Common use of Sample Collection Clause in Contracts

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory chosen must be agreed to between the Union and the Employer. If the Union and the Employer cannot agree on the laboratory to conduct the test, the Board of Review shall be convened, and the Union and the Employer shall each submit their selection for the laboratory, together with a written statement as to why each feels their laboratory is the most appropriate one. The Board shall make a decision as to which laboratory will be used. The decision of the Board will be binding upon the parties. The laboratory used shall also be one whose procedures are periodically tested by NIDA where they analyze unknown samples sent to an independent party. The results of employee tests shall be made available to the Medical Review Physician. Collection of blood or urine samples shall be conducted in a manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as required by the NIDA. The Union and the Employer agree that security of the biological urine and blood samples is absolutely necessary, therefore, the Employer agrees that if the security of the sample is compromised in any way, any positive test shall be invalid and may not be used for any purpose. Blood or urine samples will be submitted as per NIDA Standards. Employees have the right for Union or legal counsel representatives to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientifically acceptable preservation manner as established by NIDA. All positive confirmed samples and related paperwork must be retained by the laboratory for at least six (6) months for the duration of any grievance, disciplinary action or legal proceedings, whichever is longer. Employer retained sample will be stored in the evidence locker at the Fairfax or San Anselmo Police Department. At the conclusion of this period, the paperwork and specimen shall be destroyed. Tests shall be conducted in a manner to ensure that an employee's legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory chosen must be agreed to between the Union and the Employer. If the Union and the Employer cannot agree on the laboratory to conduct the test, the Board of Review shall be convened, and the Union and the Employer shall each submit their selection for the laboratory, together with a written statement as to why each feels their laboratory is the most appropriate one. The Board shall make a decision as to which laboratory will be used. The decision of the Board will be binding upon the parties. The laboratory used shall also be one whose procedures are periodically tested by the NIDA where they analyze unknown samples sent to an independent party. The results of employee employee’s tests shall be made available to the Medical Review PhysicianOfficer. Collection of blood or urine samples shall be conducted in a manner manner, which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as required set by the NIDA. The Union and the Employer agree that security of the biological urine and blood samples is absolutely necessary, therefore, necessary therefore the Employer agrees that if the security of the sample is compromised in any wayanyway, any positive test shall be invalid and may not be used for any purpose. Blood or urine Urine samples will be submitted as per NIDA Standards. Employees have the right for Union or legal counsel representatives representative to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientifically scientific acceptable preservation preserved manner as established by NIDA. All positive confirmed samples and related paperwork must be retained by the laboratory for at least six (6) months or for the duration of any grievance, disciplinary action or legal proceedings, proceedings whichever is longer. Employer retained sample will be stored in the evidence locker at the Fairfax or San Anselmo Police Department. At the conclusion of this period, the paperwork and specimen shall be destroyed. Tests shall be conducted in a manner to ensure that an employee's ’s legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory collection site or clinic mutually agreeable to the City and by a physician or health care professional the Local, qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Substance Abuse and Mental Health Services Administration (NIDASAMHSA). The laboratory chosen performing the testing must be agreed to between by the Union City and the Employer. If the Union and the Employer cannot agree on the laboratory to conduct the test, the Board of Review shall be convened, and the Union and the Employer shall each submit their selection for the laboratory, together with a written statement as to why each feels their laboratory is the most appropriate one. The Board shall make a decision as to which laboratory will be used. The decision of the Board will be binding upon the parties. The laboratory used shall also be one whose procedures are periodically tested by NIDA where they analyze unknown samples sent to an independent partyLocal. The results of employee alcohol tests shall be made available to the employer. The results of employee drug tests shall be made available to designated Medical Review PhysicianOfficer who shall inform the employee and the City. Collection of blood or urine samples shall be conducted in a manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as required set by the NIDAXXXXXX. The Union and the Employer City agree that security of the biological urine and blood samples is absolutely necessary, an absolute necessity; therefore, the Employer City agrees that if the security chain of custody of the sample is compromised in any waycompromised, any positive test result shall be invalid and may not be used for any purpose. Blood or urine An employee who refuses to submit to testing as set forth in this Agreement shall be subject to disciplinary action up to and including termination for the purpose of administering this appendix. Urine samples will be submitted as per NIDA StandardsSAMHSA standards. Employees have the right to seek consultation with Union or legal counsel prior to submission of the sample to the extent that it does not delay collection. Employees have the right for Union or and/or legal counsel representatives to be present during the submission of the samplesample to the extent that it does not delay or interfere with collection, as permitted by XXXXXX. Employees shall not be witnessed while submitting a urine specimen. Prior to submitting a urine sample the employee will be required to sign a consent and release form (as attached to this Policy), as well as any other forms(s) required by the collection site or clinic. A split urine sample shall be reserved in all cases for an optional independent analysis at the request of the employee in the event of a positive test result. All samples must be stored in a scientifically acceptable preservation preserved manner as established by NIDAconsistent with SAMHSA standards. All positive confirmed samples and related paperwork must be retained by with the laboratory for at least six (6) months for months, up to a maximum of one year, or in compliance with applicable regulations. The employee shall not consume any food or liquids until after the duration of any grievance, disciplinary action or legal proceedings, whichever sample is longer. Employer retained sample will be stored in the evidence locker at the Fairfax or San Anselmo Police Department. At the conclusion of this period, the paperwork and specimen shall be destroyed. Tests shall be conducted in a manner to ensure that an employee's legal drug use and diet does not affect the test resultstaken.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory collection site or clinic mutually agreeable to the City and by a physician or health care professional the Local, qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Substance Abuse and Mental Health Services Administration (NIDASAMHSA). The laboratory chosen performing the testing must be agreed to between by the Union City and the Employer. If the Union and the Employer cannot agree on the laboratory to conduct the test, the Board of Review shall be convened, and the Union and the Employer shall each submit their selection for the laboratory, together with a written statement as to why each feels their laboratory is the most appropriate one. The Board shall make a decision as to which laboratory will be used. The decision of the Board will be binding upon the parties. The laboratory used shall also be one whose procedures are periodically tested by NIDA where they analyze unknown samples sent to an independent partyLocal. The results of employee alcohol tests shall be made available to the employer. The results of employee drug tests shall be made available to designated Medical Review PhysicianOfficer who shall inform the employee and the City. Collection of blood or urine samples shall be conducted in a manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as required set by the NIDAXXXXXX. The Union and the Employer City agree that security of the biological urine and blood samples is absolutely necessary, an absolute necessity; therefore, the Employer City agrees that if the security chain of custody of the sample is compromised in any waycompromised, any positive test result shall be invalid and may not be used for any purpose. Blood or urine An employee who refuses to submit to testing as set forth in this Agreement shall be subject to disciplinary action up to and including termination for the purpose of administering this appendix. Urine samples will be submitted as per NIDA StandardsSAMHSA standards. Employees have the right to seek consultation with Union or legal counsel prior to submission of the sample to the extent that it does not delay collection. Employees have the right for Union or and/or legal counsel representatives to be present during the submission of the samplesample to the extent that it does not delay or interfere with collection, as permitted by SAMHSA. Employees shall not be witnessed while submitting a urine specimen. Prior to submitting a urine sample the employee will be required to sign a consent and release form (as attached to this Policy), as well as any other forms(s) required by the collection site or clinic. A split urine sample shall be reserved in all cases for an optional independent analysis at the request of the employee in the event of a positive test result. All samples must be stored in a scientifically acceptable preservation preserved manner as established by NIDAconsistent with SAMHSA standards. All positive confirmed samples and related paperwork must be retained by with the laboratory for at least six (6) months for months, up to a maximum of one year, or in compliance with applicable regulations. The employee shall not consume any food or liquids until after the duration of any grievance, disciplinary action or legal proceedings, whichever sample is longer. Employer retained sample will be stored in the evidence locker at the Fairfax or San Anselmo Police Department. At the conclusion of this period, the paperwork and specimen shall be destroyed. Tests shall be conducted in a manner to ensure that an employee's legal drug use and diet does not affect the test resultstaken.