Common use of SUBSTANCE ABUSE PREVENTION POLICY Clause in Contracts

SUBSTANCE ABUSE PREVENTION POLICY. The parties recognize the problems which drug and alcohol abuse have created in the construction industry and the need to develop drug and alcohol abuse prevention programs. Accordingly, the parties agree that in order to enhance the safety of the workplace and to maintain a drug and alcohol free work environment, individual employers may require applicants or employees to undergo drug and alcohol screening. The parties agree that if a screening program is implemented by an individual employer, the following items have been agreed upon by labor and management: 1) It is understood that the use, possession, transfer, or sale of illegal drugs, narcotics, or other unlawful substances is absolutely prohibited while employees are on the employer’s job premises or while working on any site in connection with work performed under the agreement. 2) All applicants or newly hired employees will undergo a drug test at the direction of the Employer, but not less than five (5) days after commencement of work, at a facility agreed upon by the Employer and the Union. The cutoff levels for both the initial test and the confirmation test will be established by the Federal Department of Health and Human Services. The facility where the sample is tested will be approved by The Federal Department of Health and Human Services. The Employer agrees to pay each applicant or employee who takes and passes the drug test for all the time it takes to undergo the drug test up to a maximum of two (2) hours travel time plus lab time. If an employee fails any drug test and has time coming to him or her, the employer may withhold the cost of the drug test from the final check. Employers may use an oral fluid test or urine screen, solely as a type of pre-employment screening process. Testing procedures shall be conducted in a manner consistent with the products’ manufacturing specifications (“Avitar ORAL screen” or Xxxxxx Medical Corp. “Oratect”). Any “non- negative” test results shall be designated as inconclusive. Employers may seek a urine test at a certified laboratory in accordance with the drug testing procedure set forth in this collective bargaining agreement to confirm results. 3) Applicants not passing the drug and alcohol screen will not be placed on the employer’s payroll or receive any compensation. Employees not passing the drug and alcohol screen will be removed from the employer’s payroll. The employer agrees to pay the cost for administering the drug and alcohol screen. 4) The employer may require that an employee be tested for drugs and alcohol where the employer has reasonable cause to believe that the employee is impaired from performing his/her job. Observation must be made by at least two (2) persons, one (1) of whom may be a union employee. This provision shall be applied in a non-discriminatory manner. For employees who refuse to take a test where the prerequisites, as set forth in this paragraph, have been met; there will be a presumption that the test result would have been positive for an unlawful substance. 5) An employer may require that an employee who contributed to an accident be tested for drugs and alcohol where the employer has reasonable cause to believe that the accident resulted from drug or alcohol usage. 6) Unannounced, random selection alcohol and/or drug testing of all employees may be conducted from time-to-time at the discretion of management. Employees will be chosen at random by use of a random selection process using a random number generator. In addition, an employee who has voluntarily sought rehabilitation from alcohol or drugs and who has returned to work following the successful completion of such a program may be subject to unannounced follow-up testing, for a period of up to but no longer than two (2) years. It is agreed that all employees working for employer are subject to this policy. 7) It is understood that the unsafe use of prescribed medication, or where the use of prescribed medication impairs the employee’s ability to perform work, is a basis for removal. 8) A sufficient amount of a sample shall be taken to allow for an initial test and a confirmation test. The initial test will be an enzyme multiplied immunoassay technique (emit). In the event a question or positive result arises from the initial test, a confirmation test must be utilized before action can be taken against the employee or applicant. The confirmation test will be against the employee or applicant. The confirmation test will be by gas chromatography - mass spectrometry (gc/ms). The cutoff levels for both the initial test and confirmation test will be those established by the national institute of drug abuse. Confirmed positive samples will be retained by the testing laboratory in secured long term frozen storage for a minimum of one (1) year. Handling and transportation of each sample must be documented through strict chain of custody procedures. 9) Present employees, if tested positive, shall have the prerogative for a rehabilitation program at the employee’s expense. When such program has been successfully completed, the employer shall not discriminate in any way against the employee. If work for which the employee is qualified exists, he/she shall be reinstated, after testing positive a employee may be tested at will, for a period of six (6) months. 10) Any dispute which arises under this drug and alcohol policy may be submitted to the grievance and arbitration procedure. 11) In the event an individual employer is required, as a condition of contract award, to abide by the terms and conditions of an owner’s drug policy, the employer will notify the union in writing prior to implementing such policy. 12) The establishment or operation of this policy shall not curtail any right of an employee found in any law, rule or regulation. Should any part of this policy be found unlawful by a court of competent jurisdiction or a public agency having jurisdiction over the parties, the remaining portions of the policy shall be unaffected and the parties shall enter negotiations to replace the affected provision. 13) The employer shall indemnify and hold the union harmless against any and all claims, demands, suits, or liabilities that may arise solely out of the employer’s application of the substance abuse program. The Employers will be allowed to conduct periodic jobsite drug testing on construction projects under the following conditions: (1) All of the Employees of the Employer employed on the site must be tested; (2) Analysis shall be conducted by a Federal Department of Health and Human Services certified lab.

SUBSTANCE ABUSE PREVENTION POLICY. The parties recognize the problems which drug and alcohol abuse have created in the construction industry and the need to develop drug and alcohol abuse prevention programs. Accordingly, the parties agree that in order to enhance the safety of the workplace and to maintain a drug and alcohol alcohol-free work environment, individual employers Employers may require applicants or employees to undergo drug and alcohol screening. The parties agree that if a screening program is implemented by an individual employerEmployer, the following items have been agreed upon by labor and management: 1) It is understood that the use, possession, transfer, or sale of illegal drugs, narcotics, or other unlawful substances is absolutely prohibited while employees are on the employerEmployer’s job premises or while working on any site in connection with work performed under the agreement. 2) All applicants or newly hired employees will undergo a drug test at the direction of the Employer, but not less than five (5) days after commencement of work, at a facility agreed upon by the Employer and the Union. The cutoff levels for both the initial test and the confirmation test will be established by the Federal Department of Health and Human Services. The facility where the sample is tested will be approved by The Federal Department of Health and Human Services. The Employer agrees to pay each applicant or employee who takes and passes the drug test for all the time it takes to undergo the drug test up to a maximum of two (2) hours travel time plus lab time. If an employee fails any drug test and has time coming to him or her, the employer Employer may withhold the cost of the drug test from the final check. Employers may use an oral fluid test or urine screen, solely as a type of pre-employment screening process. Testing procedures shall be conducted in a manner consistent with the products’ manufacturing specifications (“Avitar ORAL screen” or Xxxxxx Medical Corp. “Oratect”). Any “non- negative” test results shall be designated as inconclusive. Employers may seek a urine test at a certified laboratory in accordance with the drug testing procedure set forth in this collective bargaining agreement to confirm results. 3) Applicants not passing the drug and alcohol screen will not be placed on the employerEmployer’s payroll or receive any compensation. Employees not passing the drug and alcohol screen will be removed from the employerEmployer’s payroll. The employer Employer agrees to pay the cost for administering the drug and alcohol screen. 4) The employer Employer may require that an employee be tested for drugs and alcohol where the employer Employer has reasonable cause to believe that the employee is impaired from performing his/her job. Observation must be made by at least two (2) persons, one (1) of whom may be a union Union employee. This provision shall be applied in a non-discriminatory manner. For employees who refuse to take a test where the prerequisites, as set forth in this paragraph, have been met; there will be a presumption that the test result would have been positive for an unlawful substance. 5) An employer Employer may require that an employee who contributed to an accident be tested for drugs and alcohol where the employer has reasonable cause to believe that the accident resulted from drug or alcohol usagealcohol. 6) Unannounced, random selection alcohol and/or drug testing of all employees may be conducted from time-to-time at the discretion of management. Employees will be chosen at random by use of a random selection process using a random number generator. In addition, an employee who has voluntarily sought rehabilitation from alcohol or drugs and who has returned to work following the successful completion of such a program may be subject to unannounced follow-up testing, for a period of up to but no longer than two (2) years. It is agreed that all employees working for employer Employer are subject to this policy. 7) It is understood that the unsafe use of prescribed medication, or where the use of prescribed medication impairs the employee’s ability to perform work, is a basis for removal. 8) A sufficient amount of a sample shall be taken to allow for an initial test Drug and a confirmation test. The initial test alcohol testing will be an enzyme multiplied immunoassay technique (emit). In done in accordance with the event a question or positive result arises from the initial test, a confirmation test must be utilized before action can be taken against the employee or applicant. The confirmation test will be against the employee or applicant. The confirmation test will be by gas chromatography - mass spectrometry (gc/ms). The cutoff levels for both the initial test and confirmation test will be those established by the national institute of drug abuse. Confirmed positive samples will be retained by the testing laboratory in secured long term frozen storage for a minimum of one (1) year. Handling and transportation of each sample must be documented through strict chain of custody proceduresrespective Employer’s Drug & Alcohol Policy. 9) Present employees, if tested positive, shall have the prerogative for a rehabilitation program at the employee’s expense. When such program has been successfully completed, the employer Employer shall not discriminate in any way against the employee. If work for which the employee is qualified exists, he/she shall be reinstated, after testing positive a employee may be tested at will, for a period of six (6) months. 10) Any dispute which arises under this drug and alcohol policy may be submitted to the grievance and arbitration procedure. 11) In the event an individual employer Employer is required, as a condition of contract award, to abide by the terms and conditions of an owner’s drug policy, the employer Employer will notify the union Union in writing prior to implementing such policy. 12) The establishment or operation of this policy shall not curtail any right of an employee found in any law, rule or regulation. Should any part of this policy be found unlawful by a court of competent jurisdiction or a public agency having jurisdiction over the parties, the remaining portions of the policy shall be unaffected and the parties shall enter negotiations to replace the affected provision. 13) The employer Employer shall indemnify and hold the union Union harmless against any and all claims, demands, suits, or liabilities that may arise solely out of the employerEmployer’s application of the substance abuse program. The Employers will be allowed to conduct periodic jobsite drug testing on construction projects under the following conditions: (1) All of the Employees of the Employer employed on the site must be tested; (2) Analysis shall be conducted by a Federal Department of Health and Human Services certified lab.

SUBSTANCE ABUSE PREVENTION POLICY. The parties recognize the problems which drug and alcohol abuse have created in the construction industry and the need to develop drug and alcohol abuse prevention programs. Accordingly, the parties agree that in order to enhance the safety of the workplace and to maintain a drug and alcohol alcohol-free work environment, individual employers Employers may require applicants or employees to undergo drug and alcohol screening. The parties agree that if a screening program is implemented by an individual employerEmployer, the following items have been agreed upon by labor and management: 1) It is understood that the use, possession, transfer, or sale of illegal drugs, narcotics, or other unlawful substances is absolutely prohibited while employees are on the employerEmployer’s job premises or while working on any site in connection with work performed under the agreement. 2) All applicants or newly hired employees will undergo a drug test at the direction of the Employer, but not less than five (5) days after commencement of work, at a facility agreed upon by the Employer and the Union. The cutoff levels for both the initial test and the confirmation test will be established by the Federal Department of Health and Human Services. The facility where the sample is tested will be approved by The Federal Department of Health and Human Services. The Employer agrees to pay each applicant or employee who takes and passes the drug test for all the time it takes to undergo the drug test up to a maximum of two (2) hours travel time plus lab time. If an employee fails any drug test and has time coming to him or her, the employer Employer may withhold the cost of the drug test from the final check. Employers may use an oral fluid test or urine screen, solely as a type of pre-employment screening process. Testing procedures shall be conducted in a manner consistent with the products’ manufacturing specifications (“Avitar ORAL screen” or Xxxxxx Medical Corp. “Oratect”). Any “non- negative” test results shall be designated as inconclusive. Employers may seek a urine test at a certified laboratory in accordance with the drug testing procedure set forth in this collective bargaining agreement to confirm results. 3) Applicants not passing the drug and alcohol screen will not be placed on the employerEmployer’s payroll or receive any compensation. Employees not passing the drug and alcohol screen will be removed from the employerEmployer’s payroll. The employer Employer agrees to pay the cost for administering the drug and alcohol screen. 4) The employer Employer may require that an employee be tested for drugs and alcohol where the employer Employer has reasonable cause to believe that the employee is impaired from performing his/her job. Observation must be made by at least two (2) persons, one (1) of whom may be a union Union employee. This provision shall be applied in a non-discriminatory manner. For employees who refuse to take a test where the prerequisites, as set forth in this paragraph, have been met; there will be a presumption that the test result would have been positive for an unlawful substance. 5) An employer Employer may require that an employee who contributed to an accident be tested for drugs and alcohol where the employer has reasonable cause to believe that the accident resulted from drug or alcohol usagealcohol. 6) Unannounced, random selection alcohol and/or drug testing of all employees may be conducted from time-to-time at the discretion of management. Employees will be chosen at random by use of a random selection process using a random number generator. In addition, an employee who has voluntarily sought rehabilitation from alcohol or drugs and who has returned to work following the successful completion of such a program may be subject to unannounced follow-up testing, for a period of up to but no longer than two (2) years. It is agreed that all employees working for employer Employer are subject to this policy. 7) It is understood that the unsafe use of prescribed medication, or where the use of prescribed medication impairs the employee’s ability to perform work, is a basis for removal. 8) A sufficient amount of a sample shall be taken to allow for an initial test Drug and a confirmation test. The initial test alcohol testing will be an enzyme multiplied immunoassay technique (emit). In done in accordance with the event a question or positive result arises from the initial test, a confirmation test must be utilized before action can be taken against the employee or applicant. The confirmation test will be against the employee or applicant. The confirmation test will be by gas chromatography - mass spectrometry (gc/ms). The cutoff levels for both the initial test and confirmation test will be those established by the national institute of drug abuse. Confirmed positive samples will be retained by the testing laboratory in secured long term frozen storage for a minimum of one (1) year. Handling and transportation of each sample must be documented through strict chain of custody proceduresrespective Employer’s Drug & Alcohol Policy. 9) Present employees, if tested positive, shall have the prerogative for a rehabilitation program at the employee’s expense. When such program has been successfully completed, the employer Employer shall not discriminate in any way against the employee. If work for which the employee is qualified exists, he/she shall be reinstated, after testing positive a employee may be tested at will, for a period of six (6) months. 10) Any dispute which arises under this drug and alcohol policy may be submitted to the grievance and arbitration procedure. 11) In the event an individual employer Employer is required, as a condition of contract award, to abide by the terms and conditions of an owner’s drug policy, the employer Employer will notify the union Union in writing prior to implementing such policy. 12) The establishment or operation of this policy shall not curtail any right of an employee found in any law, rule or regulation. Should any part of this policy be found unlawful by a court of competent jurisdiction or a public agency having jurisdiction over the parties, the remaining portions of the policy shall be unaffected and the parties shall enter negotiations to replace the affected provision. 13) The employer shall indemnify and hold the union harmless against any and all claims, demands, suits, or liabilities that may arise solely out of the employer’s application of the substance abuse program. The Employers will be allowed to conduct periodic jobsite drug testing on construction projects under the following conditions: (1) All of the Employees of the Employer employed on the site must be tested; (2) Analysis shall be conducted by a Federal Department of Health and Human Services certified lab.

SUBSTANCE ABUSE PREVENTION POLICY. The parties recognize the problems which drug and alcohol abuse have created in the construction industry and the need to develop drug and alcohol abuse prevention programs. Accordingly, the parties agree that in order to enhance the safety of the workplace and to maintain a drug and drug/alcohol free work environment, individual employers Employers may require applicants or employees to undergo drug and alcohol screening. The parties agree that if a screening program is implemented by an individual employerEmployer, the following items have been agreed upon by labor Labor and management:Management. (1) It is understood that the use, possession, transfer, or sale of illegal drugs, narcotics, or other unlawful substances substance is absolutely prohibited while employees are on the employerEmployer’s job premises or while working on any site in connection with work performed under the applicable agreement. (2) All applicants or newly hired employees will undergo a drug test at the direction of the Employer, but not less than five (5) days after commencement of work, at a facility agreed upon by the Employer and the Union. The cutoff levels for both the initial test and the confirmation test will be established by the Federal Department of Health and Human Services. The facility where the sample is tested will be approved by The Federal Department of Health and Human Services. The Employer agrees to pay each applicant or employee who takes and passes the drug test for all the time it takes to undergo the drug test up to a maximum of two (2) hours travel time plus lab time. If an employee fails any drug test and has time coming to him or her, the employer may withhold the cost of the drug test from the final check. Employers may use an oral fluid test or urine screen, solely as a type of pre-employment screening process. Testing procedures shall be conducted in a manner consistent with the products’ manufacturing specifications (“Avitar ORAL screen” or Xxxxxx Medical Corp. “Oratect”). Any “non- non-negative” test results shall be designated as inconclusive. Employers may seek a urine test at a certified laboratory in accordance with the drug testing procedure set forth in this collective bargaining agreement to confirm results. (3) Applicants not passing the drug and alcohol screen will not be placed on the employerEmployer’s payroll or receive any compensation. Employees not passing the drug and alcohol screen will be removed from the employerEmployer’s payroll. The employer Employer agrees to pay the cost for administering the drug and alcohol screen. (4) The employer Employer may require that an employee be tested for drugs and alcohol where the employer Employer has reasonable cause to believe that the employee Employee is impaired from performing his/her job. Observation must be made by at a least two (2) persons, one (1) of whom may be a union Union employee. This provision shall be applied in a non-non- discriminatory manner. For employees who refuse to take a test where the prerequisites, as prerequisites set forth for in this paragraph, paragraph have been met; , there will be a rebuttable presumption that the test result would have been positive for an unlawful substance. (5) An employer Employer may require that an employee who contributed to an accident be tested for drugs and alcohol where the employer Employer has reasonable cause to believe that the accident resulted from drug or and alcohol usage. (6) Unannounced, random selection alcohol and/or drug testing of all employees may be conducted from time-to-time at the discretion of management. Employees will be chosen at random by use of a random selection process using a random number generator. In addition, an employee who has voluntarily sought rehabilitation from alcohol or drugs drug abuse and who has returned to work following the successful completion of such a program may be subject to unannounced follow-up testing, for a period of up to but no longer than two (2) years. It is agreed that all employees working for employer are subject to this policy. 7) It is understood that the unsafe use of prescribed medication, or where the use of prescribed medication impairs the employee’s ability to perform work, is a basis for removal. 8) A sufficient amount of a sample shall be taken to allow for an initial test and a confirmation test. The initial test will be an enzyme multiplied immunoassay technique (emit). In the event a question or positive result arises from the initial test, a confirmation test must be utilized before action can be taken against the employee or applicant. The confirmation test will be against the employee or applicant. The confirmation test will be by gas chromatography - mass spectrometry (gc/ms). The cutoff levels for both the initial test and confirmation test will be those established by the national institute of drug abuse. Confirmed positive samples will be retained by the testing laboratory in secured long term frozen storage for a minimum of one (1) year. Handling and transportation of each sample must be documented through strict chain of custody procedures. 9) Present employees, if tested positive, shall have the prerogative for a rehabilitation program at the employee’s expense. When such program has been successfully completed, the employer shall not discriminate in any way against the employee. If work for which the employee is qualified exists, he/she shall be reinstated, after testing positive a employee may be tested at will, for a period of six (6) months. 10) Any dispute which arises under this drug and alcohol policy may be submitted to the grievance and arbitration procedure. 11) In the event an individual employer is required, as a condition of contract award, to abide by the terms and conditions of an owner’s drug policy, the employer will notify the union in writing prior to implementing such policy. 12) The establishment or operation of this policy shall not curtail any right of an employee found in any law, rule or regulation. Should any part of this policy be found unlawful by a court of competent jurisdiction or a public agency having jurisdiction over the parties, the remaining portions of the policy shall be unaffected and the parties shall enter negotiations to replace the affected provision. 13) The employer shall indemnify and hold the union harmless against any and all claims, demands, suits, or liabilities that may arise solely out of the employer’s application of the substance abuse program. The Employers will be allowed to conduct periodic jobsite drug testing on construction projects under the following conditions: (1) All of the Employees of the Employer employed on the site must be tested; (2) Analysis shall be conducted by a Federal Department of Health and Human Services certified lab.two

SUBSTANCE ABUSE PREVENTION POLICY. The parties recognize the problems which drug and alcohol abuse have created in the construction industry and the need to develop drug and alcohol abuse prevention programs. Accordingly, the parties agree that in order to enhance the safety of the workplace and to maintain a drug and alcohol free work environment, individual employers may require applicants or employees to undergo drug and alcohol screening. The parties agree that if a screening program is implemented by an individual employer, the following items have been agreed upon by labor and management: 1) It is understood that the use, possession, transfer, or sale of illegal drugs, narcotics, or other unlawful substances is absolutely prohibited while employees are on the employer’s job premises or while working on any site in connection with work performed under the agreement. 2) All applicants or newly hired employees will undergo a drug test at the direction of the Employer, but not less than five (5) days after commencement of work, at a facility agreed upon by the Employer and the Union. The cutoff levels for both the initial test and the confirmation test will be established by the Federal Department of Health and Human Services. The facility where the sample is tested will be approved by The Federal Department of Health and Human Services. The Employer agrees to pay each applicant or employee who takes and passes the drug test for all the time it takes to undergo the drug test up to a maximum of two (2) hours travel time plus lab time. If an employee fails any drug test and has time coming to him or her, the employer may withhold the cost of the drug test from the final check. Employers may use an oral fluid test or urine screen, solely as a type of pre-employment screening process. Testing procedures shall be conducted in a manner consistent with the products’ manufacturing specifications (“Avitar ORAL screen” or Xxxxxx Medical Corp. “Oratect”). Any “non- negative” test results shall be designated as inconclusive. Employers may seek a urine test at a certified laboratory in accordance with the drug testing procedure set forth in this collective bargaining agreement to confirm results. 3) Applicants not passing the drug and alcohol screen will not be placed on the employer’s payroll or receive any compensation. Employees not passing the drug and alcohol screen will be removed from the employer’s payroll. The employer agrees to pay the cost for administering the drug and alcohol screen. 4) The employer may require that an employee be tested for drugs and alcohol where the employer has reasonable cause to believe that the employee is impaired from performing his/her job. Observation must be made by at least two (2) persons, one (1) of whom may be a union employee. This provision shall be applied in a non-discriminatory manner. For employees who refuse to take a test where the prerequisites, as set forth in this paragraph, have been met; there will be a presumption that the test result would have been positive for an unlawful substance. 5) An employer may require that an employee who contributed to an accident be tested for drugs and alcohol where the employer has reasonable cause to believe that the accident resulted from drug or alcohol usagealcohol. 6) Unannounced, random selection alcohol and/or drug testing of all employees may be conducted from time-to-time at the discretion of management. Employees will be chosen at random by use of a random selection process using a random number generator. In addition, an employee who has voluntarily sought rehabilitation from alcohol or drugs and who has returned to work following the successful completion of such a program may be subject to unannounced follow-up testing, for a period of up to but no longer than two (2) years. It is agreed that all employees working for employer are subject to this policy. 7) It is understood that the unsafe use of prescribed medication, or where the use of prescribed medication impairs the employee’s ability to perform work, is a basis for removal. 8) A sufficient amount of a sample shall be taken to allow for an initial test Drug and a confirmation test. The initial test alcohol testing will be an enzyme multiplied immunoassay technique (emit). In done in accordance with the event a question or positive result arises from the initial test, a confirmation test must be utilized before action can be taken against the employee or applicant. The confirmation test will be against the employee or applicant. The confirmation test will be by gas chromatography - mass spectrometry (gc/ms). The cutoff levels for both the initial test and confirmation test will be those established by the national institute of drug abuse. Confirmed positive samples will be retained by the testing laboratory in secured long term frozen storage for a minimum of one (1) year. Handling and transportation of each sample must be documented through strict chain of custody proceduresrespective employer’s Drug & Alcohol Policy. 9) Present employees, if tested positive, shall have the prerogative for a rehabilitation program at the employee’s expense. When such program has been successfully completed, the employer shall not discriminate in any way against the employee. If work for which the employee is qualified exists, he/she shall be reinstated, after testing positive a employee may be tested at will, for a period of six (6) months. 10) Any dispute which arises under this drug and alcohol policy may be submitted to the grievance and arbitration procedure. 11) In the event an individual employer is required, as a condition of contract award, to abide by the terms and conditions of an owner’s drug policy, the employer will notify the union in writing prior to implementing such policy. 12) The establishment or operation of this policy shall not curtail any right of an employee found in any law, rule or regulation. Should any part of this policy be found unlawful by a court of competent jurisdiction or a public agency having jurisdiction over the parties, the remaining portions of the policy shall be unaffected and the parties shall enter negotiations to replace the affected provision. 13) The employer shall indemnify and hold the union harmless against any and all claims, demands, suits, or liabilities that may arise solely out of the employer’s application of the substance abuse program. The Employers will be allowed to conduct periodic jobsite drug testing on construction projects under the following conditions: (1) All of the Employees of the Employer employed on the site must be tested; (2) Analysis shall be conducted by a Federal Department of Health and Human Services certified lab.