Dispatchers are employed by HTSI (subsidiary of Herzog), and their Drug and Alcohol plan is compliant with 49 CFR 219 since dispatchers control both COASTER (railroad) and SPRINTER (transit) lines. is no prohibition for the use of over-the-counter drugs, but employees should consult a medical professional if they feel the drugs may affect their job duties. HTSI states there have been no dispatchers that have tested positive for drug and alcohol in the past 3 years. Staff reviewed testing records for the past 3 years and found that 7 dispatchers were tested in the past 3 years. HTSI describes that 2 employees are selected every month. These employees are selected from a pool which consists of all employees covered under the 49 CFR 219 plan (all TASI (which includes KABLER employees) and HTSI employees). The selection process for employees are random, and a 3rd party performs the selection for which employee will be tested that month. If an employee were to test positive, they are decertified and given the option to go through the Substance Abuse Program (SAP). If they refuse to participate in the SAP, then they are terminated. After they complete the program, they may return to work, but are subject to additional random testing for 1-2 years (12 tests, 6 within first 6 months of returning to work). If the employee tests positive again, they are terminated. Dispatchers have been audited once (10/20/2014) in the past 3 The audit had no recommendations, and no corrective actions. HTSI states the requirement is not applicable to dispatchers. The FRA requires employees must work over 400,000 man hours before needing to submit statistics. HTI (Herzog Technologies Inc.): Signal maintainers were employed by KABLER (subsidiary of Herzog) from 2013 to June 2014. From July 2014 to Present, the signal department of KABLER was transferred to HTI (subsidiary of Herzog). Signal employees were employed by KABLER (subsidiary of Herzog) from 2013 to June 2014, and are employed by HTI (subsidiary of Herzog). Their Drug and Alcohol plan was the same as the HTSI/TASI plan, and compliant with 49 CFR 219. After the transfer, Herzog states the signal employees were automatically covered under the HTI Drug and Alcohol policy, which is also compliant with 49 CFR 219. Staff asked to review D&A training records for signal employees after
Dispatchers are employed by HTSI (subsidiary of Herzog), and their Drug and Alcohol plan is compliant with 49 CFR 219 since dispatchers control both COASTER (railroad) and SPRINTER (transit) lines. is no prohibition for the use of over-the-counter drugs, but employees should consult a medical professional if they feel the drugs may affect their job duties. HTSI states there have been no dispatchers that have tested positive for drug and alcohol in the past 3 years. Staff reviewed testing records for the past 3 years and found that 7 dispatchers were tested in the past 3 years. HTSI describes that 2 employees are selected every month. These employees are selected from a pool which consists of all employees covered under the 49 CFR 219 plan (all TASI (which includes KABLER employees) and HTSI employees). The selection process for employees are random, and a 3rd party performs the selection for which employee will be tested that month. If an employee were to test positive, they are decertified and given the option to go through the Substance Abuse Program (SAP). If they refuse to participate in the SAP, then they are terminated. After they complete the program, they may return to work, but are subject to additional random testing for 1-2 years (12 tests, 6 within first 6 months of returning to work). If the employee tests positive again, they are terminated. Dispatchers have been audited once (10/20/2014) in the past 3 The audit had no recommendations, and no corrective actions. HTSI states the requirement is not applicable to dispatchers. The FRA requires employees must work over 400,000 man hours before needing to submit statistics. HTI (Herzog Technologies Inc.): Signal maintainers were employed by KABLER (subsidiary of Herzog) from 2013 to June 2014. From July 2014 to Present, the signal department of KABLER was transferred to HTI (subsidiary of Herzog). Signal employees were employed by KABLER (subsidiary of Herzog) from 2013 to June 2014, and are employed by HTI (subsidiary of Herzog). Their Drug and Alcohol plan was the same as the HTSI/TASI plan, and compliant with 49 CFR 219. After the transfer, Herzog states the signal employees were automatically covered under the HTI Drug and Alcohol policy, which is also compliant with 49 CFR 219. Staff asked to review D&A training records for signal employees after
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