Testing for Controlled Substances. All bus drivers of the District shall be subject to testing for use of controlled substances (or drugs). Drug testing will be accomplished by analysis of a sample of the employee's urine conducted at a professional testing laboratory certified and monitored by the Department of Health and Human Services (DHHS). All urine specimens will be analyzed for the following drugs:
Testing for Controlled Substances. For the purpose of this policy and the Federal Regulations, the City of Onalaska will utilize a seven panel drug screen consisting of the following drugs: - Tetrhydrocannabinol (Marijuana drug) - Cocaine - Amphetamines - Opiates (including heroin) - Phencyclidine (PCP) - Barbiturates - Benzodiazepines Non-DOT Panel DOT Panel In instances where there is reason to believe an employee is abusing a substance other than the seven drugs listed above, the City reserves the right to test for additional drugs under the City’s own authority using standard laboratory testing protocol. Drug testing is conducted by analyzing an employee’s urine specimen, through a certified testing lab and monitored by the (DHHS). This procedure will include use of a split specimen testing procedure. Each urine specimen is subdivided into two bottles labeled as a “primary” and a “split” specimen. Both bottles will be sent to a certified lab. Only the “primary” specimen bottle is opened and used for the urinalysis. The split specimen bottle will remain sealed and is stored at the lab. If the analysis of the primary specimen confirms the presence of illegal, controlled substances, the employee has 72 hours to request the split specimen be retested at the same lab or be sent, at the employee’s expense, to another certified laboratory for analysis. An employee who fails to notify the Medical Review Officer (MRO) within 72 hours of receiving the results of the positive test of the employee’s desire to have the split specimen tested, shall be deemed to have waived their right to seek testing of the split specimen.
Testing for Controlled Substances. All employees of the District in safety-sensitive positions shall be subject to testing for use of controlled substances (drugs). Drug testing will be accomplished by analysis of a sample of the employee’s urine conducted at a Department of Health and Human Services (DHHS) certified laboratory. All urine specimens will be analyzed only for the following drugs, using Enzyme Multiplied Immunoassay Technique (EMIT) screen test as a following nanograms/milliliter screening levels:
Testing for Controlled Substances. All employees of the Agency shall be subject to testing for use of controlled substances (or drugs). Drug testing will be accomplished by analysis of a sample of the employee’s urine conducted at a professional testing laboratory certified and monitored by the Department of Health and Human Services (DHHS). All urine specimens will be analyzed for the following drugs:
Testing for Controlled Substances. Employees may be required to submit to testing for controlled substances (including alcohol) when the College determines that it has a reasonable suspicion that the use of such substances affects the performance of the employee's contracted duties (including the duties conducted outside the classroom for which the employee may not receive additional compensation). The College will make a good-faith effort to notify the Association of any upcoming drug test actions. The College will use a certified drug testing facility that will follow standard professional testing guidelines. Any disciplinary action taken as a result of such tests will follow due process and will not violate any other contractual right(s). Termination as a result of this process will follow Article 9E. An employee whose performance for the College appears to be adversely affected by chemical dependency will be encouraged to seek rehabilitation. The College will make good-faith, reasonable efforts to provide training to management and supervisory staff regarding the drug and alcohol policy of the College and the provisions regarding testing.
Testing for Controlled Substances. The Employer has established its anti-drug program through this Policy and strictly prohibits the unlawful manufacture, distribution, dispensing, possession or unauthorized use of a controlled substance in the workplace. Further, any abnormal conduct that may create a reasonable suspicion that an employee is under the influence of a controlled substance is addressed in the Reasonable Suspicion Testing section described previously in this Policy. For purposes of this Policy, the employer shall test for the following concentrations of alcohol or controlled substances, which shall be considered a positive test when using an EMT immunoassay drug screening test: Alcohol 0.04% Amphetamines 1000 ng/ml Barbiturates 200 ng/ml Cocaine 300 ng/ml Opiates 300 ng/ml THC 100 ng/ml PCP 25 ng/ml Benzodiazepines 200 ng/ml Methadone 300 ng/ml Concentrations of alcohol or controlled substances at or above the following levels shall be considered a positive test result when performing a confirmatory GC/MS test on a urine specimen tested positive using a technological different initial screening method. Alcohol 0.04% Marijuana Metabolite* 15 Cocaine Metabolite** 150 Opiates Morphine*** 300 Codeine 300 Phencyclidine 25 Amphetamines: Amphetamine 500 Methamphetamine 500 *Delta-9 tetrhydrocannabinol -9- carboxylic acid **Benzolyecgonine ***25 ng/ml if immunoassay-specific for free morphine The drug screen panel is subject to modification as required by the Federal Regulations referenced above. Drug testing is conducted by analyzing an employee’s urine specimen (through a certified testing lab). This procedure includes the use of a split specimen testing procedure. Each urine specimen is subdivided into two bottles labeled as a “primary” and a “split” specimen. Both bottles will be sent to a certified lab. Only the “primary” specimen is opened and used for the urinalysis. The split specimen bottle will remain sealed and stored at the lab. If the analysis of the primary specimen confirms the presence of illegal, controlled substance, the employee has 72 hours to request the split specimen be retested at the same lab or be sent to another certified laboratory for analysis. An employee, who fails to notify the Medical Review Officer within 72 hours of receiving the results of the positive test of the employee’s desire to have the split specimen tested shall be deemed to have waived the employee’s right to seek testing of the split specimen. In some cases, the employee may be unable to ...
Testing for Controlled Substances. 2 All unit members of the District who are required to have a commercial 3 drivers license and who drive a commercial vehicle in the course of 4 employment with the District shall be subject to testing for use of 5 controlled substances (or drugs). Drug testing will be accomplished by analysis of a sample of the unit member's urine conducted at a 6 professional testing laboratory certified and monitored by the Department of Health and Human Services (DHHS). All urine specimens will be analyzed for the following drugs:
Testing for Controlled Substances. FHWA and FTA regulations authorize drug testing of Bargaining Unit Members who perform safety-sensitive functions. This testing is limited to the following substances:
Testing for Controlled Substances. A. Any substance abuse test conducted under this policy must conform with the “Mandatory Guidelines for Federal Workplace Drug Testing Programs” as promulgated by the U.S. Department of Health and Human Services, April 11, 1988 (53 FR 11970), as they may be amended.
