Category: Blog

Diabetes is a chronic and potentially debilitating disease that can lead to many types of medical complications, including heart disease, blindness, kidney failure, stroke, and more. More than 37 million people—11.3% of the U.S. population—have diabetes, according to the Centers for Disease Control and Prevention (CDC). Out of those, the American Diabetes Association (ABA) reports that 8.4 million people rely on the drug insulin to control their symptoms.

Per U.S. Department of Transportation (DOT) diabetes regulations, commercial motor vehicle (CMV) operators who are diabetic and are undergoing insulin treated diabetes mellitus (ITDM) are required by the Federal Motor Carrier Safety Administration (FMCSA) to complete the Insulin Treated Diabetes Mellitus Assessment Form. This is also known as form MCSA-5870 or the FMCA diabetes form.

In this blog, we explore the ITDM regulation, the role of form MCSA-5870, tips for timely completion and submission, and best practices for managing ITDM.

The Role of the Federal Motor Carrier Safety Administration (FMCSA) in ITDM Regulation

Diabetes mellitus is the most common variation of diabetes. Diabetes mellitus occurs when a person’s pancreas fails to function properly. With diabetes mellitus, the pancreas does not produce enough insulin, leading to a dangerous spike in blood sugar levels and the need for ITDM. A person with diabetes mellitus will most likely be frequently tired and experience blurred vision and, potentially, other even more serious symptoms, including cardiovascular issues, loss of sensation, and more.

The purpose of MCSA-5870 is to ensure that people with ITBM:

• Have stable insulin regimens
• Have properly controlled diabetes
• Can operate a CMV safely

Recertification is required every 12 months, meaning that CMV operators must submit to a physical examination and resubmit their MCSA-5870 forms annually.

Understanding the ITDM Assessment Form, MCSA-5870

Any individual with ITBM who wishes to operate a CMV must complete form MCSA-5870. Completion of the form is part of the individual’s CMV physical assessment and, if applicable, becomes part of the applicant’s physical examination record. It must be made available to Certified Medical Examiners (CMEs) to an authorized representative of FMCSA, or an authorized federal, state, or local law enforcement agency representative, within 48 hours after being requested.

Per the FMCSA, anyone who “has recently experienced a severe hypoglycemic episode must complete form MCSA-5870.”

Form MCSA-5870 is a four-page form comprised of several sections, each featuring a series of questions designed to gauge an applicant’s ability to control diabetes and its associated symptoms.

Essentially a DOT insulin waiver, form MCSA-5870 asks individuals to answer the following questions:

• The date their insulin use began.
• If the individual has kept at least the preceding three months of ongoing blood glucose self-monitoring records.
• If the individual has provided at least the preceding three months of records to a treating clinician for review.
• How many times per day the individual tests their blood glucose.
• If the individual is compliant with blood glucose self-monitoring based on their specific treatment plan.
• If the individual has experienced any severe hypoglycemic episodes within the preceding three months?
• If the individual has had their HbA1C (hemoglobin) measured intermittently over the past 12 months, with the most recent measurement occurring over the preceding three months.
• If the individual has or is experiencing any complications related to diabetic mellitus, or target organ damage. Complications can include renal disease, cardiovascular diseases, neurological disease, peripheral neuropathy, foot ulcers, amputated limbs, and more.
• The date of the individual’s last comprehensive eye examination.
• If the individual has been diagnosed with either severe non-proliferative diabetic retinopathy or proliferative diabetic retinopathy.
• If the individual has been diagnosed with other progressive eye diseases, such as macular edema, cataracts, glaucoma, etc.

See the complete MCSA-5870 form for a full list of questions.

The Role of the Treating Clinician

The FMCA diabetes form is completed as part of the individual’s medical certification process to operate a CMV. As such, form MCSA-5870 is filled out by the individual’s treating physician at the point of care. Per the FMCA, upon completion of the form the physician attests “that the individual has a stable insulin regimen and properly controlled diabetes.”

The Certified Medical Examiner’s Part in the Process

Upon completion, individuals have 45 days to submit their MCSA-5870 form to the Certified Medical Examiner (CME) as determined by Federal Motor Carrier Safety Regulations (FMCRs). Upon receiving the form, the CME will determine if the driver meets the physical qualification standards set forth by the FCMA. If not, the CME will advise the applicant to seek further evaluation or take steps to address their condition.

If the CME deems the individual ready to drive, they will issue a Medical Examiner’s Certificate known as MCSA-5876. This certificate provides proof of certification which is provided to the driver. Certification is kept on file at the office of the CME for no less than three years from the date of the examination.

CMEs are identified based on their professional licensure and scope of practice, which must include the ability to perform physical examinations. CMEs can be advanced practice nurses; chiropractors; physician assistants; doctors of medicine; doctors of osteopathy; and more. They must be versed in the specific physical and mental demands associated with operating a CSV.

More information can be found in the FMCSA Medical Examiner Handbook.

The Importance of Timely Completion and Submission

Individuals who complete form MCSA-5870 have 45 days from the time of completion to submit their responses to a CME. Upon receipt of the form, the CME will begin a comprehensive physical examination. The applicant cannot operate a CMV until they are cleared by the CME and issued a Medical Examiner’s Certificate (MCSA-5876).

Submitting the form within that timeframe is very important. Not doing so can result in delaying the applicant’s ability to become a certified CMV. Applicants can also be denied certification altogether.

Managing ITDM: Tips for MCSA-5870 Completion

There are several steps individuals can take to prepare to complete form MCSA-5870, including:

• Know the date their insulin use began.
• Maintain at least three months of ongoing blood glucose self-monitoring records. Be prepared to provide these records to their physician.
• Keep track of the number of times per day they test their blood glucose levels.
• Be compliant with blood glucose monitoring based on their specific treatment plan
• If the individual has experienced any severe hypoglycemic episodes within the preceding three months, they must be prepared to list the:
  • Date(s) of occurrence(s)
  • Whether the cause has been addressed
  • Associated details (they may need to attach additional supporting materials to the form MCSA-5870 to corroborate these details)
• Be sure that they have had their HbA1C measured intermittently over the past 12 months—with the most recent measurement taking place within the preceding three months. Individuals must be prepared to attach their most recent result to the MCSA-5870 form.
• Be prepared to list any signs of diabetic complications or target organ damage they may be experiencing or have experienced recently. As stated on the form, “this information will be used by the certified medical examiner in determining whether the listed conditions would impair the individual’s ability to safely operate a commercial motor vehicle.” Examples of diabetic complications or target organ damage include, but are not limited to:
  • Renal disease/renal insufficiency, including diabetic nephropathy, proteinuria, and nephrotic syndrome.
  • Diabetic cardiovascular disease, including coronary heart disease, hypertension, transient ischemic attack, stroke, and peripheral vascular disease.
  • Neurological diseases or autonomic neuropathy, including cardiovascular, gastrointestinal, and genitourinary diseases.
  • Peripheral neuropathy, including sensory loss, decreased sensation, loss of vibratory sense, and loss of position sense.
  • Lower limb issues, including foot ulcers, amputated toes or feet, infections, and gangrene.
  • Other conditions.
  • For each of these, applicants must provide the date of diagnosis, location, type of involvement, current treatment, and whether the condition is stable.
• Be prepared to share the date of their last comprehensive eye examination.
• Be prepared to share if they have been diagnosed with either severe non-proliferative diabetic retinopathy or proliferative diabetic retinopathy and, if so, the date they were diagnosed.
• Be prepared to share if they have been diagnosed with any other progressive eye diseases, such as macular edema, cataracts, or glaucoma. If the answer is “Yes,” the individual must know the specific type of disease(s), the date(s) of diagnoses, current courses of treatment, and whether the condition(s) is/are stable.

Finally, applicants must understand that information is power and that research can help them better understand what to expect from the MCSA-5870 form and corresponding examinations.

A helpful resource is the ITDM assessment form web page where a copy of the form can be found. Applicants should familiarize themselves with the questions included within the FMCSA diabetes form so that they can better understand the FMCSA’s requirements and what the physician will ask.

Further research about MCSA-5870 is available at the FMCSA’s site, or by perusing the FMCSA Medical Examiner Handbook. Individuals should pay particular attention to Section 1.4.4, entitled “Insulin-Treated Diabetes Mellitus Assessment Form, MCSA-5870.”

Understanding MCSA-5870 for Effective ITDM Management

Diabetes mellitus is a chronic, life-long condition that can cause serious symptoms that can impair commercial vehicle drivers and pose risks to both drivers and others on the road. However, diabetes can be controlled—and symptoms managed—through use of insulin via a process known as Insulin Treated Diabetes Mellitus, or ITBM.

Those who wish to become certified commercial vehicle drivers and are undergoing ITBM are required by the FMCSA to submit to a physical examination and complete the Insulin Treated Diabetes Mellitus Assessment Form, also known as form MCSA-5870 or, informally, the FMCA diabetes form. Four pages long, the form is designed to help the FMCSA gauge whether a person being treated for diabetes mellitus is taking their insulin as prescribed and is following a regular therapeutic regimen. It is also intended to help the organization determine whether an applicant’s symptoms are under control or if they will get in the way of the individual being able to safely drive a commercial vehicle.

The form includes a series of questions, including queries on when the applicant began using insulin, how many times per day they test their blood glucose levels, whether they are compliant with blood glucose self-monitoring based on their specific treatment plan, and more. Individuals are asked to provide detailed information about any diabetic complications or target organ damage they may currently have or recently had as a result of diabetes mellitus. Individuals are also asked to attest that they have maintained records indicating they have performed ongoing blood glucose self-monitoring over at least the preceding three months and provide those records for their physician to review.

The applicant has 45 calendar days from the completion of their MCSA-5870 form to submit their answers to a Certified Medical Examiner, or CME. If the CME deems the answers acceptable, they will provide the applicant with a certification indicating that they are allowed to operate a commercial motor vehicle. Applicants cannot drive a CMV before receiving this certification, so delaying sending the completed form to the CME is not advisable (and going past the 45-day mark could result in the applicant being declined for their CMV certification). Every individual who experiences diabetes mellitus and is undergoing ITBM must be recertified annually and, thus, must fill out form MCSA-5870 every 12 months.

Although form MCSA-5870 is relatively short and straightforward, it is still a comprehensive FMCSA diabetes form that requires the individual applying for CMV certification to potentially provide paperwork attesting to their disease status. Fortunately, there are a number of things applicants can do to prepare before they undergo the physical examination, and their physician fills out the form. These include keeping track of their treatment schedule, preparing any supporting paperwork in advance, and downloading a copy of the MCSA-5870 form from the FMCSA’s website.

Acuity International has years of experience helping the Department of Transportation screen employees, including commercial vehicle drivers, for medical conditions that could impair their ability to do their jobs. Our advanced medical solutions—which include a comprehensive suite of workforce health solutions—are customizable to virtually any workforce configuration and need, and are backed by experienced medical professionals located across the United States and throughout the world.

Contact Acuity to learn more about how we can help support the FMCA’s and DoT’s efforts to screen individuals for diabetes mellitus and ensure they are being treated effectively.

The HHS DOT mirror drug test is a urine-based drug test that screens for commonly abused drugs. Also known as the HHS Mirror 30C7 drug test, it is named after the Department of Health and Human Services (HHS) drug testing guidelines. If an employer is regulated by the U.S. Department of Transportation (DOT), then its drug testing policy must “mirror” HHS rules.

HHS DOT mirror drug tests ensure the safety of employees in safety-sensitive transportation positions, such as truck and commercial motor vehicle (CMV) drivers – as well as the wider public.

In this blog, we explore what the HHS DOT mirror drug test is, its importance, what’s involved, how you can prepare for the test, and the legal and professional ramifications of your test result.

Unveiling the Concept: What is an HHS DOT Mirror Drug Test?

In 2014, the HHS’s Substance Abuse and Mental Health Services Administration (SAMHSA) established mandatory guidelines for federal workplace drug testing programs as well as standards for the certification of laboratories engaged in urine drug testing.

Although intended as a guideline for the federal workplace, organizations that are regulated by the DOT have also adopted HHS guidelines as the basis of DOT drug screening programs. These programs screen safety-sensitive employees in industries such as aviation, trucking, railroads, mass transit, pipelines, and other transportation industries.

The Basics of an HHS DOT Mirror Drug Test

The HHS DOT mirror drug test is a urine-based drug test that screens for five drugs:

• Amphetamines
• Cocaine
• Opiates
• Phencyclidine (PCP)
• Marijuana

(Although employers can request additional substances to be detected, including synthetic stimulants like MDMA, aka “ecstasy”).

To detect and confirm the presence of drugs in urine samples, the HHS DOT mirror drug test follows a two-step process:

1. Initial test: The first test can detect the presence of each of the above five drugs in urine.
2. Confirmatory test: The second screening is more specific and uses gas chromatography/mass spectrometry (GC/MS) to confirm a positive result.

At this time, urine is the only specimen allowed for HHS DOT mirror drug testing.

The test is carried out by a certified technician at an HHS-certified laboratory (rapid, instant, or point-of-contact tests are not permitted). Test results are reviewed by a Medical Review Officer (MRO).

If the result is found to be positive, adulterated, substituted, and/or invalid, the MRO will contact you and inform you of the result.

Importance and Applications of the HHS Mirror Drug Test

The HHS mirror drug test is a crucial screening tool that examines individuals in safety-sensitive roles, such as CMV drivers, air traffic controllers, flight crew, and locomotive drivers. It offers several advantages, including:

• Reduced probability of transportation accidents.
• Enhanced safety for both employees and the general public.
• Acts as a deterrent against drug usage, fostering a more responsible workforce.
• Promotes a drug-free work environment and ensures employer compliance with DOT Federal Motor Carrier Safety Administration (FMCSA) drug testing regulations.
• Augmented public trust in the screened individuals and their respective industries.

To ensure that employees remain drug-free, regulations require that employers conduct DOT drug tests in the following circumstances:

• Pre-employment (as part of a DOT physical)
• Random
• Post-accident
• Return-to-duty
• Reasonable suspicion
• Follow-up testing

In addition to DOT-regulated workplaces, the HHS DOT mirror drug test has also been adopted by other safety-sensitive workplaces, such as the construction industry.

Procedure of the HHS DOT Mirror Drug Test

If you work in a safety-sensitive role or are applying for a safety-sensitive position in a DOT-regulated industry, DOT regulations require that you submit to a urine drug test in accordance with HHS guidelines. Here’s how you can prepare for the test and the legal consequences and ramifications of your test result.

Preparing for the Test

Here’s how you can prepare for a HHS DOT mirror drug test:

• Bring government issued photo ID to the collection site.
• Complete all relevant paperwork accurately.
• Drink plenty of water beforehand, but not too much to dilute your collection. The test requires 45 milliliters of urine. If you can’t produce a sufficient amount of urine, the collector is required to provide 40 oz of water to drink during the wait time up to three hours. Within the three hours, it will be up to the donor to inform the collector when they are ready for another chance to provide a sufficient amount of urine.

You have the right to produce the specimen in private unless the collector suspects you may substitute or tamper with your sample or you are being tested for return-to-work after a positive sample.

Once collected, the sample will be split between two bottles by the collector. All samples are sent to a HHS-certified lab for testing and review by an MRO.

It’s important to know that urine drug testing detection times only go back 5-7 days depending on the type of drug. To detect drug use beyond this period, your employer may order a hair follicle drug test.

Legal and Occupational Consequences

Failing a HHS DOT mirror drug test can lead to the following consequences:

• Ineligibility for employment in safety-sensitive positions if the test is failed during pre-employment screening or a physical examination.
• Immediate suspension from performing safety-sensitive duties. Employers must act to remove any employee from these duties upon receiving the initial report of a verified positive result. Following the suspension, you will need to undergo an evaluation by a DOT-qualified Substance Abuse Professional (SAP) and complete the return-to-duty process, which may include treatment, a follow-up test, and a final determination. Refusal to submit to a drug test can also result in removal from duties.
• The results of a failed DOT drug test will not appear on a criminal background check. However, positive test results and instances of refusal to test must be reported by employers or MROs to the appropriate regulatory body such as the Federal Aviation Administration or DOT/Federal Motor Carrier Safety Administration (FMCSA). In the case of the FMCSA, violations will be listed on the federal Drug and Alcohol Clearinghouse for a period of five years. This database can be accessed by prospective employers seeking screening information about job applicants.

If you suspect a false positive result, under HHS guidelines, you may request testing of a second specimen at a separate HHS-certified laboratory within 72 hours of the positive result.

You will also be given the opportunity to provide a medical explanation of the result (such as the use of medical marijuana). If the MRO is concerned about specific prescription drug use, you must work with your physician to address any concerns.

What is a HHS DOT Mirror Drug Test: FAQ

The HHS DOT Mirror Drug Test: Final Thoughts and Insights

The HHS DOT mirror drug test is an important federal standard for drug screening employees in safety-sensitive roles. It helps ensure the safety of transportation workers and the public by keeping drug abusers out of the workplace – whether on the roads, the railroad, or in the air. It also keeps your employer out of trouble by helping them comply with DOT drug regulations.

Failing a HHS DOT mirror drug test can have a significant impact on your livelihood, especially if you work in aviation, trucking, railroads, mass transit, pipelines, and other transportation industries. You may be suspended, fired, or miss out on your next career opportunity. It’s a risk you can’t afford to take.

If you have questions or are looking to start or optimize your HHS DOT mirror drug testing program, contact us to learn more about how Acuity can help.

Learn more about Acuity Drug Testing Services.

Before you can operate a commercial vehicle (CMV) or obtain a commercial vehicle license, you must pass a U.S. Department of Transportation (DOT) physical exam. A DOT physical is administered by the Federal Motor Carrier Safety Administration (FMCSA) and includes a series of exams and background medical history screening.

It’s important to note that falsifying medical records or lying on a DOT physical has serious consequences, including civil and potentially criminal penalties.

In this blog, we explore why a DOT physical is important, what’s involved, how to prepare, and why you should never lie during the DOT physical examination process.

The DOT Physical: A Comprehensive Overview

Commercial drivers provide an essential service, transporting goods and people – often in large vehicles – between locations.

If you’re applying for a position that requires you to drive a CMV, a certified DOT medical examiner must attest that you are physically, mentally, and emotionally fit to perform this demanding role.

What is a DOT Physical?

A DOT physical is a medical exam that screens CMV drivers to ensure the safety of the driver and the general public. Periodic DOT physicals keep the nation’s roads safer by ensuring that drivers can handle the physical demands and emotional stressors of operating a commercial vehicle.

DOT physicals are especially important in detecting chronic conditions that can impede a driver’s ability to perform work-related tasks, such as vision issues. They also ensure employers are compliant with FMCSA rules and minimize workplace absences due to injury.

A DOT physical is a prerequisite for obtaining a commercial driver’s license and mandatory for drivers who will operate a vehicle that:

• Is engaged in interstate commerce or has a Gross Vehicle Weight Rating (GVWR) of more than 10,000 pounds.
• Transports hazardous materials.
• Can carry more than 15 occupants (8 if the driver is a paid employee)

The DOT Physical Exam: A Step-by-Step Guide

A DOT physical exam is conducted by an FMCSA-certified medical examiner. During the assessment, the professional will evaluate the following:

• Vision
• Hearing
• Blood pressure and heart rate

And perform:

• Urinalysis
• Physical examination (eyes, skin, general appearance, lung and chest function, neurological indicators, limbs, etc.)

The examiner also inquires about your medical history, tobacco, alcohol, drug use, and current health problems. A sleep apnea study may be ordered.

Results are shared with the FMCSA regardless of whether you pass or fail.

If you pass your DOT physical you will be issued a DOT Medical Examiner’s Certificate (MEC). A DOT physical exam is valid for up to 24 months. The medical examiner will keep your MEC on file for three years.

The Heavy Price of Dishonesty: Penalties for Lying on a DOT Physical

Lying on a DOT physical is illegal and could lead to fines and penalties. It could also put your safety and that of the public at risk.

Lying can involve a failure to disclose a medical condition or history of drug or alcohol use that makes it dangerous for you to operate a commercial vehicle.

Legal Consequences of Dishonesty

Deliberately lying during the DOT physical exam has severe legal consequences – both civil and criminal.

Civil penalties

• The FMCSA medical certification process requires you to certify that you understand providing false, inaccurate, or misleading information may invalidate the exam and the medical examiner’s certificate. If the medical examiner finds that you lied on the Health History section of your application, they can invalidate your examination and medical examiner’s certificate.
• Making a false statement or concealing a disqualifying condition during a DOT physical can also result in a levy being issued against you under 49 U.S.C. 521(b)(2)(b).
• You also may be fined up to $11,000 and disqualified from operating a CMV for up to 12 months.

Criminal penalties

• The FMCSA can pursue criminal prosecution if it believes you fraudulently lied or falsified documents during the DOT medical exam process.
• In addition, if you operate a CMV and are involved in an accident that is proven in court to be a result of an undisclosed medical condition, you can be held criminally responsible for any injuries or fatalities.
• You may also be liable under third-party lawsuits brought by injured third parties or your employer.

Lying on your DOT physical is not worth the risk. Consider the following real-life examples:

• In 2018, a truck driver killed three people in a fiery crash on Interstate 10 in Arizona. The driver later pleaded guilty to falsifying information about a medical condition. As a result, the driver faced three criminal charges for allegedly forging multiple documents to disclose his epilepsy and keep his commercial driver’s license. In early 2023, he was sentenced to 1.75 years in prison.
• In 2019, a truck driver diagnosed with mental health issues was charged with ramming his tractor-trailer into a line of cars on an Indianapolis highway. The driver seemingly lied about his medical history to obtain a DOT medical certificate. Federal investigators also found the driver illegally failed to reveal he was fired from a previous job for careless driving, as well as involvement in a previous crash. The man was charged with reckless homicide, one count of reckless operation of a vehicle in a highway work zone, and seven counts of reckless driving.

Professional Ramifications: The Threat to Your Career

Being dishonest or lying on a DOT physical exam can have a devastating impact on your professional life, including disqualification from operating commercial vehicles, potential job loss, financial hardship, and damage to your professional reputation.

Triggers of DOT Physical Failure: Understanding Disqualifying Conditions

To avoid any chance of failing or falsifying information during your DOT physical, it’s important that you understand what the DOT considers disqualifying conditions for a commercial truck driver and the steps you can take to avoid common missteps and misunderstandings about your medical history.

Common Medical Conditions that Could Lead to Disqualification

The FMCSA prohibits a medical examiner from certifying a driver who exhibits or has a history of a DOT disqualifying medical conditions or uses medication or substances that interfere with their ability to drive or operate a CMV safely.

Disqualifying medical conditions discovered during the DOT physical exam that can lead to a failed exam and bar you from obtaining a commercial vehicle license include:

• Poor vision (less than 20/40 vision in each or both eyes together) that can’t be corrected with glasses or contact lenses. Poor peripheral vision and color recognition are also considered disqualifying.
• Hearing loss.
• Heart disease or heart conditions (including previous diagnosis of heart attack, angina, thrombosis, reduced blood flow, etc.)
• Stroke
• Diabetes Mellitus
• High blood pressure that requires medication
• Epilepsy or seizure disorder
• Neurological disorders and mental illness
• Respiratory issues (such as those that require oxygen therapy)
• Kidney disfunction
• Alcohol or drug use (for example, marijuana use, whether prescribed or recreational, is a disqualifying medical condition)

These conditions are considered disqualifying since they may result in loss of consciousness, an inability to read or respond to traffic signals, balance issues, or other physical limitations that put you and the public at risk.

Avoidable Missteps and Misunderstandings

To avoid any accusations of lying on your DOT physical, be prepared to provide current documents detailing your medical history as well as any medications you’re taking.

Try to gather as much information as you can, including:

• A valid form of identification.
• Contact information for your primary care provider or specialist.
• Records of recent office visits, including lab results, prescriptions, and doctor’s notes. These are particularly important if you have a chronic medical condition, such as diabetes, high blood pressure, sleep apnea, or a history of heart attack or stroke.
• A signed letter from your physician stating that you can perform tasks, including driving, without restrictions.
• Recent bloodwork results, including blood sugar readings.
• List of all medications, including supplements.
• Vision glasses, contact lenses, or hearing aids.

As you prepare for your DOT physical, take steps to avoid potential missteps. For example:

• Avoid alcohol for at least 24 hours prior to the exam. This can show up in any blood test.
• To ensure you’re alert and unlikely to make any missteps, get a good night’s sleep and stay away from heavy physical or mental activity the day prior.
• Avoid taking any kind of drug – legal or prescription – that could interfere with exam results.

Recovering from a Failed DOT Physical: Paths to Redemption

Failing a DOT physical may keep you off the road in the short term, but it doesn’t have to be permanent. The FMCSA offers a variety of options for successfully obtaining your DOT medical certificate.

Seeking FMCSA Exemptions and Second Opinions

You may apply for an exemption for certain medical conditions, such as vision, hearing, or seizures. Exemptions are granted following an application to the FMCSA and are not issued by a DOT medical examiner.

You’ll need to submit very specific information to the agency for review. This may include physical qualification exam information, medical records, employment history, driving experience, and motor vehicle records. The FMCSA will make a final decision within 180 days of receiving a completed application.

To apply for an exemption, visit the FMCSA website.

Note: FMCSA exemptions are only available if you intend to operate a CMV in interstate commerce. FMCSA does not have statutory authority to grant waivers/exemptions to drivers from states’ intrastate requirements. 

From Failure to Redemption: Steps Towards Requalification

If you don’t qualify for an exemption or have failed a DOT physical, there are steps you can take to succeed next time.

• Address health concerns: Certain health conditions can be addressed through lifestyle changes. For example, if you are borderline diabetic or on the cusp of high blood pressure and a DOT medical examiner fails you, don’t give up hope. Work with your primary care provider to come up with a diet and exercise plan to improve your readings. And be honest with your next DOT examiner about your previous medical history, reason for failing the exam, and steps you’ve taken to get healthy.
• Get a second opinion: The FMCSA does allow you to get a second opinion from another medical professional. For example, if your blood pressure is normally low but spiked during the exam, you may want to get a second opinion. But you must provide a full and true history to the medical examiner in question and not cross the line into illegal “doctor shopping.”
• Reapply for the exam: You can retake the DOT physical if you address the medical issue that caused you to fail the exam.

Penalty for Lying on DOT Physical: FAQ

Penalty for Lying on DOT Physical: Honesty is the Best Policy

The penalties for lying during a DOT physical exam are hefty – and for good reason. Commercial drivers operate heavy vehicles at high speeds and in all types of weather. They also encounter daily hazards.

Lying about your health, medical condition, or use of drugs and alcohol to fraudulently pass a DOT physical can result in fines, suspension, or revocation of the medical examiner’s certificate – and the loss of your commercial driver’s license. If it’s determined that you knowingly falsified information, you may be fined up to $11,000. You can also be held accountable by your employer and the law.

Lying on your DOT physical is not worth it. Do the right thing.

Learn more about Acuity’s FMCSA-compliant DOT physicals.

Hair follicle testing is used by employers to screen job candidates and employees for drug use.

First pioneered by (and named after) the Schneider national transportation and logistics company, the Schneider hair follicle test can mean the difference between landing a job and losing it—and even life and death.

How far back can the Schneider hair follicle test detect drug use? The surprising answer is up to 90 days.

In this blog, we explore what the Schneider hair follicle test is, what drugs it screens for, how far back drug use can be detected, the controversy surrounding the test, and misconceptions and myths about hair follicle drug testing.

The Science Behind Hair Follicle Testing

Hair follicle drug screening is far more reliable than any other form of drug testing, including urine and blood sample analysis. That’s because drugs and drug metabolites remain in the hair as it grows. Metabolized drugs even attach to melanin – which gives hair its color. As the hair grows beyond the follicle, a hair sample can be collected and sent to a lab for analysis.

Understanding Hair Follicle Testing

Hair follicle testing was first discovered in 1979 and came into practice as a commercial means to detect drug abuse in 1986.

The test became synonymous with the Schneider company in 2007 when the company’s safety leader, Don Osterberg, read a survey showing that 10% of truck drivers admitted to using drugs.

When Osterberg realized that DOT urine tests weren’t catching all drug use, he began looking for an alternative and found it in hair follicle drug testing. Schneider added hair testing to its driver pre-hire screening process in March 2008.

Hair follicle drug screening has had a dramatic impact on the accuracy of Schneider’s drug screening methods. Between the date when the company began testing hair samples for drug abuse and April 2012, approximately 100 drivers failed its urine test. However, 1,300 had positive hair follicle tests.

A separate study by the University of Central Arkansas found that 300,000 drivers in the U.S. would be removed from employment if they were required to undergo a hair follicle drug screening.

The Timeline of Hair Follicle Testing

While a urine test typically has a detection time frame of 2-5 days, a hair follicle test can detect drug use as far back as 90 days. For this reason, it is considered a more reliable indicator of drug use than urine testing. Hair follicle tests are also more tamper-proof and tend to hold up more often in court.

The science of hair follicle testing is simple. When a drug is consumed it is broken down into a metabolite substance that enters the root of the hair through the hair follicle and glands on the scalp. The drug and its metabolites then remain in the hair as it grows. Some drugs also attach to the melanin pigment which gives hair its color, and can remain in the hair for weeks or months.

Because hair grows at a rate of 0.5 inches per month, a half inch of hair can be screened to detect approximately 30 days of drug use, including the drug type and quantity. A 1.5-inch sample of 200 strands of hair is often all that is needed to detect a 90-day window of drug use.

Hair follicle sample results are delivered within the same window as urine test results (2-3 business days).

Although very reliable and used by firms across multiple industries, ideally employers should use both urine and hair follicle testing, since hair testing doesn’t catch recent drug use.

Schneider’s Approach to Hair Follicle Testing

Schneider is a fierce advocate for hair follicle testing and requires it for pre-employment drug screening and routine employee drug testing.

Schneider’s Drug Testing Policy

Because of the test’s accuracy, reliability, and longer detection window, Schneider requires that new-hire candidates for most positions take a hair follicle test during the pre-employment orientation process. The tests are performed by a third-party testing provider.

The Schneider hair follicle test looks for the presence of the following drugs or their metabolites:

• Amphetamines (including methamphetamine)
• Marijuana and cannabinoids (THC)
• Cocaine
• Opiates (heroin, morphine, and codeine)
• Phencyclidine (PCP)
• Barbiturates
• Benzodiazepines
• Methadone

Furthermore, Schneider tests commercial motor vehicle (CMV) drivers for drug use using both the hair follicle test and the DOT-mandated urine test. Random urine tests are also conducted once employed.

The consequences of failing any hair follicle drug test include a job offer being rescinded, or depending on the employment agreement, the employee being fired or suspended.

How Far Does Back Can Schneider’s Hair Follicle Test Detect Drug Use?

The Schneider test goes back 90 days. However, drug use in recent days (up to seven) will not be detected since only hair strands above the scalp are tested and not the actual hair follicle. To detect recent drug use, Schneider also performs a urine test.

Schneider Hair Follicle Test: The Real-Life Impact and Controversies

Hair follicle drug testing has not been without its share of controversy, including claims of racial discrimination in hiring practices, unsuccessful attempts to mandate reporting of hair follicle drug test results to the Federal Motor Carrier Safety Administration (FMCSA), and more.

Case Studies and Legal Precedents

Despite lobbying from trucking safety groups, hair follicle testing is not required under federal or DOT law. There are also restrictions on reporting the results of the test to the FMCSA.

Below is a timeline of recent developments:

• Hair follicle testing is not part of the DOT-mandated drug and alcohol testing program: Even though the hair follicle drug test is proven to be more accurate and reliable than urine testing for eliminating drug users from the CMV driver pool, in 2022, the FMCSA denied a request by The Alliance for Driver Safety & Security (or “Trucking Alliance”) to allow the use of hair follicle testing for determining a CMV driver’s drug use. Therefore, unlike the DOT urine drug test, the hair follicle test is not federally mandated as a required drug test for commercial drivers.
• Hair follicle drug test results can’t be shared via the FMCSA clearinghouse: Current law does not require employers to report job applicant or employee hair follicle drug testing results to the FMCSA’s federal Drug and Alcohol Clearinghouse (meaning it doesn’t count against the driver or stay on their record and those results can’t be accessed by any trucking company seeking screening information on applicants).

Although based on science, the hair follicle test has also been challenged by minority groups and the NAACP who assert the potential for certain hair types and colors to generate a higher rate of false positives,. However, studies claim to prove the contrary.

For example, in Boston, seven black police officers filed a lawsuit claiming they were wrongly fired or suspended when their hair tested positive for cocaine, yet follow-up tests for six of the officers came back negative. Several of the officers received over $1 million in compensation.

Religious groups, including the Sikh community, have also objected to the screening practice since maintaining uncut hair is a primary expression of their faith.

Addressing Misconceptions and Criticisms

There are many misconceptions and myths about follicle drug screening. For example, it’s a mistake to assume that shampooing will remove evidence of drug use; it likely will not. Shaving won’t make a difference either, as the testing provider will simply take hair from another area of the body.

Another misconception is that the test requires a sample of the hair follicle (pulled from the root). It only requires the hair to be trimmed capturing at least a 1.5-inch sample. Hair must also be fresh to be conclusive. For instance, a hair sample from a hairbrush could be contaminated or be from another person.

However, the Schneider hair follicle test is not foolproof, as lawsuits and studies prove. For example, when National Institutes of Health (NIH) scientists conducted a study into the influence of cosmetic hair treatments on drug detection, they found that the drug content of bleached or dyed hair decreased in comparison to untreated hair. All the individuals involved admitted to similar drug consumption. Individuals can also test positive if they’ve been in the presence of or in the same room as cocaine users.

The Schneider hair follicle test is controversial, but employers can address concerns and criticism by working with their DOT drug testing provider to give employees and job applicants information and resources about why they use the test, what’s involved, and steps individuals can take if they feel they have wrongly failed a hair follicle drug test.

How Far Back Can Schneider’s Hair Follicle Test Really Detect Drug Use: FAQ

Unraveling the Truth: How Far Back Does Schneider’s Hair Follicle Test Really Detect Drug Use

The Schneider hair follicle drug test is an important tool in any company’s screening toolkit. It helps ensure the safety of employees and the public by keeping drug abusers out of the workplace – particularly those in safety-sensitive positions, like commercial vehicle drivers.

Although the Schneider trucking company pioneered the use of hair follicle drug testing in the workplace, the test has been increasingly adopted by other companies and industries. Despite the testing evidence, there are many concerns and misconceptions about these important tests that employers must address.

If you have questions or are looking to start or optimize your hair follicle drug testing program, contact us to learn more about how Acuity can help.

Learn more about Acuity Drug Testing Services.

Working on offshore oil and gas refineries is a physically and mentally demanding job that requires workers to be fit for duty. An Oil & Gas UK (OGUK) physical is an offshore medical examination that sets a high standard for medical fitness for those working on offshore rigs.

Initially introduced in the UK, OGUK physicals are becoming increasingly common in other countries. In fact, nearly all offshore oil drilling companies require their employees to undergo an OGUK physical before setting foot on a platform. The physical includes vision, urine, hearing, and other types of testing, as well as drug and alcohol screening.

Let’s take a closer look at what constitutes an OGUK physical, how it is performed, and why it’s so important.

The Role of OGUK in the Offshore Industry

The OGUK (now known as Offshore Energies UK, or OEUK) is the leading trade association and standards body for the oil and gas industry in the North Sea. Its members include the world’s largest oil, gas, and energy companies.

The OGUK publishes good practice guidelines and sets standards for a wide range of factors impacting offshore drilling, wind turbine, and other types of installations. Their award-winning reports cover topics ranging from decommissioning activity to environmental specifications to employee health standards and beyond.

The OGUK physical is one of the organization’s most recognized and well-regarded standards, offering a comprehensive offshore medical examination that sets a high bar for workplace safety. It has become standard practice for oil and gas organizations the world over to require OGUK physicals for any offshore worker. The examination not only ensures that workers are fit for duty; it also helps organizations maintain a safe workplace where injuries are kept to a minimum.

Understanding the OGUK Physical Examination

Working offshore is an incredibly demanding job. Offshore workers are typically deployed in some of the toughest environments in the world, and routinely deployed for months in the same location. A typical schedule consists of seven to 14 days of work, 12 hours a day.

Such a physically demanding job, performed in difficult conditions, requires a high level of fitness. Ensuring that prospective employees are physically up for the challenge is critical to achieving a safe and productive workplace.

That’s why an OGUK physical exam is so important. An OGUK physical examination is like a standard physical, yet more comprehensive. The goal is to carefully assess every aspect of a patient’s physical well-being to ensure that they are completely fit for duty.

An OGUK physical consists of several components, including:

• Patient history questionnaire
• A standard physical examination, including blood pressure and pulse monitoring, checking ears, throat, nose, teeth, etc.
• Urinalysis
• Body mass index (BMI) measurement
• Lung function testing
• Hearing testing (audiogram)
• Vision testing

Exams are performed by experienced OGUK-certified physicians in specialized facilities that have been vetted and certified by OGUK. Each exam generally takes about an hour. Results are available quickly—usually within 60 minutes.

Read Too: Workplace Safety Examples: A Guide to Best Practices

Preparing for an OGUK Physical

Preparing for an OGUK physical or offshore medical examination is fairly simple and straightforward. Since there is no blood work involved, participants do not need to fast. However, there are certain materials they need to bring with them to the examination, including:

• Photo identification (driver’s license, passport, etc.)
• Detailed medical history
• Current list of medications
• Reading or distance glasses (if applicable)

Patients will need to fill out a medical questionnaire either at the point of care or prior to arriving at the facility. This can usually be completed online, but in some cases, patients may need to fill out paperwork and bring it with them. Patients should arrive at least 15 minutes prior to the start of their exams.

Questionnaires generally include questions about whether the patient smokes, prior medical conditions, and other standard health factors, with some inquiries that are specific to offshore drilling (i.e., has the patient ever suffered a health incident while working offshore? Have they ever been airlifted from a facility due to a health emergency? etc.).

Understanding the OGUK Physical Report

Results from the OGUK physical examination will include the patient’s BMI, drug screening results, and more.

All findings are reviewed in detail by the OGUK-certified physician. The physician will not only have knowledge of the patient’s physical status but in-depth experience in how that status will affect the patient’s ability to work in an offshore environment. The physician will explain the results to the patient, including any red flags that may prevent the patient from attaining medical clearance and certification to work offshore.

Assuming the patient passes the physical, they will immediately receive a “Medical Certificate for Offshore Work,” signed off by the examining physician and deeming it safe for them to commence employment. The certificate is good for two years, at which time the patient will need to take another OGUK physical examination if they wish to continue offshore work.

Get In Touch: Superior Occupational Health Services for a Thriving Workforce

Frequently Asked Questions about OGUK Physicals

Secure Your Offshore Future: Embrace the OGUK Physical Today!

OGUK physical examinations are critical to maintaining offshore work safety in some of the world’s harshest environments. They help to ensure that those who are working for months and even years on offshore rigs are physically fit for duty. They also minimize the threat of health incidents, creating a healthier and safer workplace for oil and gas workers.

Learn about Acuity’s OGUK physical exam services and how they can help your organization maintain a healthy and safe workforce, wherever it is located.

Workplace safety examples and their implementation must be a top workplace priority for any employer. Regulatory bodies such as the Occupational Safety and Health Administration (OSHA) not only require your workforce to be protected, but your employees expect it too. According to a recent survey, 75% of workers say they are more likely to stay with a company that prioritizes physical safety, illustrating the impact of practical workplace safety examples.

Despite this, the same study found that more than half of employees are exposed to a safety hazard on the job at least one or two times each week.

In this blog, we explore occupational safety rules and regulations, share tips to help you comply, and shine a light on real-life examples of workplace safety success.

Introduction to Workplace Safety

Workplace injuries and illness are a leading cause of absenteeism, lost productivity, and workers’ compensation claims volume.

The Importance of Occupational Safety

Proactive changes that improve workplace safety can result in significant improvements to your organization’s productivity and financial performance. Consider the statistics from OSHA:

• Companies spend $170 billion each year on costs associated with workplace incidents.
• Workplace safety programs lower injury incidences from anywhere between 9% and 60%.
• Workplace safety programs can reduce injury and illness costs by up to 40%.

Role of Employers and Employees in Ensuring Safety

As an employer, below are some recommended measures to take when designing an efficient workplace safety program:

• Identify hazards in the workplace.
• Develop an accident prevention plan to mitigate risks.
• Educate employees and encourage their involvement in safety protocols.
• Keep appropriate records and create a report when an incident occurs.
• Regularly reassess your safety program to identify areas for improvement.

Workplace Safety Examples

Workplace safety must be practiced regardless of industry or the workplace location, but some workplaces are more high-risk than others.

Let’s look at a few health and safety in the workplace examples and common hazards that employees face:

Safety in the Manufacturing Industry

Risks associated with manufacturing include operating heavy machinery, handling chemicals, hazardous materials, and electric or fire hazards.

According to OSHA, workers who operate and maintain machinery suffer approximately 18,000 amputations, lacerations, crushing injuries, abrasions, and more than 800 deaths per year.

Measures such as machine guarding, noise and hearing protection, respiratory protection, and slip and fall prevention can help reduce risks.

Office Workplace Safety Examples

According to the Bureau of Labor Statistics (BLS), private employers reported 2.6 million non-fatal workplace injuries and illnesses in 2021. The most common office safety hazards include slipping, tripping, and falling; ergonomic injuries; poor lighting and eye strain; indoor air pollution; and fire hazards.

Construction Site Safety Measures

The construction sector is widely known for its high level of danger. Apart from handling bulky machinery and equipment, workers face risks from harmful chemicals and materials and working at great heights.

Statistics reveal that falls, slips, and trips are responsible for 35% of fatalities and 21,400 non-lethal injuries within the industry. Regrettably, the number of fatal accidents in construction has hit a five-year high.

Construction site safety measures include wearing hard hats, safety respirators and masks, reflective gear, protective earmuffs, and more.

Retail and Hospitality Safety Precautions

The retail and hospitality industry exposes employees to a variety of risks including heavy lifting and other ergonomic risk factors, slips and falls, fire and electrical hazards, and more.

These risks have consequences. According to the BLS, retail has among the highest rates of workplace injuries and illnesses, growing from 341,100 cases in 2020 to 404,000 cases in 2021. Meanwhile, approximately one in 1,000 hotel workers are injured on the job each year.

Health and Safety in the Remote Work Environment

Employers have a responsibility for employee health and safety, wherever they work – at home or in a remote office.

Despite the lack of regulatory guidance on managing the health and safety of remote workers, it is wise to implement measures to identify and minimize potential safety risks. These include workplace ergonomics, lighting, HVAC, and other environmental factors that could affect the well-being of remote employees. Additionally, consider offering support services to promote mental and emotional well-being so that remote workers feel supported and valued.

Occupational Safety Rules

As an employer, you must comply with occupational safety rules and standards required by the federal government and your state’s occupational safety and health division.

Regulatory Bodies and Standards

The most widely recognized regulatory agency is OSHA, which establishes safety standards and provides guidance to employers. OSHA also monitors workplace safety incidents and enforces regulations through targeted inspection programs. Visit the OSHA website to search standards by keyword or industry.

Other bodies and standards include the National Institute for Occupational Safety and Health (NIOSH) and state regulatory bodies.

Employee Training and Compliance

Occupational safety rules and regulations require employers to train workers who face hazards on the job.

Explore the resources offered by OSHA and the National Safety Council (NSC). Both provide tools, outreach, and education to help you comply with workplace safety obligations.

Reporting and Accountability

As an employer, you must adhere to workplace safety reporting requirements, including:

• Reporting a workplace fatality to OSHA within eight hours. Severe injuries (work-related hospitalization, amputation, or loss of an eye) must be reported within 24 hours.
• If you employ more than 10 employees, you must keep a record of severe injuries and illnesses and maintain them at your worksite for at least five years.

OSHA may conduct inspections of your workplace without advance notice. However, you can require a compliance officer to obtain an inspection warrant before entering your worksite.

8 Workplace Safety Tips

Below are a few things you can do to create a safer workplace environment.

Maintain a Clean and Organized Workspace

To prevent falls, slips, and trips, remove any clutter or unnecessary items in the workplace. Ensure employees keep their workspaces clean and sanitized.

Use Personal Protective Equipment (PPE)

Remind workers who are exposed to hazardous materials or environments to wear protective equipment, such as goggles, respiratory protection, or a hard hat.

Practice Good Ergonomics

Educate employees on proper posture. From lifting heavy boxes to sitting at a workstation, good ergonomics is the easiest way to avoid aches, pains, and injuries.

Implement Regular Breaks and Stretching

Tired or overworked employees are easily distracted and may not focus on their work, creating a liability. Encourage regular breaks and stretching. Even a quick walk around the block can help workers rest and recharge.

Adhere to Proper Chemical Handling Procedures

Inform employees of the proper procedure for handling hazardous chemicals. Provide safety data sheets, label all containers, and train employees on how to respond to chemical exposure.

Prioritize Fire Safety and Prevention

Make sure fire alarms and suppression systems are installed and working properly, eliminate fire hazards, post escape plans, practice frequent fire drills, and teach employees about fire safety and prevention.

Encourage Reporting of Hazards and Near Misses

Identifying workplace hazards is key to mitigating them. Require that all employees report unsafe conditions promptly and act quickly to remediate risks.

Stay Up-to-Date with Safety Training and Education

Stay current with new standards or procedures and invest in continuing workplace safety training so that everyone knows how to avoid and respond to an incident.

Health and Safety Advice

From removing hazards to reporting unsafe conditions, small steps can make a big difference. Below are four guidelines to keep your workplace safe:

• Implement an effective safety program
• Encourage employee participation
• Conduct regular safety audits and inspections
• Invest in safety education and training

Real-Life Examples of Workplace Safety Success

Workplace safety can have a huge impact on employee morale and productivity, and lessen your liability as an employer – as many exemplary employers have found out.

Companies Excelling in Workplace Safety

Employers that exhibit a dedication to worker safety and health are consistently acknowledged by regulators and NGOs. Check them out below:

• NSC’s “CEOs Who Get It” Recognition Program: Take a look at the latest list of CEOs and organizations that prioritize workplace safety and discover their approaches to ensuring that every worker returns home safely at the end of each shift.

• OSHA Voluntary Protection Program: Recognizes organizations and federal agencies that have implemented effective workplace safety programs.
• OSHA’s small business success stories

Lessons Learned from Successful Workplace Initiatives

A dedication to workplace safety goes beyond adhering to regulatory requirements. As success stories prove, it’s about integrating new technologies such as safety tracking tools, broadening the scope of programs to include employee behavioral health and wellbeing, and bolstering worker engagement by listening to their ideas and concerns.

Prioritizing Workplace Safety Examples and Health in the Workplace

With an effective workplace safety program, which includes the implementation of practical workplace safety examples, you can proactively prevent injury and illness. A safe workplace is not only a moral obligation but also sound business. An effective workplace safety program, with tangible workplace safety examples, can significantly reduce costs related to injury and illness. Prioritizing occupational safety also gives you a recruiting edge, decreases absenteeism, increases productivity, and enhances employee satisfaction.

It’s never too late to start.

Learn how Acuity’s occupational health and workplace safety services can help you maintain a healthy, safe, and productive workforce, employing the best workplace safety examples.

Did you know that more than half of employees experience one to two workplace hazards per week? Or that 75% of employees say they are more likely to stay with a company that prioritizes workplace safety?

Those numbers are from a recent survey from Ansel, provider of protective equipment. They reveal an unsettling truth for both employees and employers. While many employees routinely face risks whenever they come to work, employers run the risk of losing those employees if they don’t do something about it.

One thing they can and should do is develop and implement an occupational health management system.

Occupational health management is the practice of identifying and managing workplace hazards that can impact employees’ health. It involves identifying and assessing risks, implementing control measures, and monitoring the effectiveness of these measures, and complying with legal requirements for occupational health. Let’s take a closer look at what developing and implementing an occupational health system involves, the different types of occupational health services that should be considered, and how to handle various legal requirements.

 

What steps are involved in developing an occupational health management system?

 

Developing a solid occupational health management system consists of five key steps:

• Identify hazards in the workplace. Identify all potential hazards in the workplace and assess the risks associated with each hazard.
• Evaluate the risks associated with these hazards. Evaluate the risks associated with each hazard to determine the level of risk and prioritize which hazards should be addressed first.
• Implement control measures to reduce or eliminate hazards. Control measures can include engineering controls, administrative controls, and personal protective equipment. Employers must implement the most effective control measures to reduce or eliminate hazards.
• Monitor the effectiveness of control measures. Regularly monitor the effectiveness of control measures to ensure that they are still effective and that new hazards have not arisen.
• Regularly review and update the occupational health management system.This helps ensure that the system is still effective in compliance with any new legal requirements.

 

What are the legal requirements for occupational health in the workplace?

 

Speaking of legal requirements, they tend to vary by jurisdiction, but generally include requirements for employers to provide a safe and healthy work environment for employees. These requirements can include regulations related to workplace hazards, employee training and education, protective equipment and clothing, and reporting of workplace incidents or injuries. Your organization must also comply with any relevant legislation related to disability accommodation, workers’ compensation, and human rights.

If your organization fails to comply with these requirements it may face legal consequences, including fines and legal action by employees or regulatory agencies. Therefore, it is important for employers to stay up-to-date with the latest legal requirements related to occupational health and ensure that they are complying with all relevant 

Remember: you have a legal responsibility to identify and assess occupational health risks in your workplace. This involves conducting regular risk assessments and implementing control measures to reduce or eliminate hazards. You must also provide appropriate training and protective equipment to employees to ensure their safety.

Once you’ve identified hazards in the workplace, it’s your responsibility to implement control measures to reduce or eliminate them. These measures can include engineering controls, administrative controls, and personal protective equipment. All in the name of enhancing the wellbeing of your employees and making your organization a safer place to work.

 

What are the different types of occupational health services?

 

Now that we’ve gotten the legalese out of the way, let’s look at the different types of occupational health services you should consider:. Medical surveillance involves monitoring employees’ health and well-being to identify and manage occupational health risks. 

• Health screening involves assessing employees’ health status and identifying any health problems that may be related to their work. 
• Health promotion programs aim to improve employee health and well-being through activities like exercise programs, healthy eating initiatives, and stress management programs.

You can also provide support and assistance to employees who are experiencing health problems related to their work. This can include access to medical treatment, counseling services, and disability accommodations. By providing these services, you can help employees manage their health and well-being and reduce the risk of workplace accidents and injuries. 

By providing these types of services, you can support the health and well-being of your employees, which can lead to increased productivity, reduced absenteeism, and improved morale. You’ll also be doing the right thing by helping to reduce workplace hazards and showing your employees you value their safety.

Acuity can help. Our occupational health services can be customized to any company and workforce, and are designed to protect employees, increase productivity, decrease healthcare costs, and reduce lost time. 

Contact us to learn more about how to make your employees safer and more productive. 

Employee productivity and happiness has been on everyone’s minds over the past year. From “the Great Resignation” to “quiet quitting,” employee turnover continues to pose a challenge to organizations across the world.

One way to keep employees is to keep them safe. Organizations can do that by emphasizing and practicing occupational health. 

Occupational health is a critical part of maintaining a healthy, safe, and productive workplace. It involves identifying and managing workplace hazards that can impact employee health and well-being and create a better sense of workplace wellness. That’s a key to minimizing employee absenteeism, increasing employee productivity, and improving the overall health and well-being of employees. When employees are healthy and happy, they are more likely to be engaged and productive at work, creating a positive work culture that is ripe for attracting and retaining top talent.

Let’s take a closer look at what occupational health is, how to implement and manage it, the risks it can help mitigate, and why it’s important for your organization.

Occupational Health Definition

Occupational health is a multidisciplinary field that focuses on promoting and maintaining physical, mental, and social well-being in the workplace. This includes ensuring that employees are not exposed to harmful substances, noise pollution, or other hazardous conditions that can cause injury, illness, or disease. This can include anything from ensuring that employees have access to ergonomic equipment that reduces physical strain, to implementing stress management programs that promote mental health.

Furthermore, occupational health is not just about preventing negative health outcomes, but also about promoting positive ones. This can include providing health education to employees, encouraging healthy behaviors, and creating a culture of wellness within the workplace. It can also entail providing employees with access to ergonomic equipment that reduces physical strain and implementing stress management programs that promote mental health.

Importance of Occupational Health in the Modern Workplace

As companies look for ways to attract and retain talent, an increasing number of organizations are investing in occupational health programs. They know the benefits that a happy and safe workplace equals a more productive (and profitable) workplace.

These organizations are also acknowledging our current reality. The COVID-19 pandemic has caused a significant shift in the way workplaces operate, making it necessary for businesses to prioritize employee health and safety. By implementing occupational health measures, businesses can reduce the risk of COVID-19 transmission in the workplace and protect their employees. This not only keeps employees safe but also helps to mitigate the risk of business disruption due to outbreaks.

Additionally, investing in occupational health programs can have long-term benefits for companies. By promoting employee health and wellness, companies can reduce the cost of healthcare and improve the overall health of their workforce. This, in turn, can lead to increased productivity and profitability for the organization.

Four Categories of Occupational Health Risks

What are the risks that an occupational health program helps protect against? There are several, and they can be broadly categorized into four types: physical, chemical, biological, and psychological hazards.

Physical

Physical hazards can come in many forms, including noise, vibration, and extreme temperatures. For example, employees who work in noisy environments, such as construction sites, may be at risk of developing hearing loss over time. Similarly, employees who work in extremely hot or cold environments may be at risk of developing heat stroke or hypothermia. Physical hazards can also include slips, trips, falls, and other accidents resulting from unsafe working conditions.

Chemical

Chemical hazards can include exposure to toxic substances like asbestos, lead, and pesticides. Exposure to these substances can cause serious health problems, such as lung disease, neurological damage, and cancer. Employers must ensure that employees are aware of the risks associated with these substances and have access to the necessary protective equipment and training to minimize their risk of exposure.

Biological

Employees may be exposed to infectious agents like bacteria and viruses, which can lead to serious illnesses. It is important to provide your employees with the protective equipment, such as gloves and masks, to minimize their risk of exposure to these hazards. Employers must also ensure that employees are aware of the risks associated with biological hazards and take steps to minimize exposure.

Psychological

Psychological hazards can include workplace stress, bullying, and harassment. These types of risks can have a significant impact on employee mental health and lead to absenteeism, reduced productivity, and high turnover rates. It’s important to take steps to minimize these risks, such as providing employee assistance programs and promoting a culture of respect and inclusivity in the workplace.

Fortunately, there are many ways to manage occupational health risks, including conducting regular workplace inspections, providing appropriate training and education to employees, and implementing effective safety protocols. Additionally, it is important to establish a reporting system for workplace hazards so that employees can report any issues in a timely manner and appropriate action can be taken.

Occupational Health: Critical to Your Business and Employees

Occupational health is critical to the success of your business and employees’ well-being–and Acuity can help create the ideal occupational health program for your needs. Our occupational health services can be customized to any company and workforce, and are designed to protect employees, increase productivity, decrease healthcare costs, and reduce lost time. 

Contact us to learn more about how to make occupational health a core part of your business. 

What is Occupational Health: FAQ

Why is occupational health important?

Occupational health is important because it helps to create a safe and healthy work environment for employees. This can lead to increased productivity, reduced absenteeism, and improved employee morale.

In conclusion, investing in occupational health is crucial to ensuring the well-being of employees and the success of a business. By prioritizing workplace wellness and implementing occupational health measures, businesses can create a safe and healthy work environment that benefits both employees and the company.