Chain of Evidence - Storage. 1. Each step in the collecting and processing of the urine specimens shall be documented to establish procedural integrity and the chain of custody.
2. Where a positive result is confirmed, urine specimens shall be maintained in a secured, refrigerated storage area. If a dispute arises the specimens will be stored until all legal disputes are settled.
Chain of Evidence - Storage. 1. Each step in the collecting and processing of the urine specimens shall be documented to establish procedural integrity and the chain of custody.
2. Where a positive result is confirmed, urine specimens shall be maintained in secured, refrigerated storage for an indefinite period.
3. In the event of a positive confirmatory test, the employee may utilize testing of the split sample as provided by DOT Regulations.
Chain of Evidence - Storage. Each step in the collecting and processing of the urine specimens shall be documented to establish procedural integrity and the chain of custody.
Chain of Evidence - Storage. A. Each step in the collecting and processing of the urine specimens shall be documented to establish procedural integrity and the chain of custody.
B. Where a positive result is confirmed, urine specimens shall be maintained in a secured refrigerated storage area. If a dispute arises, the specimens will be stored until pending contractual or legal disputes are settled.
C. An employee having a positive test result shall receive a written notice from the Director of Public Safety stating said results. All pertinent information concerning the test will be made available to the effected employee upon his/her request.
Chain of Evidence - Storage. 1. When a confirmed positive report is received, urine and hair samples shall be maintained under secured storage for a period of not less than sixty (60) days; twelve (12) months in contested cases.
2. Each step in the collecting and process of urine/hair/blood samples shall be documented to establish procedural integrity and the chain of evidence/custody.
Chain of Evidence - Storage. Each step in the collection and processing of drug and alcohol tests will be documented to establish procedural integrity and the chain of custody including any additional testing of the additional sample at the employee’s discretion.
Chain of Evidence - Storage. 1. Where a positive report is received, urine specimens shall be maintained under secured storage for a period of not less than sixty (60) days.
2. Each step in the collecting and processing of the urine specimens shall be documented to establish procedural integrity and the chain of evidence.
Chain of Evidence - Storage. 29 1. Each step in the collecting and processing of the urine specimens shall be 30 documented to establish procedural integrity and the chain of custody. where a 31 positive result is confirmed, urine specimens shall be maintained in secured, 32 refrigerated storage for one year.
Chain of Evidence - Storage. (1) Where a confirmed positive report is received, urine specimens shall be maintained under secured storage for a period of twelve
Chain of Evidence - Storage. A. Each step in the collection and processing of the urine specimens shall be documented to establish procedural integrity and the chain of custody.
B. Where a positive result is confirmed, urine specimens shall be maintained in secured, refrigerated storage for the time period regulated by state law.
Section 10. Voluntary Participation in EAP or Rehabilitation.
A. Employees may voluntarily seek substance abuse counseling through Human Resources or directly through the Employee Assistance Program offered by the City. Other than the City provided EAP benefit, employees are responsible for any rehabilitation costs, even if the EAP refers the employee to a particular program.
B. Employees are not disciplined because they voluntarily seek treatment for a drug related problem. However, drug or alcohol users are held to the same performance standards as other employees, regardless of the performance is related to drugs or alcohol. Voluntary participation in an EAP or rehabilitation program is not protection from disciplinary measures resulting from job-related infractions, misconduct, offenses, or unsatisfactory job performance.
C. Employees in safety sensitive positions who voluntarily enter into EAPs or rehabilitation programs for drug or alcohol related problems are transferred into a non- safety sensitive position (if available) or placed on leave without pay while participating in the program. Accrued leave or leave without pay may be used consistent with applicable benefit policies. Employees not drug tested who have completed a voluntary rehabilitation program and are drug-free may return to work.
D. Employees previously testing positive for an illicit drug who have completed a prescribed treatment plan may return to work; such employees are subject to follow up drug testing without notice for a two-year period. Failure to remain drug free throughout employment with the City may result in disciplinary action up to and including termination.
