PROCEDURES FOR DRUG TESTING. 35.2.1 PURPOSE: To protect the personal safety of employees, State property and the general public. Employees shall not be permitted to perform their duties or enter upon the premises of the Employer while under the influence of alcohol, the illegal use of drugs and/or controlled substances. Nothing prohibits the employee from being subject to disciplinary action for inappropriate or illegal acts performed while under the influence of a controlled substance or alcohol while on duty. The Employer may take disciplinary action only for just cause, with consideration to mitigating information, as a result of the employee’s inability to perform required duties. The employee retains his/her grievance rights provided for in the SLEBC Labor Agreement.
PROCEDURES FOR DRUG TESTING. A. All urine drug testing/screening will be performed under the Federal Department of Health and Human Services Mandatory Guidelines for federal workplace testing as described in the Drug Testing Protocol Appendix. These procedures call for the use of an Immunoassay Screen (i.e. “EMT”) with all positive results tested for confirmation using Gas Chromatography/Mass Spectrometry (GC/MS) technology.
PROCEDURES FOR DRUG TESTING. All drug tests administered pursuant to Article 30A will be conducted in strict accordance with the following procedures:
PROCEDURES FOR DRUG TESTING. Rights and Privacy: The rights and privacy of employees shall be safeguarded to the maximum extent possible. All records and/or results generated in compliance with this procedure will be confidential. Under no circumstances shall the employee be required to provide their social security numbers or home address to the drug collection site. All information and reports concerning such incidents are to be maintained in the strictest of confidence ensuring that the alleged substance abuse is not discussed at or outside the workplace. Any breach of confidentiality is subject to severe disciplinary actions. Testing for Controlled Substances: The contracted, independent licensed vendor determines information needed to be provided by the employee, which could include any over the counter medication or other therapeutic prescribed medication. Unless the employee challenges the result of the test, the employee shall provide requested information to the contracted vendor only.
PROCEDURES FOR DRUG TESTING. Any individual subject to testing for illegal drugs under this Policy shall be permitted to provide urine specimens in private and in a restroom stall or similar enclosure so that the employee is not observed while providing the sample. Collection site personnel of the same gender as the individual tested, however, may observe the individual provide the urine specimen when such personnel have reason to believe the individual may alter or substitute the specimen to be provided. Collection site personnel may have reason to believe that a particular individual has or may alter or substitute the specimen when the individual has previously been found by the City to be an illegal drug user; or has previously tampered with a sample; or facts and circumstances suggest that the individual is an illegal drug user; or is under the influence of drugs at the time of the test; or has equipment or implements capable of tampering with or altering urine samples. If the temperature of the specimen is outside the range of 32-38 degrees C / 90-100 degrees F or shows signs of contaminants, then there is reason to believe the individual may have altered or substituted the specimen and another specimen shall be collected for testing under the direct observation of a representative from the collection facility. Samples testing positive for illegal drugs will undergo further testing to identify the specific type of drug(s) in the specimen in accordance with HHS requirements. The cutoff levels used by the City’s HHS certified lab may change and will be published in the Code of Federal Regulations and Federal Register. The applicant or employee will be contacted by the Medical Review Officer (MRO) and have the opportunity to provide an explanation of a positive result to the MRO. The MRO may choose to conduct employee medical interviews, review employee medical history, or review any other relevant biomedical factors. The MRO shall review all medical records made available by the tested employee when a verified positive test could have resulted from legally prescribed medication or some other legal substance. Individuals will be afforded the opportunity to submit medical documentation of lawful use of an otherwise illegal drug. Evidence to justify a positive result may include, but is not limited to:
PROCEDURES FOR DRUG TESTING. 1. An employee will be verbally notified by a supervisor that he/she has been chosen for a random drug test.
PROCEDURES FOR DRUG TESTING. A. All urine drug testing will be performed under the Federal Department of Health and Human services mandatory Guidelines for federal workplace testing as described in Appendix DT/S-T, "Procedures for Drug Testing". These procedures call for the use of an Immunoassay Screen (i.e. "EMIT) with all positive results tested for confirmation using Gas Chromatography/Mass Spectrometry (GC/MS) technology or more advanced technology agreed to by the Town and the Union.
PROCEDURES FOR DRUG TESTING. All drug tests administered pursuant to th e Department's Substance Abuse Policy will be conducted in strict accordance with the following procedures:
PROCEDURES FOR DRUG TESTING. All urine drug testing/screening will be performed under the Federal Department of Health and Human Services Mandatory Guidelines for federal workplace testing as described in Appendix DT-Article 30A, “Procedures for Drug Testing”. These procedures call for the use of an Immunoassay Screen (i.e. “EMT”) with all positive results tested for confirmation using Gas Chromatography/Mass Spectrometry (GC/MS) technology. In accordance with M.G.L. Chapter 94C, all drug tests will consist of determinations of the presence of these five drugs, classes of drugs, or their metabolites: marijuana metabolites, cocaine metabolites, opiates metabolites, phencyclidine (PCP), and amphetamines. In the course of testing, other drugs or their metabolites, as found in M.G.L. Chapter 94C, may be tested for if particular use is suspected. Such other drugs or their metabolites include, but need not be limited to: lysergic acid diethylamide (LSD), methaqualone, barbiturates and benzodiazepines.
PROCEDURES FOR DRUG TESTING. Rights and Privacy: The rights and privacy of employees shall be safeguarded to the maximum extent possible. All records and/or results generated in compliance with this procedure will be confidential. Under no circumstances shall the employee be required to provide their social security numbers or home address to the drug collection site. All information and reports concerning such incidents are to be maintained in the strictest of confidence ensuring that the alleged substance abuse is not discussed at or outside the workplace. Any breach of confidentiality is subject to severe disciplinary actions. Testing for Controlled Substances: The contracted, independent licensed vendor determines information needed to be provided by the employee, which could include any over the counter medication or other therapeutic prescribed medication. Unless the employee challenges the result of the test, the employee shall provide requested information to the contracted vendor only. Method of Testing: Gas Chromatography/Mass Spectrometry urinalysis testing shall be the only method of testing to be conducted by the contracted, licensed vendor. Chain of Custody of the urine sample is documented. If needed, a second test is permissible, but will be done from the original sample. If the test results are positive, and the employee wants to challenge the test results, it will be at the employee’s expense. If the results of the re-test are negative, the test results will be considered negative. Controlled Substances Tested: THC, cocaine, opiates, phencyclidine (PCP), amphetamines/ methamphetamine, benzodizapine, barbiturates, LSD, and any derivatives from these controlled substances. Alcohol Testing: There shall be no random testing for alcohol use. Employees may only be tested with reasonable suspicion under the agency’s current practice. Work Time for Test Administration of Drug Testing: Employee shall be considered on work time pertaining to the administration of alcohol/drug testing, including overtime. All time used under this testing process shall be considered time worked for purposes of wages and overtime.
