TESTING FOR PROHIBITED SUBSTANCES Clause Samples

TESTING FOR PROHIBITED SUBSTANCES. ▇. ▇▇▇▇▇▇▇▇ to federal regulations and county policy, testing will be conducted for the following substances: The County will periodically inform employees, formally and/or informally, of the dangers of drug and alcohol abuse in the workplace and of rehabilitation programs available to employees. B. All safety-sensitive employees shall be subject to testing prior to employment, for reasonable suspicions, and following an accident, consistent with applicable federal regulations. In addition, all safety-sensitive employees will be tested prior to returning to duty after failing a drug test, during and/or after completion of rehabilitation treatment. Those employees who perform safety-sensitive functions as defined in Section 3 of this policy shall also be subject to testing on a random, unannounced basis. C. Regarding drug testing, an initial drug screen will be conducted on each specimen. For those specimens that are not negative, a confirmatory Gas Chromatography/Mass Spectrometry (GC/MS) test will be performed. The test will be considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40, as amended. D. Tests for alcohol concentration will be conducted utilizing a National Highway Traffic Safety Administration (NHTSA)-approved evidential breath testing device (EBT) operated by a trained breath alcohol technician (BAT). If the initial test indicates an alcohol concentration of 0.02 or greater, a second test will be performed to confirm the results of the initial test. A safety-sensitive employee who has a confirmed alcohol concentration of greater than 0.02 but less than 0.04 will result in removal from his or her position for the remainder of the employee's scheduled shift. An alcohol concentration of 0.04 or greater will be considered a positive alcohol test and in violation of this policy. E. Any safety-sensitive employee that has a confirmed positive drug or alcohol test will be removed from his/her position, informed of educational and rehabilitation programs available, and evaluated by a Substance Abuse Professional (SAP). F. Upon successful completion of compulsory or voluntary rehabilitation (as determined by the County physician and SAP) the employee shall be returned to his/her regular duty assignment or the equivalent thereof. If continued treatment is prescribed after return to duty, such may be imposed by the County as a condition of continued employment consistent with a return to work agreement. S...

TESTING FOR PROHIBITED SUBSTANCES. In conducting the testing authorized by this Agreement, the Director of Human Resources shall: a) use only a clinical laboratory or hospital facility that is licensed pursuant to the Illinois Clinical Laboratory Act; e.g., MOHA; b) establish a chain of custody procedure for both sample collection and testing that will insure the integrity of the identity of each sample and test result. No employee covered by this Agreement shall be permitted at any time to become a part of this chain of custody; c) collect a sufficient sample of the same bodily fluid or material from an employee to allow for initial screening, a confirmatory test and a sufficient amount to be set aside reserved for later testing if requested by the Director of Human Resources or his/her designee, or employee in question as set forth in paragraph f; d) collect samples in such a manner as to insure a high degree of security for the sample and its freedom from adulteration; e) confirm any sample that tests positive in the initial screening for drugs by testing the second portion of the same sample by gas chromatography/mass spectrometry (GCMS) or an equivalent or better scientifically accurate and accepted method that provides quantitative testing, about the detected drug or drug metabolites; f) provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory or hospital facility of the employee's own choosing, at the employee's own expense; provided the employee makes such demand of the Director of the Office of Human Resources or his/her designee within seventy-two (72) hours of receiving the results of the test; g) require that the laboratory or hospital facility report to the Director of the Office of Human Resources that a blood or urine sample is positive only if both the initial screening and confirmation test are positive for a particular drug; h) require that with regard to alcohol testing, for the purpose of determining whether the employee is under the influence of alcohol, test results that show an alcohol concentration of .01 or more, based upon the grams of alcohol per 100 milliliters of blood, be considered positive and shall result in discipline, up to and including discharge, i) provide each employee tested with a copy of all information and reports received by the Director of the Office of Human Resources in connection with the testing and the results; j) insure that no employee is the subject of any adverse employment action exce...

TESTING FOR PROHIBITED SUBSTANCES. Under FTA authority, all safety-sensitive employees and applicants for safety-sensitive positions with Valley Transit will be subject to testing under the following circumstances; (1) prior to employment, (2) reasonable suspicion, (3) prior to return to duty after failing a test or upon the completion of substance abuse treatment, (4) on a random, unannounced basis, and (5) following an accident as defined in Section II.C.3 Valley Transit will carry out this policy in a manner that respects the dignity and confidentiality of those involved. Confidentiality is maintained throughout the drug/alcohol testing process from notification of the request to test, to collection of the required specimens, to notification of results.

TESTING FOR PROHIBITED SUBSTANCES. Consistent with the hospital's commitment to enforcement of this policy, testing for controlled substances, authorized drugs, or alcohol, shall be required of: (1) job applicants prior to placement of employees, (2) when there is reasonable cause or suspicion of impairment or policy violation following any pattern of job-related accidents for which the employee is culpable, and