not limited to:
Non-DOT General DER Training is an essential investment in workplace safety, productivity, and ethical standards. Training creates a safer and healthier environment and may minimize the risk of discriminatory or prejudiced practices related to substance misuse. Equip your team with this crucial training to promote fair and responsible workplace practices.
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Published March 9, 2019
Andrew David Easler, Esq.
Course Author
Andrew David Easler, Esq.
Course Instructor
Non-DOT General Designated Employer Representative (DER) Training is an online self-paced course created by subject matter expert and attorney Andrew David Easler, Esq. It is designed explicitly for workplaces not regulated by the US Department of Transportation (DOT) or any federal agency, offering a thorough understanding of the DER role within this context.
A Designated Employer Representative, or DER, is a critical figure in any organization, serving as the main point of contact for drug and alcohol testing policies and procedures. The role is integral in managing a drug and alcohol-free workplace. In a non-DOT regulated company, the DER can be any employee appointed by the employer, often someone in a managerial, supervisory, or human resources role, and it is also common for small business owners to take on the DER role themselves.
The need for a DER in non-DOT regulated workplaces is critical because DERs serve as the nexus for communication and decision-making related to substance use and misuse. Their role involves a range of responsibilities, from explaining policies and procedures to employees to handling testing logistics and dealing with the outcomes of substance testing. A properly trained DER fosters a culture of awareness, safety, and accountability concerning drug and alcohol use in the workplace.
Enrolling in DER training significantly benefits both the individual and the organization. A trained DER can confidently handle matters related to drug and alcohol use, ensuring the integrity of the company's testing procedures, reducing the potential for legal issues, and safeguarding employee rights. These actions contribute to a healthier, safer, and more productive work environment and enhance the company's reputation for commitment to employee well-being.
Over two hours, this online course provides learners will learn critical aspects of the DER role in non-DOT regulated environments and will gain an understanding of the complexities of maintaining a drug and alcohol-free workplace, ensuring they are well-equipped to navigate the relevant responsibilities.
Our Non-DOT General DER Training is an exceptional resource for employers and employees. Enrolling in training signifies an employer's willingness and investment in workplace safety, productivity, and ethical standards. This training fosters a substance-free environment and cultivates responsible workplace practices.
Built to meet or exceed the training requirements of the state it covers. Some roles may also need a state license or permit from the state agency.
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16 modules · 1 exam
Module 1
INTRODUCTION
Module 2
NON-DOT DER GENERAL GUIDANCE
Module 3
POLICY OPERATIONS
Module 4
DRUG AND ALCOHOL TESTING
Module 5
DRUG AND ALCOHOL TESTING - WHAT IS A REFUSAL TO TEST
Module 6
DRUG AND ALCOHOL TESTING - DIRECT OBSERVATION PROCEDURES
Module 7
DRUG AND ALCOHOL TESTING - DIRECT OBSERVATIONS AND SUPERVISORS
Module 8
DRUG AND ALCOHOL TESTING - TIPS ON HOW TO CONDUCT A DIRECT OBSERVATION
Module 9
DRUG AND ALCOHOL TESTING - DIRECT OBSERVATION REFUSALS
Module 10
DRUG AND ALCOHOL TESTING - MONITORING COLLECTION SITES
Module 11
DRUG AND ALCOHOL TESTING - MEDICAL REVIEW OFFICERS
Module 12
DRUG AND ALCOHOL TESTING - MEDICAL REVIEW OFFICER IMPORTANCE
Module 13
SAP AND BLIND SPECIMENS
Module 14
SUPERVISOR TRAINING
Module 15
SUPERVISOR TRAINING - REASONABLE SUSPICION CHECKLIST
Module 16
SUPERVISOR TRAINING - CONFRONTATION INTERVIEW PLANNER
Exam
NON-DOT DER QUIZ
Built to meet training requirements in all 50 states.
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Other requirements
The person a company names to manage its drug and alcohol testing program under company policy. Duties usually include receiving results, removing employees from duty, and working with the MRO and collection sites.
No federal rule requires one for non-DOT employers. Your policy, state law, or clients may expect a named contact. Most programs run more smoothly with one.
No. Part 40 applies to DOT-required testing. Non-DOT programs follow company policy and state law, though many borrow Part 40 procedures as a model.
State drug testing laws can control notice, test types, confirmation, marijuana, and employee rights. Iowa, for example, sets detailed rules under Iowa Code 730.5. A DER should know the laws in every state where employees work.
The same person can serve as DER for both programs, but the rules differ. DOT and non-DOT tests must be kept separate. Refusing a non-DOT test is not a refusal of a DOT test.
The employer, based on its written policy. The collection site reports what happened, but the employer makes the call.
It is not a good fit. The DER oversees and runs the testing program and acts as the employer's representative. The DER is the contact for TPAs, collection sites, MROs, and regulators. Calling an outside contractor your DER does not match that role. Most states do not bar handing testing tasks to a third party. But the employer keeps the responsibility, so keep key decisions like hiring and firing in house. You can delegate authority, but not full liability.
The DER often coordinates them, but trained supervisors usually make the decision. Supervisors should complete Non-DOT Reasonable Suspicion Training for Supervisors.
Only for their non-DOT program. For DOT-covered employees, take the DER course for your agency, such as FMCSA Designated Employer Representative Training.
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