Drug and Alcohol Screening. 3.1 AMR locations that do not have a saliva-based screening process available should proceed directly to drug and alcohol testing if indicated by Section 5.0 of this policy. 3.2 Where available, saliva-based drug and alcohol screening may be used to “rule-out” the presence of alcohol or controlled substances in an employee’s system. In such cases, an HR-approved procedure or checklist should be used to govern the key steps of the screening process, including but not limited to: (a) Ensuring appropriate steps are taken to document the reason for administering the screen (b) Providing for a witness while the screen is administered (c) What to do if the saliva-based screen indicates “non-conclusive” or similar findings that suggest the need to utilize a drug and alcohol test. 3.3 No AMR location or department is obligated to make saliva-based screening available to employees. 3.4 Saliva-based screening is not to be used as the basis for taking corrective action. Rather, it may be used only to determine whether to proceed with a drug and alcohol test. 3.5 Screening results that indicate “non-conclusive” [or equivalent] shall trigger quantified drug and alcohol testing as described elsewhere in this policy. 3.6 Regardless of saliva-based screening results or an employee’s refusal to participate in a drug or alcohol screen, AMR reserves the right to require an employee to undergo a drug or alcohol test.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
