Common use of PROGRAM PROTECTIONS Clause in Contracts

PROGRAM PROTECTIONS. This program is designed to protect employees from the behavior of substance users. Some of the protections built into the program are: ▪ Employee records such as testing results and referrals for help will be kept confidential. Confidential information will be disseminated only on a need-to-know basis and as described in Section E. Any employee who violates confidentiality rights is subject to disciplinary action up to and including termination of employment. ▪ The Board is committed to employees who have a substance problem getting help. Each situation will be reviewed individually. Employee assistance is available for employees and their families as provided in this Policy. ▪ All supervisors will be trained in their duties related to testing before this program begins. ▪ Employees will receive substance awareness education from a qualified person to help identify problems and learn where to turn to for help. This will be done annually. ▪ Testing will be done through a federally certified laboratory that uses the highest level of care in ensuring that results are accurate. This process is accurate in detecting that the substances the Board is concerned about are present in the employee’s “system” in sufficient quantity to lead to behaviors that may endanger the person or other employees. We also have a certified Medical Review Officer (MRO), who is a trained physician responsible for checking whether there is a valid reason for the presence of the substance in the employee’s system. The MRO is an expert in substance use. When the MRO receives positive results, the MRO will contact the employee and any appropriate health care provider to determine whether there is a valid reason for the presence of the drug in the person’s system. ▪ The testing program consists of an initial screening test. If the initial results are positive, then a second test is used. Cut-off levels for each drug and for alcohol are established based on federal guidelines. There are many other protections for employees that are built in. ▪ An employee’s violation of this Policy will not be reported to law enforcement unless required by law. However, in protection of the workforce, law enforcement may be requested to come onto Board property in conjunction with a referral for criminal prosecution. ▪ Cut-off levels are used to determine when an employee has enough of a certain drug or alcohol in his/her system so that it should be considered a positive test. These cut-off levels come from federal guidelines.

PROGRAM PROTECTIONS. This program is designed to protect employees from the behavior of substance userssubstanceusers. Some of the protections built into the program are: ▪ Employee records such as testing results and referrals for help will be kept confidentialkeptconfidential. Confidential information will be disseminated only on a need-to-know basis and as described in Section E. Any employee who violates confidentiality rights is subject to disciplinary action up to and including termination of employment. ▪ The Board is committed to employees who have a substance problem getting help. Each situation will be reviewed individually. Employee assistance is available for employees and their families as provided in this Policy. ▪ All supervisors will be trained in their duties related to testing before this program begins. ▪ Employees will receive substance awareness education from a qualified person to help identify problems and learn where to turn to for help. This will be done annually. ▪ Testing will be done through a federally certified laboratory that uses the highest level of care in ensuring that results are accurate. This process is accurate in detecting that the substances the Board is concerned about are present in the employee’s “system” in sufficient quantity to lead to behaviors that may endanger the person or other employees. We also have a havea certified Medical Review Officer (MRO), who is a trained physician responsible for checking whether there is a valid reason for the presence of the ofthe substance in the employee’s system. The MRO is an expert in substance use. When the MRO receives positive results, the MRO will contact the employee and any appropriate health care provider to determine whether there is a valid reason for the presence of the drug in the person’s system. ▪ The testing program consists of an initial screening test. If the initial results are positive, then a second test is used. Cut-off levels for each drug and drugand for alcohol are established based on federal guidelines. There are many other protections for employees that are built in. ▪ An employee’s violation of this Policy will not be reported to law enforcement unless required by law. However, in protection of the workforce, law enforcement may be requested to come onto Board property in conjunction with a referral for criminal prosecution. ▪ Cut-off levels are used to determine when an employee has enough of a certain drug or alcohol in his/her system so that it should be considered a positive test. These cut-off levels come from federal guidelines.

PROGRAM PROTECTIONS. This program is designed to protect employees from the behavior of substance users. Some of the protections built into the program are: ▪  Employee records such as testing results and referrals for help will be kept confidential. Confidential information will be disseminated only on a need-to-know basis and as described in Section E. Any employee who violates confidentiality rights is subject to disciplinary action up to and including termination of employment. ▪  The Board is committed to employees who have a substance problem getting help. Each situation will be reviewed individually. Employee assistance is available for employees and their families as provided in this Policy. ▪  All supervisors will be trained in their duties related to testing before this program begins. ▪  Employees will receive substance awareness education from a qualified person to help identify problems and learn where to turn to for help. This will be done annually. ▪  Testing will be done through a federally certified laboratory that uses the highest level of care in ensuring that results are accurate. This process is accurate in detecting that the substances the Board is concerned about are present in the employee’s “system” in sufficient quantity to lead to behaviors that may endanger the person or other employees. We also have a certified Medical Review Officer (MRO), who is a trained physician responsible for checking whether there is a valid reason for the presence of the substance in the employee’s system. The MRO is an expert in substance use. When the MRO receives positive results, the MRO will contact the employee and any appropriate health care provider to determine whether there is a valid reason for the presence of the drug in the person’s system. ▪  The testing program consists of an initial screening test. If the initial results are positive, then a second test is used. Cut-off levels for each drug and for alcohol are established based on federal guidelines. There are many other protections for employees that are built in. ▪  An employee’s violation of this Policy will not be reported to law enforcement unless required by law. However, in protection of the workforce, law enforcement may be requested to come onto Board property in conjunction with a referral for criminal prosecution. ▪  Cut-off levels are used to determine when an employee has enough of a certain drug or alcohol in his/her system so that it should be considered a positive test. These cut-off levels come from federal guidelines.