Common use of Reasonable Suspicion Procedure Clause in Contracts

Reasonable Suspicion Procedure. The Supervisor will request another Supervisor’s (management and/or Human Resource Representative’s) opinion and acknowledgment (both Supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occurs, the employee shall be informed of their right to Union representation. Union representation will be expected to arrive at the scene within fifteen (15) minutes of the notification to the employee; or in an emergent circumstance this representation be accessed via telephone. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may be transported to the testing site, collector’s office, medical facility, or tested at the job site. If transported to the testing site following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-employee or non- employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a Supervisor or other on-duty employee transport the employee. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received.

Reasonable Suspicion Procedure. The Supervisor will request another Supervisor’s (management and/or Human Resource Representative’s) opinion and acknowledgment (both Supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occurs, the employee shall be informed of their right to Union representation. Union representation will be expected to arrive at the scene within fifteen (15) minutes of the notification to the employee; or in an emergent circumstance this representation be accessed via telephone. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may shall be transported to the testing site, collector’s office, medical facility, or tested at the job site, collector’s office or medical facility (transportation, if necessary, will be provided). If transported to the testing site following Following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-employee or non- non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her hertheir vehicle license number if the employee insists on driving. In no case will a Supervisor or other on-duty employee transport the employee. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received.

Reasonable Suspicion Procedure. The Supervisor will request another Supervisor’s supervisor's (management and/or Human Resource Representative’sHR) opinion and acknowledgment (both Supervisors supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occursAt this time, the employee shall be informed of their the right to Union Guild representation. Union Guild representation will be expected to arrive at the scene within fifteen (15) minutes of the notification to the employee; employee or in an emergent circumstance this representation be accessed available via telephone. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County county motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may shall be transported to the testing site, collector’s office, medical facility, or tested at the job sitesite if a mobile drug tester is not available. If transported to the testing site following Following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-employee or non- non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a Supervisor or other on-duty employee transport the employee. If Testing shall take place as soon as practicable. An employee subject to such testing is expected to remain readily available to undergo the tests. Employees may not use tobacco products after notification of reasonable suspicion, prior to the test results being given. However, this should not be construed to require the delay of necessary medical attention for injuries or to prohibit an employee from leaving the scene of an accident or incident if necessary to obtain assistance to respond to the accident or incident or to obtain emergency medical care. In all circumstances the employee will be transported to the testing site. An employee waiting to be tested will remain in paid status from the time of the accident/incident until testing is completed. Employees who test negative will be transported back to the duty station and remain on paid status for the completion of the shift or if normal work hours are exceeded, until leaving the normal place of work. Employees whose tests are not immediateimmediately available will be transported from the test site to their residence via a local cab company at the County’s expense. Employees, who leave the scene of an accident or incident inappropriately, will be considered to have refused to test and will be subject to discipline up to and including termination. Refusal to Test. Refusing or failing to submit an adequate specimen for drug or alcohol testing or specimen tampering during specimen collection, as defined by the Medical Review Officer (MRO), constitutes insubordination and will be treated as if the employee has tested positive. The employee will be evaluated by a Substance Abuse Professional (SAP) or Chemical Dependency Professional (CDP) and will be subject to discipline up to and including termination. Refusal to test includes: • Refusal to take a drug or alcohol test • Tampering with or attempting to adulterate the specimen or collection procedure • Not reporting to the collection site in the time allotted, or • Leaving the scene of an accident or incident without a valid reason before testing • Providing false or inaccurate information Drug/Alcohol Testing Processes. Drug and alcohol testing shall be conducted in strict accordance with federal regulations to ensure accuracy, reliability, and confidentiality. Testing records and results will be released only to those authorized by the federal drug and alcohol testing rules to receive such information. Xxxxx County will make every appropriate effort to protect the employee's privacy and dignity during the sample collection, testing and notification process. Drug Testing. Specimen collection for drug testing will conform to the standards of 49CFR part 40 to maintain documented chain of custody and assure sample reliability. Drug test collections will be conducted either at the MRO’s office during normal business hours or at Southwest Washington Medical Center or Legacy Salmon Creek Hospital outside of normal business hours. The specific procedure used for testing is as follows: • The collection site personnel will obtain the appropriate urine custody and control forms and inspect the collection room. • The donor will be asked to present picture identification to the collection site person. • The donor will check belongings and remove unnecessary outer garments. • Donor will wash hands, take the collection cup and enter the privacy enclosure to collect at least forty-five (45) milliliters of specimen unobserved. • The collector records the temperature of the specimen. • The collector will split the specimen into two bottles. • The collector will label and seal both bottles in front of the donor. • The custody and control form will be completed, transferring custody from the donor through the collector to the laboratory courier. • The split specimen will be placed in secure storage until shipped for analysis. The integrity of the testing process is ensured through a variety of methods. The collection site is secured when not in use, access to the site is restricted during specimen collection, water sources are controlled to discourage specimen adulteration, trained site collection personnel carefully follow prescribed procedures, specimens are labeled and sealed in front of the donor, custody and control forms are used, specimens are left in locked storage, and the laboratories used for analysis must meet strict standards to be certified by the Substance Abuse and Mental Health Services Administration (SAMHSA) The initial drug screen shall use the Immunoassay (EMIT) process and the confirmatory test will be by gas chromatography/mass spectrometry. The drug testing results will be reviewed and positive tests interpreted by the MRO. The following tests and positive test levels shall be used: Initial test analyte Initial test cutoff concentration Confirmatory test analyte Confirmatory test cutoff concentration Marijuana metabolites…... 50 ng/mL……………………. THCA1…………….…………… 15 ng/mL Cocaine metabolites….…. 150 ng/mL……………….….. Benzoylecgonine……………. 100 ng/mL Opiate metabolites Codeine/Morphine2…..….. 2000 ng/mL………………… Codeine ……….…….………. 2000 ng/mL Morphine…………….…….…. 2000 ng/mL Hydrocodone……………... 300 ng/mL……………………. Hydrocodone…………………. 100 ng/mL Hydromorphone………….. Hydromorphone……………… 100 ng/mL Oxycodone……………….. 100 ng/mL…………………… Oxycodone…………………… 100 ng/mL Oxymorphone……………. Oxymorphone………………... 100ng/mL 6–Acetylmorphine…….…. 10 ng/mL……………………. 6–Acetylmorphine…………… 10 ng/mL Phencyclidine……….…… 25 ng/mL……………………. Phencyclidine………………… 25 ng/mL Amphetamines3 Methamphetamines AMP/MAMP4…………….. 500 ng/mL…………………… Amphetamine………….……. 250 ng/mL Methamphetamine5…………. 250 ng/mL MDMA6…………………… 500 ng/mL………………….. MDMA………………………… 250 ng/mL MDA……………………… MDA7………………….……… 250 ng/mL Alcohol Testing. The alcohol test will be performed using an Evidential Breath Testing (EBT) device that is approved by the National Highway Traffic Safety Administration (NHTSA) and administered by a trained Breath Alcohol Technician (BAT). The alcohol testing process will consist of the following steps: • Upon arrival, the employee will be placed on Paid Administrative Leave until shown to the testing site. The site will afford the employee privacy during the process. • The employee will provide picture identification to the BAT for inspection. • The BAT will explain the test results are receivedprocess and will, with the employee, complete the Alcohol Testing Form. • The BAT will open a sealed disposable mouthpiece in view of the employee and attach it to the EBT device for a screening test. • The employee will blow forcefully into the mouthpiece and be shown the result. • If the test result is less than .04 the test will be recorded as negative. • If the initial test indicates an alcohol concentration of .04 or greater, a second confirmatory test will be conducted at least 15 minutes, but not more than 20 minutes, after the initial test. • Before the confirmatory test is conducted, the BAT shall conduct an airblank test which must read 0.00 to proceed. • The confirmatory test will be conducted using the same procedures as the screening test with the exception of the post-test airblank. • The result of the confirmatory test is considered to be the final result. The integrity of the alcohol testing process is ensured through the external calibration checks required on the EBT device, the security of the testing site and EBT device, and the strict testing procedures required to produce a valid test.

Reasonable Suspicion Procedure. The Supervisor will request another Supervisor’s (management and/or Human Resource Representative’s) opinion and acknowledgment (both Supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occurs, the employee shall be informed of their right to Union representation. Union representation will be expected to arrive at the scene within fifteen (15) minutes of the notification to the employee; or in an emergent circumstance this representation be accessed via telephone. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may shall be transported to the testing site, collector’s office, medical facility, or tested at the job site, collector’s office or medical facility (transportation, if necessary, will be provided). If transported to the testing site following Following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-employee or non- non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a Supervisor or other on-on- duty employee transport the employee. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received.

Reasonable Suspicion Procedure. The Supervisor supervisor will request another Supervisorsupervisor’s (management Management and/or Human Resource Representative’s) opinion and acknowledgment (both Supervisors supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occurs, the employee shall be informed of their right to Union union representation. Union representation will be expected to arrive at the scene or be available via telephone within fifteen (15) minutes of the notification to the employee; or in an emergent circumstance this representation be accessed via telephone. If the Union Rep is not available another union appointed member may stand in. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County county motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may shall be transported to the testing site, collector’s office, medical facility, or tested at the job site, collector’s office or medical facility (transportation, if necessary, will be provided). If transported to the testing site following Following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-employee or non- non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a Supervisor supervisor or other on-duty employee transport the employee. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received. Employees may not operate an agency motor vehicle after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason shall be tested at the job site, collector’s office or medical facility. Following the testing, the employee will be offered a ride home via a local cab company, at the County's expense, or the opportunity to contact a non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a supervisor or other employee take the employee home during working hours. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received.

Reasonable Suspicion Procedure. The Supervisor will request another Supervisor’s (management and/or Human Resource Representative’s) opinion and acknowledgment (both Supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occurs, the employee shall be informed of their right to Union representation. Union representation will be expected to arrive at the scene within fifteen (15) minutes of the notification to the employee; or in an emergent circumstance this representation be accessed via telephone. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may shall be transported to the testing site, collector’s office, medical facility, or tested at the job site, collector’s office or medical facility (transportation, if necessary, will be provided). If transported to the testing site following Following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-duty- employee or non- non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a Supervisor or other on-duty employee transport the employee. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received.

Reasonable Suspicion Procedure. The Supervisor will request another Supervisor’s (management and/or Human Resource Representative’s) opinion and acknowledgment (both Supervisors must agree) prior to requesting an employee to take a reasonable suspicion drug/alcohol test. After confirmation of observance occurs, the employee shall be informed of their right to Union representation. Union representation will be expected to arrive at the scene within fifteen (15) minutes of the notification to the employee; or in an emergent circumstance this representation be accessed via telephone. This will not be construed as an opportunity for an employee to delay testing. Employees will be sequestered into a private area, if at all possible. Employees may not use tobacco products once they have been informed that reasonable suspicion has been observed until after the test has been completed. Employees may not operate County motor vehicles or equipment after being notified that a reasonable suspicion test is warranted. Additionally, employees believed to be under the influence or impaired for any reason may shall be transported to the testing site, collector’s office, medical facility, or tested at the job site, collector’s office or medical facility (transportation, if necessary, will be provided). If transported to the testing site following Following the testing, the employee will be transported home via a local cab company, at the County's expense, or provided the opportunity to contact a non-duty-employee or non- non-employee for a ride. The employee will be informed that the law enforcement authorities shall be notified of his/her vehicle license number if the employee insists on driving. In no case will a Supervisor or other on-duty employee transport the employee. If the test results are not immediate, the employee will be placed on Paid Administrative Leave until the test results are received.