Testing Procedure. When a drug or alcohol test is appropriate under this policy the employee’s exempt supervisor shall transport or arrange for the employee to be transported to the Medical Section or the City designated testing facility for testing. If the Medical Section is closed, the employee shall be transported to Hillcrest Medical Center Emergency Department (or other City designated after hours testing facility). .171 Employees must present a picture I.D. (Oklahoma Driver’s License or City I.D., etc.) or be accompanied by an exempt supervisor who can provide identification witness as the City’s representative to the Medical testing personnel representative prior to testing and as required by Oklahoma Department of Health procedures. .172 The exempt supervisor shall make a reasonable effort to ensure that the employee is safely transported to their place of residence after any drug or alcohol testing is completed under criteria of for-cause testing in .6.
Testing Procedure a. Drug and/or alcohol screens will be conducted in the following instances: Drug and/or alcohol screens shall be required of all potential employees. The City does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance. All applicants shall be informed in writing of the City’s substance abuse policy and substance abuse screening procedure. This information will include:
i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will be provided to the City.
ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant.
b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists.
c. Emergency alcohol testing will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples will be provided for urine in the event that an employee tests positive. This is done so that a second test may be given at a separate facility if requested by the Employee.
d. Any time an employee is requested to take a drug and/or alcohol test, the employee will be required to sign an authorization form permitting the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested drug/alcohol test will be considered insubordination and will subject the em...
Testing Procedure. A. For alcohol testing, the member shall be first given a breath test, at the collection site, followed by a confirmatory urine test only where the breath test reveals an initial positive alcohol level of .04 grams per 210 l. of breath. If the initial breath test results are below this level, testing shall be discontinued; if confirmatory urine tests results are below a level equivalent to .04 grams per 210 l. of breath, the confirmatory test shall be considered negative.
B. For drug testing, urine samples shall be provided.
C. Individual privacy shall be afforded to a member in the collection of urine samples, provided that the collection site may impose stringent specimen alteration and/or substitution procedures.
D. With regard to drug testing, where the member provides a sufficient urine sample at the time of the original sample collection, this sample shall be split and placed in two (2) separate containers at the collection site. In the presence of the member at the testing site, and without ever leaving his or her sight, each urine sample taken shall be placed in two sterile screw-capped, self-sealed, tamper-resistant urine collection containers which shall be each sealed and labeled and then initialed by the member. The samples shall be sent, by the most expedient means available, to the testing laboratory as soon as practicable on the day of the test. The sample within the second container shall be stored at the test collection site.
E. With regard to drug tests, if the test results are positive, and the member has not offered an explanation to the M.R.O. sufficient to cause the M.R.O. to consider the results negative, Human Resources Director shall be notified and the Human Resources Director shall in turn contact the member and the Chief. The City will provide members who test positive for drugs with an opportunity to have the split urine specimen tested by a clinical laboratory or hospital facility of the member's choosing, at the member's own expense, providing the member notifies the City within seventy-two (72) hours of receiving the positive results and provided further that the laboratory or clinic and the testing procedure, including chain of custody, meets or exceeds the standards established in this Agreement. If the member does not request the testing of the sample within the second container after the sample within the first container tests positive, or if the member requests the testing of the sample within the second container and i...
Testing Procedure. The Employer may require an employee to submit to urinalysis drug screening or a preliminary breath test:
22.§11.1.1 When an employee is involved in an accident resulting in a personal injury requiring medical attention other than simple first aid, or an accident involving property damage. Accidents resulting from coming in contact with hot steam pipes or malfunctioning equipment which is not caused by that employee’s negligence will not result in testing.
22.§11.1.2 When a supervisor has probable cause predicated upon specific facts and reasonable inferences drawn from those facts that an employee is under the influence of, using, or is in possession of, any controlled substance unlawfully.
22.§11.1.3 The protocol used to test employees will be the same contained in the University’s rules and regulations applicable to employees required to hold CDLs.
Testing Procedure. The laboratory selected by the City to conduct the analysis must be experienced and capable of quality control, documentation, chain of custody, technical expertise, and demonstrated proficiency in urinalysis testing. The testing or processing phase shall consist of a two-step procedure.
(i) Initial screening step, and
(ii) Confirmation step. The urine sample is first tested using a screening procedure (EMIT or an equivalent test). For a specimen testing positive, a confirmatory test employing the gas chromatography/mass spectrometry (GC/MS) test (or an equivalent test) will be used. An initial positive report will not be considered positive, rather it will be classified as confirmation pending. Where a positive report is received, urine specimens shall be maintained under secured storage for a period of not less than one (1) year. Any sample which has been adulterated or is shown to be a substance other than urine shall be reported as such. All test results shall be evaluated by suitable trained medical or scientific personnel prior to being reported. All unconfirmed positive test records shall be destroyed by the laboratory. Test results shall be treated with the same confidentiality as other employee medical records. Test results used as evidence for disciplinary action shall also be entitled to the same confidentiality. An employee who tests positive for drugs and or alcohol will be given the opportunity to review the tests and, if desired, a reasonable opportunity to rebut the results. Where urine samples have been taken, the two (2) samples will be preserved for a reasonable period of time and tested employees will have the opportunity to take one of these samples to a reputable physician or laboratory of their choosing for retesting.
Testing Procedure. When a drug or alcohol test is deemed appropriate under this policy the employee’s exempt supervisor shall transport or arrange for the employee to be transported to the Medical Section or the City designated testing facility for testing. If the Medical Section is closed, the employee shall be transported to Hillcrest Medical Center Emergency Department (or other City designated after hours testing facility). .171 Employees must present a picture I.D. (Oklahoma Driver’s License or City I.D., etc.) or be accompanied by an exempt supervisor who can provide identification witness as the City’s representative to the Medical testing personnel representative prior to testing and as required by NIDA procedures. .172 The exempt supervisor shall make a reasonable effort to ensure that the employee is safely transported to their place of residence after any drug or alcohol testing is completed under criteria of reasonable suspicion in 109.6.
Testing Procedure. A. ILLEGAL DRUGS
1. The substance abuse test required by this policy and chain of custody procedures will be administered as directed by substance abuse and mental health services, or occupational health service professionals, using widely recognized standards. Copies of these guidelines will be kept on file in the Noblesville Fire Department personnel office and in the office of the DPM.
2. All positive results will be confirmed by an alternate test of the sample. Test results must be interpreted by a certified medical review officer (MRO). Follow-up tests at appropriate intervals may be required of employees with confirmed positive tests (up to six random drug and/or alcohol tests over a two-year period from the time of the positive test).
3. After testing, employees will be given an opportunity to explain a positive test result for drugs to the MRO.
4. Notification of random testing (when applicable, see Section IX, Disciplinary Process), will be made by the DPM. Testing will take place within the work period when notified. Persons being tested will have 120 minutes to report to the testing site. Scheduling conflicts must and will be resolved with the DPM. The DPM will reconfirm the availability of those directed to the testing laboratory to avoid scheduling conflicts. Only departmental photo ID or photo driver’s license will be accepted as identification. Other information may be requested by the testing laboratory and shall be submitted by the person to be tested.
Testing Procedure. To maintain the integrity of the collection and testing process, the following testing procedure will be observed. All testing shall be done in accordance with the appropriate U.S. Department of Transportation guidelines at a NIDA approved laboratory unless in conflict with a provision of this Agreement which shall be controlling.
1. The employee, if he/she so wishes, may have a Union Representative present as a witness to the collection process, but the Union representative shall not interfere or in any way jeopardize the test collection process. The Union Representative will also not be paid for the time spent outside of his/her regularly scheduled work hours as a witness to the collection process.
2. Upon completion of all testing and after test results are known, the City shall within 24 hours take reasonable steps to notify the employee of the results of the testing. A signed, dated, timed and contemporaneous written report from the laboratory must be sent to the City of Rochester Hills within 72 hours or as soon as practical after the test and shall be made available to the employee (and the Union if so requested by the employee in writing) immediately after its receipt by the City. If the report does not contain the following information, the City will obtain and furnish such information as soon as is practicable.
(i) type of test(s) conducted;
(ii) results of the tests; and
(iii) level tested for each controlled substance and the test methodology employed; and
(iv) any available information concerning the margin of accuracy and precision of the quantitative data reported for the test(s).
3. If the results of the test(s) are negative, any remaining samples will be opened and disposed of and container label(s), chain of custody records, and all other reports pertaining to the test(s) will be destroyed.
4. The specific levels of controlled substances or alcohol found in the employee’s samples will be reported to the City of Rochester Hills only if the confirmation test is positive.
Testing Procedure. Procedure shall provide the greatest individual privacy possible, while safeguarding the program against submissions of altered or substitute specimens.
Testing Procedure. Prospective Employees may take a test of communicative skills in Term I for employment in Term II, or in Term II for employment in Term I before or after participating in communicative skills training. The testing criteria and
