Common use of Testing Procedures Clause in Contracts

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 state statutes. Alcohol will be confirmed using gas chromatography (GC).

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 drugsa controlled substance, the threshold level or cut- 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)(123.3(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 controlled substances that is provided for in Section 22.3(c)(223.3(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-generally accepted blood test procedure which produces quantitative results showing the amount of alcohol present in the blood, or a generally-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 state statutes. Alcohol will be confirmed using gas chromatography (GC).

Testing Procedures. A. Whenever When an employee is required to provide specimens for drug these 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 sectionArticle. The Employer shall follow chain of custody procedures consistent with the DHHS GuidelinesGuidelines and/or OTETA. B. In testing for the presence of illegal drugs, the The threshold level or cut- cut-off limit for initial screenings and confirmation tests shall be established in accordance with the DHHS and/or OTETA 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 and/or OTETA Guidelines: (1) The Employer shall submit the first of the samples to an immunochemical assay or radioimmunoassay test or currently acceptable DHHS Guideline 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)(1Article 34.3(C)(1) are positive, the Employer will submit the sample for further testing using the gas chromatography/mass spectrometry (GC/MS) method or other method specified by DHHS Guidelines 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 sectionArticle. D. If the results of the confirmation second test for illegal drugs controlled substance that is provided for in Section 22.3(c)(2Article 32.3(C)(2) are positive, as confirmed by a qualified medical review officerMedical 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 Whenever testing for is performed under the presence auspices of alcohol, the Employer will use either a generally-accepted blood test procedure which produces quantitative results showing Omnibus Transportation Employee Testing Act of 1991 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 state statutes. Alcohol will protocol must be confirmed using gas chromatography (GC)followed.

Testing Procedures. A. a. Drugs 1. Whenever an employee is required to provide specimens a urine specimen for drug these testing procedures, the employee shall specimen will be required to provide one specimen (large enough to provide divided into two (2) separate samples) samples at the time of collection in order to facilitate the testing procedures described in this section. The Employer collection facility and the Substance Abuse and Mental Health Services Administration (SAMHSA) certified tester shall follow chain of custody specimen collection and testing procedures consistent with the DHHS GuidelinesHHS Guidelines except as specifically amended herein. B. In testing for the presence of illegal drugs, the 2. The threshold level or cut- cut-off limit for initial screenings and confirmation tests substances shall be as set forth below or as established in accordance with the DHHS Guidelines, or in accordance with generally accepted medical procedures, where such limits by HHS and/or SAMHSA. The following levels have not been established by as of the DHHS Guidelineseffective date of this Agreement. The However, the levels established by DHHS HHS and/or SAMHSA which are in effect as of the date of any given test shall govern.. Initial test analyte INITIAL TEST CUTOFF CONCENTRATION (NG/ML) CONFIRMATORY TEST ANALYTE CONFIRMATORY TEST CUTOFF CONCENTRATION (NG/ML) OPIATE METABOLITES CODEINE/MORPHINE 2000 CODEINE MORPHINE 2000 2000 MDMA 500 MDMA MDA MDEA 250 250 250 Initial test analyte INITIAL TEST CUTOFF CONCENTRATION (NG/ML) CONFIRMATORY TEST CUTOFF CONCENTRATION (NG/ML) OPIATE METABOLITES CODEINE/MORPHINE 10 10 C. 3. The Employer SAMHSA certified tester shall follow utilize the following procedures to the extent that they are not inconsistent with the DHHS HHS Guidelines: (1a) The Employer SAMHSA certified tester 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 requiredrequired and all collected specimens will be disposed of. (2b) If the results of the initial test provided for in Section 22.3(c)(1) 25.3 c. 1. are positive, the Employer SAMHSA certified tester will submit the same sample for further testing using the gas chromatography/mass spectrometry (GC/MS) method to verify the initial test results. The Employer JEA will not notify any person be notified about the initial positive result, result until it has been confirmed as provided for in this section. D. (c) If the specimen provided is unsuitable for testing, or if the chain of custody is violated, the employee will be advised in writing of those circumstances and will be requested to provide another specimen for testing. Should the employee provide specimen which is unsuitable for testing a third consecutive time, the employee will be escorted for collection thereafter until a suitable specimen is provided. (d) Specimens that are adulterated or substituted will be reported as a “refusal to test”, and the employee will not be offered the opportunity for a test of the second sample provided for in 4.0 below. 4. If the results of the confirmation second test for illegal drugs that is provided for in Section 22.3(c)(2) are 25.3 a.3.b is positive, as confirmed by a qualified (HHS Guidelines) medical review officerofficer (MRO), the Employer HHS guidelines shall promptly notify be followed for confirmation and notification of the employee of and JEA. The employee may request that JEA provide that employee with appropriate information regarding the resultstest results to explain why the employee is deemed to have tested positive. Such information shall include, at the employee’s request, the opportunity to discuss the test results with the MRO. At that timetime (but not longer than 7 calendar days), the employee may elect to have the second sample subjected to testingfurther testing by a SAMHSA certified tester at the employee's expense. If the second sample tests negative, JEA will reimburse the employee for the cost of the test. If the tests on the second sample are positive, or if the employee does not request testing of the second sample, the Employer JEA may take corrective and rehabilitative action as provided for in this Articlearticle, 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 state statutes. Alcohol will be confirmed using gas chromatography (GC).

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 drugsa controlled substance, the threshold level or cut- 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)(123.3(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 controlled substances that is provided for in Section 22.3(c)(223.3(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, for the initial test, 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-generally accepted breath analysis procedure which using breath analysis equipment that is approved by the National Highway Traffic Safety Administration (NHTSA) and conforms to Department of Health and Human Service (DHHS) Mandatory Guidelines for Federal Workplace Drug Testing Programs (DHHS) and to applicable state statutes. Alcohol Confirmation test for alcohol will be confirmed using use a gas chromatography (GC)) whole blood test.

Testing Procedures. A. Whenever When an employee is required to provide specimens for drug these 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 sectionArticle. The Employer shall follow chain of custody procedures consistent with the DHHS and/or OTETA Guidelines. B. In testing for the presence of illegal drugs, the The threshold level or cut- cut-off limit for initial screenings and confirmation tests shall be established in accordance with the DHHS and/or OTETA Guidelines, or in accordance with generally accepted medical procedures, where such limits have not been established by the DHHS or OTETA Guidelines. The levels established by DHHS which are in effect as of the date of any given test shall govern. C. The City shall notify the Union of the specific procedures to be utilized in the drug testing program, including the site(s) where specimens will be collected, in advance of implementing the program. D. The Employer shall follow observe the following procedures to the extent that they are not inconsistent with the DHHS and/or OTETA Guidelines: (1) The Employer shall submit the first of the samples to an immunochemical assay or radioimmunoassay radio-immunoassay test or currently acceptable DHHS Guideline 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)(1Article 25.3(D) 1 are positive, the Employer will submit the sample for further testing using the gas chromatography/mass spectrometry (GC/MS) method or other method specified by DHHS Guidelines 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 sectionArticle. D. E. If the results of the confirmation second test for illegal controlled substance/drugs that is provided for in Section 22.3(c)(2Article 25.3(D)(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 . F. Employees who are tested on the second sample are positivebasis of reasonable suspicion will, depending on the nature of their job duties, be returned to their job, assigned to a different work location, or if the employee does not request testing placed on administrative leave with pay pending receipt of the second sampletest results. G. When testing is performed under the auspices of the Omnibus Transportation Employee Testing Act of 1991, 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 state statutes. Alcohol will be confirmed using gas chromatography (GC).protocol

Testing Procedures. A. Whenever When an employee is required to provide specimens for drug these 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 sectionArticle. The Employer shall follow chain of custody procedures consistent with the DHHS and/or OTETA Guidelines. B. In testing for the presence of illegal drugs, the The threshold level or cut- cut-off limit for initial screenings and confirmation tests shall be established in accordance with the DHHS and/or OTETA Guidelines, or in accordance with generally accepted medical procedures, where such limits have not been established by the DHHS or OTETA Guidelines. The levels established by DHHS which are in effect as of the date of any given test shall govern. C. The City shall notify the Union of the specific procedures to be utilized in the drug testing program, including the site(s) where specimens will be collected, in advance of implementing the program. D. The Employer shall follow observe the following procedures to the extent that they are not inconsistent with the DHHS and/or OTETA Guidelines: (1) The Employer shall submit the first of the samples to an immunochemical assay or radioimmunoassay radio-immunoassay test or currently acceptable DHHS Guideline 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)(1Article 25.3(D) 1 are positive, the Employer will submit the sample for further testing using the gas chromatography/mass spectrometry (GC/MS) method or other method specified by DHHS Guidelines 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 sectionArticle. D. E. If the results of the confirmation second test for illegal controlled substance/drugs that is provided for in Section 22.3(c)(2Article 25.3(D)(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 . F. Employees who are tested on the second sample are positivebasis of reasonable suspicion will, depending on the nature of their job duties, be returned to their job, assigned to a different work location, or if the employee does not request testing placed on administrative leave with pay pending receipt of the second sampletest results. G. When testing is performed under the auspices of the Omnibus Transportation Employee Testing Act of 1991, the Employer may take corrective and rehabilitative action as provided for in this Article, and/or disciplinary action where appropriateFederal protocol must be followed. 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 state statutes. Alcohol will be confirmed using gas chromatography (GC).

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.at B. In testing for the presence of illegal drugsa controlled substance, the threshold level or cut- 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)(123.3(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 controlled substances that is provided for in Section 22.3(c)(223.3(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 state statutes. Alcohol will be confirmed using gas chromatography (GC).

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.procedures B. In testing for the presence of illegal drugsa controlled substance, the threshold level or cut- 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)(123.3(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 controlled substances that is provided for in Section 22.3(c)(223.3(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 state statutes. Alcohol will be confirmed using gas chromatography (GC).

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 drugsa controlled substance, the threshold level or cut- 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)(123.3(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 controlled substances that is provided for in Section 22.3(c)(223.3(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, for the initial test, 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-generally accepted breath analysis procedure using breath analysis equipment that is approved by the National Highway Traffic Safety Administration (NHTSA) and conforms to Department of Health and Human Service (DHHS) Mandatory Guidelines for Federal Workplace Drug Testing Programs (DHHS) and to applicable state statutes. Alcohol Confirmation test for alcohol will be confirmed using use a gas chromatography (GC)) whole blood test.