Looking for a definitve answer on legal adderall usage

Did a DOT approved doctor approve addrenal and did you list it on the DOT physical ? You need to tell them when you get DOT physical. I’m not a doctor but just searching the internet I don’t think you will pass DOT physical taking addrenal.

 

The problem with Adderall is it metabolizes into the same byproduct as meth, and is almost chemically identical.

This can create a very slippery slope for abuse potential, side effects, and no way to differentiate someone using Adderall as prescribed or abusing meth, on a drug test.

Obviously, that's not me or anyone else projecting a negative view on people prescribed Adderall. It's the same reason Marijuana will never be allowed in the trucking industry until tests can differentiate use during free time away from the truck and irresponsible use that could impact ability to drive.

 

I think the far more important question is can you drive on Adderall? Before I had a CDL I had a script for Adderall and also abilify at different times.

I couldn't sit still for more than 5 minutes on either. Especially the abilify, it made me violently impatient. No way I could drive a truck for 11 hours a day on any stimulant other than caffeine.

 

Those with ADD and ADHD react very differently than you to adderall. If you actually had it you would feel much more focused and calm not wired. I find it pretty annoying that a drug that could help me focus and reclaim my life would make me choose between my job that pays the bills and happiness.

 

Specifically, who is telling you you need to stop taking your medication before you get to the drug testing stage? Medical decisions are to be made by medical professionals; the prescribing doctor , the DOT Medical Examiner and the MRO.
Companies can enforce stricter policies but they cannot play doctor or enforce blanket bans . A company cannot legally reject you on the basis of being on a specific medication unless they have objective medical evidence that it impairs safety. Objective medical evidence is based on “individual assessment using reasonable medical judgment” . If you have been cleared to drive by a DOT examiner & the prescribing physician if any company makes a decision to override that without sending you to a qualified physician that is a discriminatory employment decision that violates the ADA and the EEOC.
I made an account today specifically to reply to this. I’m super late but better late than never. Most of these comments have no idea what they are talking about… I have “failed” multiple preemployment drug tests (prescriptions were verified with the MRO and my clearinghouse is good) just make sure you keep your prescription bottle on you the MRO will call you and you either email/text photos of your bottle or they want your pharmacy number/other info to verify script… it then becomes a verified prescription and the result is a negative. I am a job hopper. I’ve gone to all kinds of companies, big and small and never have they asked me when I was filling out an application about what medications I was prescribed. My Adderall is listed on my DOT medical card and I have a letter from my PCP stating that I am safe to drive and this medication does not impair my ability to safely operate a commercial motor vehicle. I get a new DOT card every year and my Adderall has been listed on it every single time. I have never had any issues finding a job and the MRO process is the same for random drug tests (I’ve never had any issues). You can drive legal & safe with a disability just always be honest with the DOT examiner to avoid any future legal issues if you have any accidents.

 

The examiner and the mro can not change meds, they can not advise what can be changed or excluded, the treating physician(s) is the only legal entity that can determine what the patient needs or should do, the others are not legally qualified to make any determination on care or treatment.

EDIT - while the company can not dictate to a driver about the meds without documented proof, the insurance company can and have in many cases. They do not fall under the same restrictions as the company when it comes to both EEOC regulations and the ADA.

 

Exactly