Common use of Drug and Alcohol Testing Procedures Clause in Contracts

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, then the second specimen shall be tested using a second certified laboratory. F. If the employee does not request the screening of the second specimen after the initial specimen tests positive, or if the employee does request the testing of the second specimen and it also tests positive for an illegal drug or alcohol, appropriate rehabilitative and/or disciplinary action shall be taken, which may include suspension or dismissal. G. In the initial testing of the first blood/urine specimen provided at the time of collection, should masking agents (e.g. Klear, Ur-n-luck, Zydot, etc.) be detected, such shall be considered as a “refusal to submit to testing” and the option to pursue testing of the second specimen shall be forfeited. The City shall be so notified. Such “refusal to submit to testing” shall result in appropriate disciplinary action, including suspension or dismissal. H. In the testing of blood/urine specimens provided at time of collection, should a “dilute negative” result be received by the City, the employee shall be required to repeat the testing procedure within 24 hours. The result of the second test shall then become the test of record. Should the employee decline to take the second test, such shall constitute a refusal to submit to testing, which shall result in appropriate disciplinary action, including suspension or dismissal. Should a “dilute positive” result be received by the City on the first or second test, such shall be considered as a verified positive test which shall result in appropriate disciplinary action, including suspension or dismissal. I. Should the Employer use breath alcohol testing as an alternate method to blood/urine testing, all breath testing shall be administered by a trained Breath J. In the administration of breath alcohol testing, an initial breath test shall be conducted via the Evidential Breath Testing (EBT) device. If the initial test results in a reading of less than 0.02, the test shall be recorded as “negative”. If the initial test results in a reading of 0.02 or greater, a confirmatory test shall be administered. Prior to the administration of a confirmatory test, there shall be a 20-30 minute waiting period to ensure that the presence of mouth alcohol from the recent use of food, tobacco, or hygiene products does not artificially raise the test result. Should the confirmatory test result be different from the initial test result, the confirmatory test shall be deemed the final result. A test result of 0.02 or greater on the confirmatory test shall result in appropriate disciplinary action, which may include suspension or dismissal. K. Following the receipt of drug and/or alcohol testing results by the City, the City shall advise the employee regarding his/her return to work.

Drug and Alcohol Testing Procedures. Drug and Alcohol testing shall will be conducted in the following manner: A. When circumstances arise which require drug and/or alcohol testing, the Director shall will contact the Director of Human Resources or, in his/her their absence, his/her their 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 their designee, regarding whether or not to proceed with testing, the City Manager shall will make the final determination. Upon receiving approval to proceed with testing, the supervisor shall will escort the employee to a designated D.H.H.S. (Department of Health and Human Services) certified laboratory. After specimen collection, the employee shall will be escorted home, except in the case of post-accident testing. In the case of post-accident testing, the employee shall will 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 will be initiated after proper medical attention has been rendered. In the event the employee is hospitalized, testing shall will be accomplished by blood within the hospital environment as soon as possible.) B. In screening for the presence of drugs or alcohol alcohol, generally accepted screening procedures shall will be used. Whenever an employee is required to provide urineurine or blood for the screening procedure, the employee will be required to provide a split specimen at the time of collection in order to facilitate the screening procedure. C. When screenings are performed, the threshold level for determination shall will 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 will 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 will 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 their designee, shall will be notified by the Medical Review Officer (MRO) at the certified laboratory. The Director of Human Resources, or his/her designee shall their designee, will 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 is to be further tested. If the employee so requests, then the second specimen shall will be tested using a second certified laboratory. F. If the employee does not request the screening of the second specimen after the initial specimen tests positive, or if the employee does request the testing of the second specimen and it also tests positive for an illegal drug or alcohol, appropriate rehabilitative and/or disciplinary action shall will be taken, which may include suspension or dismissal. G. In the initial testing of the first blood/urine specimen provided at the time of collection, should masking agents (e.g. Klear, Ur-n-luck, Zydot, etc.) be detected, such shall it will be considered as a “refusal to submit to testing” and the option to pursue testing of the second specimen shall will be forfeited. The City shall will be so notified. Such “refusal to submit to testing” shall will result in appropriate disciplinary action, including suspension or dismissal. H. In the testing of blood/urine specimens provided at time of collection, should a “dilute negative” result be received by the City, the employee shall will be required to repeat the testing procedure within 24 hours. The result of the second test shall will then become the test of record. Should the employee decline to take the second test, such shall constitute a refusal to submit to testing, which shall will result in appropriate disciplinary action, including suspension or dismissal. Should a “dilute positive” result be received by the City on the first or second test, such shall result will be considered as a verified positive test test, which shall will result in appropriate disciplinary action, including suspension or dismissal. I. Should the Employer use breath alcohol testing as an alternate method to blood/urine testing, all breath testing shall will be administered by a trained BreathBreath Alcohol Technician (BAT). In addition, only Evidential Breath Testing (EBT) devices certified by the Federal Government will be used along with the prescribed breath alcohol testing form. J. In the administration of breath alcohol testing, an initial breath test shall will be conducted via the Evidential Breath Testing (EBT) device. If the initial test results in a reading of less than 0.02, the test shall be recorded as “negative”. If the initial test results in a reading of 0.02 or greater, a confirmatory test shall be administered. Prior to the administration of a confirmatory test, there shall be a 20-30 minute waiting period to ensure that the presence of mouth alcohol from the recent use of food, tobacco, or hygiene products does not artificially raise the test result. Should the confirmatory test result be different from the initial test result, the confirmatory test shall be deemed the final result. A test result of 0.02 or greater on the confirmatory test shall result in appropriate disciplinary action, which may include suspension or dismissal.in K. Following the receipt of drug and/or alcohol testing results by the City, the City shall will advise the employee regarding his/her their return to work.

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.)her B. In screening for the presence of drugs or alcohol generally accepted screening procedures shall be used. Whenever an employee is required to provide urineurine or blood for the screening procedure, the employee shall be required to provide a split specimen at the time of collection in order to facilitate the screening procedure. 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, then the second specimen shall be tested using a second certified laboratory. F. If the employee does not request the screening of the second specimen after the initial specimen tests positive, or if the employee does request the testing of the second specimen and it also tests positive for an illegal drug or alcohol, appropriate rehabilitative and/or disciplinary action shall be taken, which may include suspension or dismissal. G. In the initial testing of the first blood/urine specimen provided at the time of collection, should masking agents (e.g. Klear, Ur-n-luck, Zydot, etc.) be detected, such shall be considered as a “refusal to submit to testing” and the option to pursue testing of the second specimen shall be forfeited. The City shall be so notified. Such “refusal to submit to testing” shall result in appropriate disciplinary action, including suspension or dismissal. H. In the testing of blood/urine specimens provided at time of collection, should a “dilute negative” result be received by the City, the employee shall be required to repeat the testing procedure within 24 hours. The result of the second test shall then become the test of record. Should the employee decline to take the second test, such shall constitute a refusal to submit to testing, which shall result in appropriate disciplinary action, including suspension or dismissal. Should a “dilute positive” result be received by the City on the first or second test, such shall be considered as a verified positive test which shall result in appropriate disciplinary action, including suspension or dismissal.the I. Should the Employer use breath alcohol testing as an alternate method to blood/urine testing, all breath testing shall be administered by a trained BreathBreath Alcohol Technician (BAT). In addition, only Evidential Breath Testing (EBT) devices certified by the Federal Government shall be used along with the prescribed breath alcohol testing form. J. In the administration of breath alcohol testing, an initial breath test shall be conducted via the Evidential Breath Testing (EBT) device. If the initial test results in a reading of less than 0.02, the test shall be recorded as “negative”. If the initial test results in a reading of 0.02 or greater, a confirmatory test shall be administered. Prior to the administration of a confirmatory test, there shall be a 20-30 minute waiting period to ensure that the presence of mouth alcohol from the recent use of food, tobacco, or hygiene products does not artificially raise the test result. Should the confirmatory test result be different from the initial test result, the confirmatory test shall be deemed the final result. A test result of 0.02 or greater on the confirmatory test shall result in appropriate disciplinary action, which may include suspension or dismissal. K. Following the receipt of drug and/or alcohol testing results by the City, the City shall advise the employee regarding his/her return to work.

Drug and Alcohol Testing Procedures. Drug and Alcohol testing shall will be conducted in the following manner: A. When circumstances arise which require drug and/or alcohol testing, the Director shall will contact the Director of Human Resources or, in his/her their absence, his/her their 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 their designee, regarding whether or not to proceed with testing, the City Manager shall will make the final determination. Upon receiving approval to proceed with testing, the supervisor shall will escort the employee to a designated D.H.H.S. (Department of Health and Human Services) certified laboratory. After specimen collection, the employee shall will be escorted home, except in the case of post-accident testing. In the case of post-accident testing, the employee shall will 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 will be initiated after proper medical attention has been rendered. In the event the employee is hospitalized, testing shall will be accomplished by blood within the hospital environment as soon as possible.) B. In screening for the presence of drugs or alcohol alcohol, generally accepted screening procedures shall will be used. Whenever an employee is required to provide urineurine or blood for the screening procedure, the employee will be required to provide a split specimen at the time of collection in order to facilitate the screening procedure. C. When screenings are performed, the threshold level for determination shall will 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 will 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 will 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 their designee, shall will be notified by the Medical Review Officer (MRO) at the certified laboratory. The Director of Human Resources, or his/her designee shall their designee, will in turn contact the employee. E. X. The employee must then decide whether or not he/she wishes the second specimen provided at the initial collection is to be further tested. If the employee so requests, then the second specimen shall will be tested using a second certified laboratory. F. If the employee does not request the screening of the second specimen after the initial specimen tests positive, or if the employee does request the testing of the second specimen and it also tests positive for an illegal drug or alcohol, appropriate rehabilitative and/or disciplinary action shall will be taken, which may include suspension or dismissal. G. In the initial testing of the first blood/urine specimen provided at the time of collection, should masking agents (e.g. Klear, Ur-n-luck, Zydot, etc.) be detected, such shall it will be considered as a “refusal to submit to testing” and the option to pursue testing of the second specimen shall will be forfeited. The City shall will be so notified. Such “refusal to submit to testing” shall will result in appropriate disciplinary action, including suspension or dismissal. H. In the testing of blood/urine specimens provided at time of collection, should a “dilute negative” result be received by the City, the employee shall will be required to repeat the testing procedure within 24 hours. The result of the second test shall will then become the test of record. Should the employee decline to take the second test, such shall constitute a refusal to submit to testing, which shall will result in appropriate disciplinary action, including suspension or dismissal. Should a “dilute positive” result be received by the City on the first or second test, such shall result will be considered as a verified positive test test, which shall will result in appropriate disciplinary action, including suspension or dismissal. I. Should the Employer use breath alcohol testing as an alternate method to blood/urine testing, all breath testing shall will be administered by a trained BreathBreath Alcohol Technician (BAT). In addition, only Evidential Breath Testing (EBT) devices certified by the Federal Government will be used along with the prescribed breath alcohol testing form. J. In the administration of breath alcohol testing, an initial breath test shall will be conducted via the Evidential Breath Testing (EBT) device. If the initial test results in a reading of less than 0.02, the test shall be recorded as “negative”. If the initial test results in a reading of 0.02 or greater, a confirmatory test shall be administered. Prior to the administration of a confirmatory test, there shall be a 20-30 minute waiting period to ensure that the presence of mouth alcohol from the recent use of food, tobacco, or hygiene products does not artificially raise the test result. Should the confirmatory test result be different from the initial test result, the confirmatory test shall be deemed the final result. A test result of 0.02 or greater on the confirmatory test shall result in appropriate disciplinary action, which may include suspension or dismissal.in K. X. Following the receipt of drug and/or alcohol testing results by the City, the City shall will advise the employee regarding his/her their return to work.