Common use of Drug Testing Procedures Clause in Contracts

Drug Testing Procedures. Drug testing is conducted by analyzing a urine specimen. The driver provides a urine specimen in a location that affords privacy. After the donor has provided a urine sample, a collection site person is required to split the sample into two specimen bottles. Following completion of a chain of custody form, the collection site person ships both bottles to a U.S. Department of Health and Human Services (DHHS) certified lab for analysis. The specimen collection procedures and chain of custody ensure that the specimen's security, proper identification, and integrity are not compromised. Only the primary specimen bottle is opened and used for the urinalysis. The split specimen bottle remains sealed and is stored at the laboratory. If the analysis of the primary specimen confirms the presence of illegal, controlled substances, the driver has 72 hours to request the split specimen be sent to another DHHS certified laboratory for analysis. This split specimen procedure essentially provides the driver with an opportunity for a second opinion. All drug test results are reviewed and interpreted by a physician, also known as a Medical Review Officer (MRO) before they are reported to the school district. If the lab reports a positive result to the MRO, the MRO contacts the driver (in person or by telephone) and conducts an interview to determine if there is an alternative medical explanation for the drugs found in the driver's urine specimen. If the driver provides appropriate documentation and the MRO determines that it is a legitimate medical use of the prohibited drug, the drug test result is reported as negative to the school district. If a driver tests positive, he/she must be removed from all safety-sensitive duties. The removal cannot take place until the MRO has interviewed the driver and determined that the positive drug test resulted from the unauthorized use of a controlled substance. The driver cannot return to his/her position until he/she has been evaluated by a substance abuse professional or MRO, has complied with recommended rehabilitation, and has a negative test result on a return-to-duty drug test. The district may implement follow-up testing procedures to monitor the employee's continued abstinence from drug use.