Drug and Alcohol Testing Procedures. The City of Onalaska will use a drug and alcohol collection site that meets the standards established in 49 CFR Part 40 and a laboratory that is certified by the U.S. Department of Health and Human Services (DHHS). All drug and alcohol testing will be conducted in conformance with the procedures and rules established by the federal Omnibus Transportation Employee Testing Act of 1991 and it’s implementing regulations.
Drug and Alcohol Testing Procedures. Drug and Alcohol testing shall be conducted in the following manner:
A. When circumstances arise which require drug and/or alcohol testing, the Director shall contact the Director of Human Resources or, in his/her absence, his/her designee, to obtain approval for testing. Should disagreement exist between the employee's supervisor or Director and the Director of Human Resources, or his/her designee, regarding whether or not to proceed with testing, the City Manager shall make the final determination. Upon receiving approval to proceed with testing, the supervisor shall escort the employee to a designated D.H.H.S. (Department of Health and Human Services) certified laboratory. After specimen collection, the employee shall be escorted home, except in the case of post-accident testing. In the case of post-accident testing, the employee shall return to work following specimen collection, to a role deemed safe for the employee and other employees, unless otherwise restricted by a physician. (In circumstances involving “post-accident” testing, where the employee requires off-site medical attention, the testing procedure shall be initiated after proper medical attention has been rendered. In the event the employee is hospitalized, testing shall be accomplished by blood within the hospital environment as soon as possible.)
B. In screening for the presence of drugs or alcohol generally accepted screening procedures shall be used. Whenever an employee is required to provide urine
C. When screenings are performed, the threshold level for determination shall be established in accordance with generally accepted medical procedures and existing laws or regulations.
D. In testing urine or blood specimens for the presence of illegal drugs and/or alcohol, the first specimen shall be submitted for testing to a certified laboratory. If illegal drugs and/or alcohol are found in the first specimen, then that same specimen shall be submitted for further verification (confirmatory) testing. If both initial and verification (confirmatory) tests are positive for an illegal drug and/or alcohol, the Director of Human Resources, or his/her designee, shall be notified by the Medical Review Officer (MRO) at the certified laboratory. The Director of Human Resources, or his/her designee shall in turn contact the employee.
E. The employee must then decide whether or not he/she wishes the second specimen provided at the initial collection to be further tested. If the employee so requests, t...
Drug and Alcohol Testing Procedures. The BOARD and UNION acknowledge that illegal drug use and alcohol abuse by employees is incompatible with an educational environment. The BOARD and UNION agree that the District will comply with the Omnibus Transportation Employee Testing Act of 1991.
1. All AFSCME employees shall have the opportunity to have UNION representation throughout any and all procedures and proceedings related to the Act.
2. All time spent by the employee in the course of administering an alcohol or controlled substance test, including travel time, will be paid at the employee’s regular rate of pay, or at their overtime rate, if applicable. Any employee who is not allowed to return to work while awaiting test results will be compensated during the waiting period for all lost work time. The District will pay the employee the mileage rate currently in effect for travel conducted by the employee to comply with testing requirements. The District shall pay all cost associated with the administration of these procedures with the exception of an employee who requests the testing of the urine split sample. However, if the split specimen shows a negative result, the District will reimburse the employee for this cost.
3. Any Labor issue related to implementation of the drug and alcohol testing procedures not specifically covered by the Department of Transportation regulations will be subject to the grievance and arbitration procedures as outlined in the collective bargaining agreement between the Lake Shore Board of Education and AFSCME Local 1217.
4. It is agreed that unit employees not covered under the OTETA will only be subject to reasonable cause testing as outlined in the Act.
5. The BOARD at its option may institute a random drug and alcohol-testing program for other employees who regularly drive District owned vehicles. The policies and procedures used for such a program will be identical to those used for employees covered by DOT regulations (OTETA).
6. If the BOARD decides to implement such a program, the District will give the UNION a seven (7) day notice before the implementation of such a program.
Drug and Alcohol Testing Procedures. Pursuant to the 19 Department of Transportation (DOT) regulations 49 CFR Parts 40, 382 and 395, the 20 District has negotiated and implemented a drug and alcohol testing policy and 21 regulations with the California School Employees Association, Chapter 272. The 22 parties agree to negotiate any changes or modifications to the policy and regulations 23 affecting subjects within the scope of bargaining during the life of this or any 24 subsequent Agreement. 25 // 26 // 27 // 28 // 29 // 30 // 31 // 32 // 33 // 1 ARTICLE 25: EFFECTS OF AGREEMENT
2 25.1 It is understood and agreed that the specific provisions 3 contained in this Agreement shall prevail over the District practices and procedures 4 and over state laws to the extent permitted by state law and that, in the absence 5 of specific provisions in this Agreement, such practices and procedures are 6 discretionary with the District so long as such practices or procedures are not 7 within the scope of representation.
8 25.2 The provisions of this Agreement shall be incorporated into 9 and be considered a part of the established policies of the Board.
10 25.3 This Agreement shall constitute the full and complete 11 commitment between both parties and shall supersede and cancel all previous 12 Agreements, both written and oral. This Agreement may be altered, changed, 13 added to, deleted from or modified only through voluntary mutual consent of the 14 parties in a written and signed amendment to this Agreement. 15 // 16 // 17 // 18 // 19 // 20 // 21 // 22 // 23 // 24 // 25 // 26 // 27 // 28 // 29 // 30 // 31 // 32 //
Drug and Alcohol Testing Procedures. A. The Board shall us a laboratory for analysis of initial or confirmation drug specimens only if:
a. The laboratory is licensed and approved by the Florida Agency for Health Care Administration (AHCA) using criteria established by the United States Department of Health and Human Services (HHS).
b. The laboratory has written chain of custody procedures as established by the AHCA.
c. The laboratory follows proper quality control procedures.
d. All additional AHCA procedural guidelines as delineated in Section 112.0455, Florida Statutes are followed.
B. Body Specimens
a. Urine will be used for testing for all drugs except alcohol and for confirmation testing for all drugs except alcohol.
b. Blood and breath will be used as the initial and confirmation specimens for alcohol testing.
Drug and Alcohol Testing Procedures. 1. Cuyahoga Falls Fire Department employees shall be subject to the applicable techniques and methods, the identity of controlled substances for which tests shall be made, and the threshold concentration for positive drug tests as provided in the Mandatory Guidelines for Federal Workplace Drug Testing Programs promulgated by the U.S. Department of Health and Human Services (“HHS”). The applicable techniques and methods for alcohol testing, and the threshold concentration for positive alcohol tests shall be as provided in 49 CFR Part 40 or as amended hereafter. The concentrations utilized for cutoff concentrations for initial and confirmatory drug tests are displayed in the table listed in 49 CFR 40.87 or as amended hereafter.
Drug and Alcohol Testing Procedures. 1. Employees shall be subject to drug and alcohol testing by a certified laboratory or other certified operator if a supervisor reasonably suspects that the employee is currently under the influence of drugs or alcohol while on duty, and/or subsequent to any work-related accident where there is a reasonable suspicion that the accident was caused by an employee being under the influence of drugs or alcohol. When an employee is asked to submit to a drug test and/or alcohol test, he/she shall be informed of the reason he/she is being asked to submit to the test.
2. “Reasonable suspicion” shall be based on specific, contemporaneous, articulate observations concerning appearance, behavior, speech, or body odors of the employee and/or changes in general work performance and behavior, such as deterioration in productivity, quality of work, or attitude.
3. Employees who test positive for drugs or alcohol who refuse to submit to testing shall be subject to discipline pursuant to Board Policy and Administrative Regulation 4218.
Drug and Alcohol Testing Procedures. The district, in cooperation with contracted collection and testing facilities, shall maintain drug and alcohol testing procedures as follows: Drugs: • The student athlete reports to the district designated collection site and provides positive identification. • The student will produce an appropriate sample for testing. • The superintendent or designee will report positive testing results to the student athlete and discuss the type of dangerous substance found and determine whether there is any valid medical reason for the positive testing results. As part of due process, a positive sample will automatically be sent to a certified laboratory for further testing. • A verified medical reason for a positive testing result will be reported as a negative testing result to the superintendent or designee. • If no legitimate reason exists for positive testing, the student will be in violation of this policy. • All laboratory results will be reported to the superintendent. • Any sample that appears to be diluted or tampered with will be sent to the certified laboratory for further testing. If the laboratory verifies the sample is diluted or tampered with it is considered a positive test. • The testing agency or trained personnel will follow all standard procedures including chain of custody, verification of positive testing results and maintenance of confidentiality requirements.
Drug and Alcohol Testing Procedures. All testing will include an initial screening test; review by a MRO, including the opportunity for Associates who test positive to provide a legitimate medical explanation, such as a physician’s prescription, for the positive result; a retest if requested; and a documented Chain-
Drug and Alcohol Testing Procedures. Drug and alcohol Testing will be done by Gateway Chiropractic & Occupational Health Center, 000 Xxxxxxxxx Xxxxxx, Xxxxxxxxxx, Xx 00000 under the federal mandatory guidelines. If either party has a concern with Gateway providing the testing, this concern may be raised, and the parties shall agree to another provider if the concerns are valid. Collection of samples will follow accepted "chain of custody" procedures and include bifurcated samples to assure that the donor will be provided with a sample at his/her request. The collection and testing of the sample shall be performed by a qualified physician or health care professional. For positive screen results, Xxxxxxx's Medical Review Officer will make a final determination of presence of illegal drugs in a test, as set forth below. All procedures related to this policy will be at the City's expense. Drug and alcohol testing for Police Department employees under this article will be done as follows:
1. When there is probable cause, the Chief or his designee will arrange for the drug and/or alcohol testing.
2. The Chief will set up an appointment for the appropriate tests immediately.
3. The employee will go to the testing facility, will present a picture I.D. and provide the necessary test samples. If the employee so requests, he/she may be accompanied by a union representative (Member oft he Union's Executive Board) to the site of the testing. (Only the employee being tested may go into the room where the sample is to be provided.)
4. Urine samples will be used for drug tests. Split test samples will be maintained under accepted chain of custody procedures. The split specimen shall be preserved in all cases in the event of an initial positive test result. Breath tests will be used for alcohol testing.
5. Test results will be provided to the Mayor and the Chief or his designee. Initial cutoff levels when screening specimens to determine whether a specimen ! negative shall be pursuant to DOT testing guidelines. If initial testing results are negative, testing shall be discontinued, and all samples destroyed. Only specimens identified as positive on the initial test shall be confirmed using gas chromatography/mass spectrometry (GS/MS) techniques. A breathalyzer or similar test equipment shall be used to screen for alcohol use. This screening test shall be performed by a qualified individual. A positive alcohol level shall be .10 grams per 210L. of breath.
6. If an employee tests positive for drugs, he/she, at ...
