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Your emergency response team supervisor calls while you are en route to inspect a job site. He is concerned about the new hire.

He says that the new hire, Paul, came into work late today and has been sluggish and unfocused all morning. When asked, the supervisor says that Paul told him that he has been stressed and that his psychologist prescribed him some medication a few months ago that he hadn’t felt the need to take until now. Paul didn’t disclose the prescription in his physical because he wasn’t taking it at the time and that the prescription had expired anyway.

Not wanting to get too much private medical information, the supervisor left it at that and contacted you. The supervisor is concerned that someone could get seriously hurt if Paul is not on the top of his game, but he also doesn’t want to discriminate against a person with a legitimate medical issue. He adds that it has been really hard to find someone competent to fill this position having gone through four candidates in just two months so he doesn’t want to lose this employee if he can help it.

How do you handle the situation? Do you know where to find the answer?

Does it matter if the supervisor hasn’t taken the reasonable suspicion course yet?

Does it matter if the employee reported it to the MRO first?

In this DER training course geared toward PHMSA-regulated employers you will learn everything you need to know to become a DER including:

  • What it means to be a DER;
  • The roles and responsibilities of a DER;
  • The requirements for a DOT Program under your specified agency;
  • How to manage a drug and alcohol-free workplace program for DOT covered employees;
  • The drug and alcohol testing process and how to handle problems in testing;
  • Which regulations apply to your company and how to stay in compliance;
  • How to select and monitor service agents;
  • Training requirements for employees and supervisors;
  • Which records must be kept and for how long; and
  • Best practices to avoid a poor audit result.

You will also receive resources, reference materials, and helpful guides to help you while becoming a successful Designated Employer Representative.

If you have any questions please call 1-888-390-5574 or send an email to

  • Successful Designated Employer Representative (DER) students will be able to manage a drug and alcohol free workplace policy within their organization including providing the necessary training to employees and making determinations of when to test and when a refusal should be determined.
  • Successful students will be able to express an understanding of industry terms and the protocols involved with the DOT and PHMSA regulations by completing an online quiz with 75% or greater proficiency.