A growing business reached the point where it needed a testing program, but had no HR compliance function and no interest in building one. It also had the complication most small employers share: a couple of CDL drivers inside an otherwise non-DOT workforce. PSI handled both. We wrote a policy that fit the company, put the CDL drivers in a DOT pool with Clearinghouse coverage, folded pre-employment screening into hiring, and trained the supervisors. The result is a program that runs on its own and a person who answers the phone when something unusual comes up.
How the engagement runs
- A written policy sized to the company
- A DOT pool and Clearinghouse coverage for the CDL drivers
- Pre-employment screening folded into hiring
- Supervisor training so a reasonable-suspicion call is defensible
- A program that runs, and a person to call when something unusual happens
About this example
- Details generalized to protect the client's confidentiality; the business is not identified