Testing Procedures. Testing will be conducted by an outside certified Agency in such a way to ensure maximum accuracy and reliability by using the techniques, chain of custody procedures, equipment and laboratory facilities which have been approved by the U.S. Department of Health and Human Services. All employees notified of a positive controlled substance or alcohol test result may request an independent test of their split sample at the employee’s expense. If the test result is negative the Employer will reimburse the employee for the cost of the split sample test.
Testing Procedures. Shipper shall follow the meter calibrations schedule established by Gatherer for each meter on the Gathering System. Such calibrations shall occur at least once every twelve (12) months but not more frequently than once every six (6) months. No testing, calibration, or adjustment of a meter or related equipment shall be performed without Gatherer first being given five (5) days' notice thereof and having the opportunity to be present.
Testing Procedures. Random drug tests will be administered by a certified collection official utilizing hair or urine testing as determined by the Chief of Police.
Testing Procedures. A. The Employer shall pay the cost of all drug tests which are required of employees. Employees shall pay the costs of any additional drug tests not required by the Employer.
B. Prior to taking a drug test, employees must advise the Employer of any prescription or non-prescription medications they are taking. The Employer will provide information to the employee of the most common medications by brand or common name which may alter or affect a drug test. Employees will also be advised of all drugs for which the Employer will test, described by brand or common names, as applicable, as well as by chemical names. Information regarding the use of prescription or non-prescription drugs taken by the employee will be presented in a written communication that will be maintained in a confidential medical file in the JSO Human Resources Division. The ingestion of any prescription or non- prescription drug by an employee shall not preclude the administration of the drug test, but shall be taken into account in interpreting any positive confirmed results.
C. Individuals responsible for conducting drug tests are acting under the direct authority of the Sheriff. Employees being tested shall cooperate fully. Any attempt to alter or tamper with the specimen, its container, or any mechanical device, instrument, or document by any individual is grounds for termination and/or prosecution under applicable Florida Statutes.
D. The Employer will establish guidelines for the collection of drug test samples that will afford protection to the employee to include:
(1) Specimens shall be collected with due regard to the privacy of the individual providing the specimen and in a manner reasonably calculated to prevent substitution or contamination of the sample.
(2) Specimen collection shall be documented and the documentation procedures shall include:
(a) Labeling of specimen containers to reasonably preclude the likelihood of erroneous identification of test results.
(b) Specimen collection, storage, and transportation to the testing site shall be performed in a manner which will reasonably preclude specimen contamination or adulteration.
(c) The Employer shall use a chain of custody procedure to ensure the proper record keeping, handling, labeling, and identification of all specimens to be tested.
E. When an employee is required to provide specimens for a testing procedure, the employee shall provide one (1) specimen (large enough to be divided into two (2) separate samples at the ...
Testing Procedures. Tests will be based on the model devised by the Employer and mutually agreed upon by the Parties.
Testing Procedures. Section 1. Both drug and alcohol testing will be exclusively by the procedures proved in 48 CFR, Part 40.
Section 2. For drug testing, the specimen collection facility testing laboratory shall follow the split sample procedure in 49 CFR 40.25(f) (10) (ii).
Section 3. The District shall utilize a Medical Review Officer (MRO) as required by the DOT procedures. The District shall, upon request, provide ACE with the identity of the MRO, and with evidence of the MRO’s training in substance abuse diagnosis and treatment.
Section 4. In the event of a positive drug test result, the MRO shall notify the employee of the employee’s rights to have the MRO direct a retest of the split specimen at another DHHS certified laboratory. If such second test does not confirm the presence of the drug metabolites found in the primary specimen, the MRO shall cancel the test, as required by 49 CFR 40.33(f).
Section 5. Testing not performed in compliance with this Policy and with applicable DOT/FHWA regulations shall not constitute a valid basis for discipline. An employee shall have the right to use the grievance/arbitration procedure to challenge any aspect of the testing procedures.
Section 6. Any employee who successfully challenges a positive test result shall be reimbursed for reasonable costs associated with challenging the test.
Section 7. The District reserves the right to require additional safeguards that serve the best interests of the employee or the Program, subject to the agreement of ACE.
Testing Procedures. A. Whenever an employee is required to provide specimens for drug testing procedures, the employee shall be required to provide one specimen (large enough to provide two (2) separate samples) at the time of collection in order to facilitate the testing procedures described in this section. The Employer shall follow chain of custody procedures consistent with the DHHS Guidelines.
B. In testing for the presence of illegal drugs, the threshold level or cut- off limit for initial screenings and confirmation tests shall be established in accordance with the DHHS Guidelines, or in accordance with generally accepted medical procedures, where such limits have not been established by the DHHS Guidelines. The levels established by DHHS which are in effect as of the date of any given test shall govern.
C. The Employer shall follow the following procedures to the extent that they are not inconsistent with the DHHS Guidelines:
(1) The Employer shall submit the first of the samples to an immunochemical assay or radioimmunoassay test. If the results of this test are negative, no further testing will be required.
(2) If the results of the initial test provided for in Section 22.3(c)(1) are positive, the Employer will submit the sample for further testing using the gas chromatography/mass spectrometry (GC/MS) method to verify the initial test results. The Employer will not notify any person about the initial positive result, until it has been confirmed as provided for in this section.
D. If the results of the confirmation test for illegal drugs that is provided for in Section 22.3(c)(2) are positive, as confirmed by a qualified medical review officer, the Employer shall promptly notify the employee of the results. At that time, the employee may elect to have the second sample subjected to testing. If the tests on the second sample are positive, or if the employee does not request testing of the second sample, the Employer may take corrective and rehabilitative action as provided for in this Article, and/or disciplinary action where appropriate.
E. In testing for the presence of alcohol, the Employer will use either a generally-accepted blood test procedure which produces quantitative results showing the amount of alcohol present in the blood, or a generally-accepted breath analysis procedure using breath analysis equipment that conforms to Department of Health and Human Service (DHHS) Mandatory Guidelines for Federal Workplace Drug Testing Programs (DHHS) and to applicable...
Testing Procedures. (1) All testing will be conducted according to SAMHSA guidelines and will include a screening test; a confirmation test; review by a Medical Review Officer, including the opportunity for employees who test positive to provide legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. Any employee who disputes the positive results shall have the right within ten (10) working days of when he is notified of the test results to have his initial sample independently retested by a SAMHSA certified laboratory of his choice at his own expense. If the independent retest results in a negative result, that negative result shall be considered a successful completion of the drug testing, and the employee will be put back to work immediately, be reimbursed for the cost of the retesting, and be made whole for any loss of pay occasioned by the first positive test results.
(2) All laboratory reports and test results shall be treated as confidential medical information and shall be maintained in a medical file separate from the employee’s personnel file. Tests results shall be disclosed by the testing facility to the Medical Review Officer (MRO) only. After interpreting the test results the MRO shall communicate to the Employer, the employee and the Union only that the test result is “positive” or “negative.”
(3) Job applicants testing positive for drug use may be suspended from consideration by Employer for a period of two (2) months. An applicant may be considered upon re-application after a shorter period, however, if he or she can demonstrate meaningful participation in a rehabilitation program following the positive drug test.
(4) Employers must notify employees, applicants for employment and the union in advance of any drug testing requirements. The employee shall be allowed to contact a union representative prior to submitting to the drug/alcohol testing.
Testing Procedures. The testing procedures shall be in accordance with those set forth herein. Test results shall not be used for disciplinary purposes unless they have been obtained in accordance with the procedures outlined in this section.
Testing Procedures. Contractor will implement drug and alcohol testing procedures which promote a drug-free standard, offender accountability, and offender-self admissions.
