Love’s Travel Stops & Country Stores maintains a drug and alcohol testing program for both applicants and current employees. The company’s policy is stringent, reflecting the safety-sensitive nature of its business, which involves transportation, retail, and restaurant operations. This approach ensures a safer environment for customers and employees. The policies are influenced by federal mandates, particularly for roles involving commercial motor vehicles, but they extend across the entire organization.
Drug Testing Policy Overview
The policy is based on federal and state guidelines. DOT mandates from the FMCSA govern all commercial driver positions, establishing minimum standards for testing procedures and consequences. For all other employees, the company implements a separate, non-DOT drug testing program that adheres to state laws and internal safety standards. This ensures a consistent drug-free workplace policy across retail, restaurant, and corporate operations. The company applies similar stringency to non-DOT roles to mitigate workplace risks.
When Love’s Conducts Drug Testing
Pre-Employment Screening
All applicants who receive a conditional job offer must submit to a drug test before employment begins. This pre-employment screening is mandatory for the company’s drug-free workplace policy. A verified negative result is required to move forward with the hiring process for any role.
Post-Accident Testing
Testing is required immediately following any workplace incident that meets specific company or regulatory criteria. For commercial drivers, DOT rules mandate testing after accidents involving a fatality, or when the driver receives a citation for a moving violation that causes injury or significant property damage. For non-DOT staff, the policy triggers a test after any incident resulting in injury requiring medical attention or significant property damage, regardless of fault.
Reasonable Suspicion Testing
An employee may be required to submit to a test if a trained supervisor observes specific signs of impairment, triggering reasonable suspicion. Observable signs include erratic behavior, slurred speech, poor coordination, or the detection of drug or alcohol odor. The supervisor must document these observations before the employee is sent for a test.
Random Testing
Random drug testing is primarily mandated for employees in DOT-regulated positions, such as truck drivers and mechanics who perform safety-sensitive functions. These individuals are selected for unannounced testing by a scientifically valid method at a rate set annually by the FMCSA, currently 50% for drugs. This testing occurs throughout the year without prior warning to ensure compliance and deter substance use. The company reserves the right to implement random testing for non-DOT retail and corporate staff, depending on state regulations and internal risk assessment.
Roles Subject to Testing
The frequency of drug testing depends on the position’s impact on public safety. Commercial driving positions, including over-the-road drivers, are subject to the strictest federal testing regimen. These roles are automatically enrolled in the DOT random testing pool and must comply with all mandated testing scenarios.
Retail and Operational Staff, such as cashiers, restaurant workers, and service advisors, are typically subject to the company’s non-DOT policy. Testing for these roles focuses on pre-employment and for-cause situations like post-accident or reasonable suspicion. Corporate and Office Positions, which involve administrative or support functions, are generally subject to pre-employment testing. They may also be tested under the company’s non-DOT reasonable suspicion or post-accident protocols.
The Drug Testing Process and Methods
The standard method for DOT-regulated testing is the collection of a urine specimen, sent to a Substance Abuse and Mental Health Services Administration (SAMHSA) certified laboratory. The DOT-mandated 5-panel test screens for marijuana metabolites, cocaine metabolites, amphetamines, opioids, and phencyclidine (PCP). Testing is a two-step process, involving an initial screening followed by a confirmatory test using Gas Chromatography/Mass Spectrometry (GC/MS) for non-negative results.
Non-DOT testing programs often utilize the same collection and laboratory analysis standards but may test for a broader range of substances, such as a 10-panel screen. All positive results are reviewed by a Medical Review Officer (MRO), a licensed physician who contacts the employee to discuss potential legitimate medical explanations, such as valid prescriptions. This MRO verification ensures accuracy before a final verified positive result is reported.
Consequences of a Failed Drug Test
A verified positive drug test result carries consequences that differ for applicants and current employees. For an applicant, failing the pre-employment test or refusing to take it results in the immediate withdrawal of the conditional job offer. This action generally makes the applicant ineligible for rehire for a specified period, typically six months or longer.
For a current employee in a non-DOT role, a verified positive test or refusal can lead to disciplinary action, including suspension or immediate termination, based on company policy. Commercial drivers who fail a DOT test face mandatory and immediate removal from all safety-sensitive duties. To return to a safety-sensitive position, the driver must complete a return-to-duty process. This involves evaluation by a Substance Abuse Professional (SAP), compliance with prescribed treatment, a negative return-to-duty test, and a period of unannounced follow-up testing.
Navigating the Application Process
Applicants should assume drug testing is a guaranteed part of the hiring procedure, regardless of the position sought. Applicants must carefully read and understand the disclosure forms related to the company’s drug and alcohol policy before signing them. Candidates should be prepared to complete the testing requirement promptly upon receiving a conditional offer of employment. Being proactive ensures a smoother transition into the role and prevents delays or the withdrawal of a job offer.