Welcome to the official Blog site of Global Safety Network. The purpose of this blog is to provide a platform to exchange applicable and valued information with our clients. Please feel free to add or comment on topics and information that may be presented here in the future. Further, your suggestions will always be welcome. - GSN Staff

Compliance Corner: The Facts about a Serious Marine Incident – Part 2

June 6th, 2016

Basic Requirements SMI Drug Testing

Drug testing must be completed within 32 hours following a serious marine incident; if the drug test specimens cannot be collected within 32 hours, vessels must have onboard a sufficient number of urine-specimen collection kits and chain-of-custody forms meeting the requirements of 49 CFR Part 40 that are readily accessible for use following a serious marine incident (46 CFR Part 4, Section 4.06-20).

Urine drug test specimen collections can only be conducted by personnel trained in DOT specimen collection procedures and that are currently qualified in accordance with 49 CFR part 40 to collect these specimens. All drug tests have to be collected in accordance with the requirements given in 49 CFR part 40.

All drug tests have to be sent to a laboratory that is accredited by the US Department of Health and Human Services for Federal Agency Workplace drug testing. The use of on-site testing devices or other types or forms of drug testing is not allowed in accordance with US Coast Guard regulations.

Arrangements for drug test collection can be made through a port agent or another agent of the marine employer. This does not negate the 32 hour requirement but does assist in meeting the drug test requirements.

If it is determined that a vessel is not in compliance, that vessel/marine employer is subject to civil penalty action. See more…

Compliance Corner: The Facts about a Serious Marine Incident – Part 1

June 4th, 2016

Basic Requirements SMI Alcohol Testing

The marine employer is responsible for having the alcohol testing completed within 2 hours following a serious marine incident (SMI); if there are safety concerns to be met, then testing may be delayed until the safety concerns have been addressed. No testing is required after 8 hours for alcohol. Beverages containing alcohol, including mouthwashes, are not permitted to be used until after the alcohol testing has been completed.

Alcohol testing devices must be listed on the current Conforming Product List (CPL). The use of any device that is not listed on the CPL and published by National Highway Traffic Safety Administration (NHTSA) (www.nhtsa.gov) will not be acceptable. This includes devices that may be listed on lists from another source, country, region, etc.

There are two approved devices on the CPLs:

  • Evidential Breath Testing Devices (EBTs)
  • Alcohol Screen Devices (ASDs)

(a) If it is determined that a vessel is not in compliance, that vessel/marine employer is subject to civil penalty action.

From the COAST GUARD MID ATLANTIC Official Blog of the 5th Coast Guard District. Definition of a Serious Marine Incident.


78% of Teens say Close Friends use Marijuana

June 2nd, 2016

Legalization of marijuana in several states along with the continuing debates to legalize THC in other states has changed how teenagers perceive the harmful effects of THC. In fact, some teenagers believe marijuana is less harmful and easier to obtain than alcohol.

According to Grand Forks Substance Abuse Prevention Coalition, 78 percent of teens now say they have close friends who use marijuana and 41% of these teenage users admit they began using the drug before the age of 15. The primary reasons for using at an early age are to fit in with their peers, to relax, to have fun, and to escape reality. Thus, responsible parents must play a more prominent role in educating their children of the dangers of all mind-altering substances such as marijuana and the harmful effects are the still-developing brains of teens.

Since the prefrontal cortex, which is the part of the brain that controls reasoning and impulses, doesn’t fully develop and mature until age of 25, teenage THC usage can noticeably effect the behavior of the teen user.

The Coalition says behavior signs of teenage THC users include:

  • Difficulty controlling emotions
  • Lack of judgment
  • Spontaneous and impulsive actions
  • Risky decision making
  • No planning or scheduling
  • No thought of consequences or accountability

Criminal Charges Resulting from ICE Audits

May 26th, 2016

President Barack Obama shifted immigration enforcement policy to crack down on employers rather than undocumented workers.

A lot has changed since President Barack Obama shifted immigration enforcement policy to crack down on employers rather than undocumented workers. Audits of employer I-9 forms increased from 250 in fiscal year 2007 to more than 3,000 annually since 2011. The average number of company owners and managers arrested annually has drastically increased to more than 200 a year for the past four years, according to data provided by ICE (U.S. Immigration and Customs Enforcement).

This is a list of some of those employers who were charged with criminal wrong doing as discussed in Press Releases by ICE: (Cases from 2013 to the present are still under investigation and not included.)

Federal criminal charges have been filed against a Van Nuys manufacturing company in Los Angeles and one of its owners for hiring unauthorized alien workers and repeatedly taking steps to cover up the illegal hiring in an effort to retain the workers.

A series of arrests and search warrants at several restaurants and residences in Maine has resulted in charges against 10 individuals who were taken into custody by special agents with ICE and HSI (Homeland Security Investigations).

A manager at a specialty pallet and box manufacturing company in northwest Detroit was arrested by agents with ICE and HSI on criminal charges of knowingly accepting false documentation in the course of hiring undocumented workers.

A metal fabrication business in Utah was criminally indicted on 10 counts of harboring illegal aliens. The company’s human resources director was indicted for encouraging or inducing illegal aliens to remain in the United States, and subsequently pled guilty.

The married owners a Comfort Inn & Suites hotel in Oacoma, S.D., were sentenced several years in prison each after a federal jury found them guilty of peonage (involuntary servitude), visa fraud, making false statements and conspiracy.

Seven managers were criminally charged with crimes including: knowingly hiring illegal aliens, transporting and harboring illegal aliens, and conspiring to transport illegal aliens. All seven have pleaded guilty and are awaiting sentencing. Five additional managers were indicted in February of 2008 for similar crimes and are awaiting trial.

2015 Deportation (removal) of Illegal Immigrants Overview

  • ICE conducted 235,413 removals.
  • ICE conducted 69,478 removals of individuals apprehended by ICE officers (i.e., interior removals).
  • 63,539 (91%) of all interior removals were previously convicted of a crime.
  • ICE conducted 165,935 removals of individuals apprehended at or near the border or ports of entry.
  • 59% of all ICE removals, or 139,368, were previously convicted of a crime.
  • ICE conducted 63,539 interior criminal removals.
  • ICE removed 75,829 criminals apprehended at or near the border or ports of entry.
  • 98 percent of all ICE FY 2015 removals, or 230,715, met one or more of ICE’s stated civil immigration enforcement priorities.
  • Of the 96,045 individuals removed who had no criminal conviction, 94 percent, or 90,106, were apprehended at or near the border or ports of entry.
  • The leading countries of origin for removals were Mexico, Guatemala, Honduras, and El Salvador.
  • 1,040 individuals removed by ICE were classified as suspected or confirmed gang members.

Source: www.ICE.gov

GSN Magazine: May 2016 Issue Now Available

May 19th, 2016
GSN Magazine May 2016

Click to download this issue

Inside this Issue:

Ban the Box Laws Handcuff Employers
All across America, more and more cities and states have begun a legislative push toward removing the question, “Have you ever been convicted of a crime?” from job applications.

Criminal Charges Resulting from ICE Audits
A lot has changed since President Barack Obama shifted immigration enforcement policy to crack down on employers rather than undocumented workers.

Philadelphia’s Revised “Ban the Box Law” Takes Freedom from Employers
City of Brotherly Love Enacts Sweeping Changes to its Ban-the-Box Law. On December 15, 2015, Philadelphia Mayor Michael Nutter signed far-reaching amendments to the city’s “Ban the Box” law, the Philadelphia Fair Criminal Records Screening Ordinance (“the Ordinance”).


National Institute on Drug Abuse: Public Education Videos Available

May 19th, 2016

Several informational videos by the National Institute on Drug Abuse (NIDA) are currently available for viewing. The purpose of the videos is to bring awareness to the science behind the causes and consequences of drug use and addiction, and to apply that knowledge to improve individual and public health. Click below to view the videos online now!

NIDA Videos


Click here to find out how Global Safety Network can help your business create and manage its drug free workplace program.

Documentary: FADED Fentanyl’s Impact

May 17th, 2016

FADED is a documentary produced by the University of North Dakota Department of Health and Wellness, that follows four families that have been impacted by the synthetic drug Fentanyl. This video is intended to help inform you about the extreme dangers of Fentanyl, a lethal synthetic drug impacting our community and is resulting in overdoses and death. This is not an issue that is targeting certain socioeconomic classes; it is being abused by a wide range of youth and is easily obtained. Click image below to watch now!


CNN Video: “Prescription Addiction: Made in the USA”

May 16th, 2016

Video now available – “Prescription Addiction: Made in the USA,” an  “Anderson Cooper 360” town hall special hosted by Anderson Cooper and CNN’s Chief Medical Correspondent Dr. Sanjay Gupta.

CNN Video

Click here to view CNN Story Highlights.

GSN offers a variety of customizable options to help your business create a safer and more productive workplace. Find out more…

GSN Magazine: April 2016 Issue Now Available

April 20th, 2016
GSN Magazine April 2016

Click to Download this Issue.

Inside this issue:

Leadership Lessons from National Leaders
Some are born with it, others try to learn it, and many do not discover their capacity for leadership until they are faced with the opportunity. – Bob Funk the Founder, CEO, and Chairman of the Board of Express Employment Profession, provides his wisdom on what makes a leader.

ART GREENBERG: The Legacy of a Leader
Art Greenberg, whose large physical stature was matched only by his big heart and personality, is not only remembered as a great business leader with vision, purpose, faith and integrity but also for his warmth and generosity that made a difference for many people.

The Endurance of a Leader: The Voyage of Sir Ernest Shackleton
Once Norwegian explorer Roald Amundsen won the race to the South Pole in 1911, Sir Ernest Shackleton started planning his expedition to lead the first team to cross the continent of Antarctica from sea to sea. This was a 1,800-mile journey. Even when the mission changed, his vision of leadership did not change.

Compliance Corner: Leadership Decisions

April 16th, 2016

By Jamie Bork GSN Director of Compliance

§ 382.305: Random Testing: The Use of Alternate Selections within this DOT regulation is often misunderstood (Motor Carrier)

An employer may select alternates via self-administered program or through a Third Party Administrator (TPA) within its random testing program. However, the employer must not test an alternate simply because “John was not here today”.

An alternate selection is to be used in the (unlikely) event that the primary selected person is no longer available for testing or is not expected to return before the end of the selection period. It should be noted that the selection period (or testing period) may be weekly, monthly, quarterly, but always extends until the end of the current calendar year – with no carry-over into the next calendar year. Therefore (assuming you are selecting quarterly), if a primary selected person is chosen in the 1st quarter (January-March), is on vacation the day the DER expected to have him tested, and is not due to return from vacation until April 4th…What to do??? An alternate selection should be used and you must document why this action was taken. However, if the primary selected person returns to work on or by March 31st (last day of the testing period) the individual is to be tested.

As taken directly from the DOT’s Guidance: Is it permissible to select alternates for the purpose of complying with the Random Testing regulations? Guidance: Yes, it is permissible to select alternates. However, it is only permissible if the primary driver selected will not be available for testing during the selection period because of long-term absence due to layoff, illness, injury, vacation or other circumstances. In the event the initial driver selected is not available for testing, the employer and/or C/TPA must document the reason why an alternate driver was tested. The documentation must be maintained and readily available when requested by the Secretary of Transportation, any DOT agency, or any State or local officials with regulatory authority over the employer or any of its drivers.

Click here for the full detail of the DOT regulation and expanded guidance.

GSN Alcohol Testing Services – Our Certified Technicians will assist you in enforcing your company’s workforce policy.