Common use of Testing Procedure Clause in Contracts

Testing Procedure. a. Drug and/or alcohol screens will be conducted in the following instances: Drug and/or alcohol screens shall be required of all potential employees. The City does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance. All applicants shall be informed in writing of the City’s substance abuse policy and substance abuse screening procedure. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will be provided to the City. ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists. c. Emergency alcohol testing will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples will be provided for urine in the event that an employee tests positive. This is done so that a second test may be given at a separate facility if requested by the Employee. d. Any time an employee is requested to take a drug and/or alcohol test, the employee will be required to sign an authorization form permitting the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested drug/alcohol test will be considered insubordination and will subject the employee to appropriate disciplinary actions, as long as disciplinary action is initiated within five (5) working days of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facility. Each employee has the right to have his/her own additional tests taken at his/her expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s). e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. ii. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. All drug screen samples will be taken and tested according to NIDA procedures and standards at a licensed accredited medical facility, sealed, and properly identified. Testing will be conducted by a certified laboratory and test results will be treated confidentially. Results will be distributed only on a need-to-know basis to the extent necessary to protect a legitimate interest of the City. g. Positive drug screen results will be confirmed by Gas Chromatography/Mass Spectrometry (GC/MS) or another medically accepted testing method. h. Drugs being screened in accordance with NIDA standards will include these related drugs: Amphetamines (uppers, bennies, speed, etc.) 1000 ng/ml 500 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇ ▇. The acceptable tolerance level for Blood Alcohol Concentration (BAC) for all full-time as well as part-time members of this bargaining unit, shall be less than

Testing Procedure. a. Drug and/or alcohol screens will be conducted in the following instances: Drug and/or alcohol screens shall be required of all potential employees. The City does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance. All applicants shall be informed in writing of the City’s substance abuse policy and substance abuse screening procedure. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will be provided to the City. ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists. c. Emergency alcohol testing will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or of another law enforcement agency using standard procedure in the collection of or this specimen. Split samples will be provided for urine in the event that an employee tests positive. This is done so that a second test may be given at a separate facility if requested by the Employee. d. Any time an employee is requested to take a drug and/or alcohol test, the employee will be required to sign an authorization form permitting the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested drug/alcohol test will be considered insubordination and will subject the employee to appropriate disciplinary actions, as long as disciplinary action is initiated within five (5) working days of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facility. Each employee has the right to have his/her his own additional tests taken at his/her his expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s). e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. ii. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. All drug screen samples will be taken and tested according to NIDA procedures and standards at a licensed accredited medical facility, sealed, and properly identified. Testing will be conducted by a certified laboratory and test results will be treated confidentially. Results will be distributed only on a need-to-know basis to the extent necessary to protect a legitimate interest of the City. g. Positive drug screen results will be confirmed by Gas Chromatography/Mass Spectrometry (GC/MS) or another medically accepted testing method. h. Drugs being screened in accordance with NIDA standards will include these related drugs: Amphetamines (uppers, bennies, speed, etc.) 1000 ng/ml 500 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇ ▇. The acceptable tolerance level for Blood Alcohol Concentration (BAC) for all full-full- time as well as part-time members of this bargaining unit, shall be less thanthan 0.04 for all positions. The tolerance level shall be determined by the normal testing procedures conducted by the contracted hospital, or in accordance with Section 3 (c).

Testing Procedure. a. Drug and/or A. All employees undergoing drug/alcohol screens testing must provide a valid photo identification card issued by a recognized Federal or State authority. This identification is required to be shown to the appropriate staff member of the medical facility. B. All specimens will be taken from an employee at a suitable medical facility or physician's office selected by the Company. A management representative may accompany the employee to and from the facility. When an alcohol test is to be administered, a breathalyzer test will be taken from the employee. When a drug test is to be administered, a urine sample will be taken from the employee. The collection of any specimen will be conducted in by an appropriate staff member of the following instances: Drug and/or alcohol screens medical facility. The refusal of an employee to sign consent forms or either cooperate with management, the testing facility or allow a specimen to be collected shall be required construed as insubordination for which disciplinary action up to and including immediate discharge. Any employee who has a test result come back with a result of all potential employees. The City does not hire applicants who test positive because being under “diluted,” “substituted,” or the influence scientific equivalent of drugs or alcohol is likely to affect job performance. All applicants shall be informed in writing of the City’s substance abuse policy and substance abuse screening procedure. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will be provided to the City. ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy those terms shall be subject to appropriate disciplinary action. All members , up to and including immediate discharge. C. After testing, the laboratory must retain a sufficient portion of the bargaining unit confirmed positive urine or blood sample for confirmation testing and store that portion in a scientifically acceptable manner for a minimum of six months. A portion of a positive specimen shall receive proper training on be made available to the correct procedures to ascertain when probable cause existsemployee for conducting independent confirmation testing by a laboratory of the employee's own choosing, the cost of which shall be borne by the employee. c. Emergency alcohol testing D. No employee will suffer loss of wages while undergoing such tests, and all costs involving transportation to and from a physician’s office, clinic, hospital, or other collection site, and all costs of examination and tests will be performed at paid by the testing facility using medically accepted methods Company. Employees who are suspended pending receipt of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol the results who test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples negative shall be made whole and will be provided paid their regular straight time hourly rate for urine in all scheduled hours missed during the event that an suspension. Any employee tests positive. This is done so that selected for a second test may be given at a separate facility if requested by the Employee. d. Any time an employee is requested to take a drug and/or alcohol test, the employee will be required to sign an authorization form permitting the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested random drug/alcohol test must remain clocked in until such time as he/she returns to the plant from the testing site. Such pay will count towards the calculation of daily or weekly overtime. E. Except as herein contained in this Memorandum of Agreement, nothing shall infringe on the employee's normal right to privacy or job rights and security as set forth in the collective bargaining agreement. The Company assures that employees who have successfully completed participation in diagnosis, treatment, and rehabilitation will not jeopardize their job security and/or promotional opportunities. F. Employees will be considered insubordination tested under a ten (10) panel drugs and will subject the employee to appropriate disciplinary actionsmetabolites protocol which includes: amphetamines, as long as disciplinary action is initiated within five (5) working days of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facilitybarbiturates, benzodiazepines, cocaine metabolite, opiates, phencyclidine, marijuana metabolite, methadone, methaqualone, and propoxyphene. Each employee has will be provided a list of the right to have his/her own additional tests taken at his/her expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s). e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. iidrugs. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. All drug screen samples will be taken and tested according to NIDA procedures and standards at a licensed accredited medical facility, sealed, and properly identified. Testing will be conducted by a certified laboratory and test results will be treated confidentially. Results will be distributed only specimens identified as positive on a need-to-know basis to the extent necessary to protect a legitimate interest of the City. g. Positive drug screen results will initial test shall be confirmed by Gas Chromatographyusing gas chromatography/Mass Spectrometry mass spectrometry (GC/MS) or another medically accepted testing method. h. Drugs being screened in accordance with NIDA standards will include these related drugs: Amphetamines (uppers, bennies, speed, etc.) 1000 ng/ml 500 techniques at the cutoff levels listed below for each drug. Marijuana metabolites 15 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml metabolites 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 2000 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇Amphetamines 500 ng/ml Barbiturates 300 ng/ml Benzodiazepines 300 ng/ml Methadone 300 ng/ml Methaqualone 300 ng/ml Propoxyphene 300 ng/ml Such cutoff levels are subject to change, such change limited to any changes in such levels as mandated by the United States Department of Health and Human Services. Each employee will be provided a list of the drugs. ▇. The acceptable tolerance level G. Any employee tested for Blood Alcohol Concentration (BAC) presence of alcohol and has a test result in excess of the lower of 0.04% or the legal Iowa State limit of alcohol by weight in the blood will be deemed to be under the influence of alcohol, or in the event that the State of Iowa should enact a lower standard for all full-time as well as part-time members operating a motor vehicle under the influence of alcohol, such standard shall be utilized in this Section G of this bargaining unit, shall be less thanAgreement contemporaneously with the effective date of the new State standard.

Testing Procedure. a. Drug and/or alcohol screens The collection of urine samples for drug tests will be conducted in accordance with the following instances: Drug and/or alcohol screens shall be required procedures of all potential employees. The City does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performancecollection clinic designated by the District. All applicants shall be informed in writing of time associated with the City’s substance abuse policy and substance abuse screening procedure. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will be provided to the City. ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists. c. Emergency alcohol testing procedure will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples considered working time and employees will be provided for urine in the event that an employee tests positivepaid at their applicable rate of pay. This is done so that a second test may The appropriate Union official will be given at a separate facility if requested by the Employee. d. Any time an employee is notified of all individuals who have been requested to take a drug and/or alcohol test. Employees who attempt to, or actually provide adulterated or false samples will be terminated. Breath and urine specimens must be drawn or collected at the laboratory, hospital or medical facility at which the specimen is to be tested or prepared for testing. The testing must be done by a laboratory certified by the State of Michigan as a medical and forensic laboratory which complies with the Scientific and Technical Guidelines for Federal Drug Testing Programs and the Standards for Certification of Laboratories Engaged in Urine Drug Testing for Federal Agencies issued by the Alcohol, Drug Abuse and Mental Health Administration of the U.S. Department of Health and Human Services (“DHHS”) Employees asked to provide samples for drug and alcohol testing pursuant to this policy will be required to cooperate and to sign a consent form (attached hereto as Exhibit A). Any employee who fails or refuses to submit to testing when requested will be considered as having tested positive for purposes under this program and policy. The District will determine if the employee asked to take a drug or alcohol test should be permitted to work during the time between providing the sample and the receipt of the test results. If the test results are negative, the employee will be required to sign an authorization form permitting compensated at the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested drug/alcohol test will be considered insubordination and will subject the employee to appropriate disciplinary actions, as long as disciplinary action is initiated within five (5) working days applicable rate of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facility. Each employee has the right to have his/her own additional tests taken at his/her expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s). e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. ii. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. All drug screen samples will be taken and tested according to NIDA procedures and standards at a licensed accredited medical facility, sealed, and properly identified. Testing will be conducted by a certified laboratory and test results will be treated confidentially. Results will be distributed only on a need-to-know basis to the extent necessary to protect a legitimate interest of the City. g. Positive drug screen results will be confirmed by Gas Chromatography/Mass Spectrometry (GC/MS) or another medically accepted testing method. h. Drugs being screened in accordance with NIDA standards will include these related drugs: Amphetamines (uppers, bennies, speed, etc.) 1000 ng/ml 500 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇ ▇. The acceptable tolerance level for Blood Alcohol Concentration (BAC) pay for all full-time as well as part-time members of this bargaining unit, shall be less thanhours that he would have been scheduled to work.

Testing Procedure. a. A. Drug and/or alcohol screens testing will be conducted in the following instances: Drug and/or alcohol screens shall be required of all potential employees. The City does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance. All applicants shall be informed in writing of the City’s substance abuse policy and substance abuse screening procedure. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will be provided to the City. ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, when there is a reasonable suspicion that an employee is using or possessing illegal drugs controlled substances or alcohol alcohol, or is abusing a prescription drug controlled substance at work work, or is working or reporting to work under the influence of illegal drugs, alcohol, alcohol or an abused prescription drugcontrolled substance. Reasonable suspicion may be based upon, but is not limited to, unexplained and excessive absence, a reliable report, reporting to work with the odor of alcohol or marijuana on an employee, unusual behavior such as slurred speech or lack of coordination, the unauthorized possession of drug paraphernalia, or involvement in an on-duty accident or other on-duty incident which results in serious physical harm or the use of deadly force. An employee who uses deadly force while off duty will also be tested but will not be considered on the job or at work for purposes of Section 1 of this Article. B. Upon request, the Chief of Police shall identify to the employee and his representative the basis for reasonable suspicion. The Chief of Police may withhold the names of persons who have provided information if the Chief of Police identifies facts and circumstances which independently provides a basis for reasonable suspicion. C. Testing will require that the employee provide a urine and/or blood sample, or some other medically accepted procedure will be required to consent to a drug and/or alcohol test immediatelyused. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists. c. Emergency alcohol testing will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples will be provided for urine in the event that an employee tests positive. This is done so that a second test may be given at a separate facility if requested by the Employee. d. Any time an employee is requested to take a drug and/or or alcohol test, the employee will be required to sign an authorization form permitting the testing facility physician or lab to conduct the test and release the results to the Medical Review PhysicianCity and the employee. Refusal to sign the authorization form or to submit immediately to a requested drug/drug or alcohol test will be considered insubordination and will subject the employee to appropriate disciplinary actions, as long as disciplinary action is initiated within five (5) working days of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facility. Each employee has the right to have his/her own additional tests taken at his/her expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s)action. e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. ii. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. D. All drug screen test samples will be taken and tested according to NIDA procedures and standards given at a licensed accredited medical facilityfacility or doctor's office selected by the City, sealed, sealed and properly identified. Testing will be conducted by a certified laboratory laboratory, and the test results will be treated confidentiallyconsidered a confidential medical record not subject to public disclosure unless state or federal law requires otherwise. Results will be distributed only on a need-to-know basis to the extent necessary to protect a legitimate interest of City and the City. g. employee only. Positive drug screen screens results will be confirmed by Gas Chromatographygas chromatography/Mass Spectrometry mass spectrometry (GC/MS) or another medically accepted testing method. h. ). Drugs being screened may include any controlled substance contained in accordance Schedules I through V of Section 202 of the Controlled Substance Act, Section 21 U.S.C. 812, or as defined in O.R.C. 3719.01. E. At any time prior to providing a sample of blood or urine, the employee will have the right to confer with NIDA standards an attorney or union representative as long as this does not result in the employee not being able to perform the test within the two hour period. Otherwise, to the extent possible, the sample must be provided within a 2 hour period after reasonable suspicion has beendetermined. F. The employee shall be advised that the test is being required for administrative, internal police department purposes only and will include these related drugs: Amphetamines (uppersnot be used as part of a criminal investigation. G. Employees will provide a minimum of three samples of blood or urine to be tested. One sample will be sent to the lab of the City's choosing. One other sample, benniesat the employee's choice, speedwill be sent to a lab of the employee's choosing, etc.) 1000 ng/ml 500 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇ ▇or the sample will be preserved in the proper manner to be tested in the case of positive results on the first sample. The acceptable tolerance level for Blood Alcohol Concentration (BAC) for all full-time as well as part-time members third sample will be preserved in the proper manner to be tested by a different lab selected by the City if the results of the City's and the employee's first test are in conflict. If this bargaining unitis the case, the results of the third test shall be less thancontrolling.

Testing Procedure. a. Drug 1. When reasonable suspicion exists, an Employee will be relieved of duty and interviewed and observed in a private area. When possible the supervisor will confer with the duty manager after relieving an Employee of duty and prior to conducting the interview. 2. When requested, the Employee will be allowed a reasonable period of time to consult with a Guild Representative. 3. The Employee will be given an opportunity to explain the reasons for their condition. 4. The Employer may request breath, urine, hair, and/or alcohol screens blood samples. 5. An Employee who is suspected of impairment will not be allowed to drive. If offsite test is indicated a supervisor or manager will escort the Employee to the collection facility. The supervisor will either remain in the waiting area or direct the Employee to call the supervisor and wait for a ride when they are finished. If the Employee attempts to drive, law enforcement will be notified and the Employee will be subject to discipline up to and including termination. 6. The supervisor or manager will not observe the testing process. The Employee may request a Guild official or other readily available observer to accompany them to the testing facility. All Employees, regardless of role, will comply with the testing facility’s policies, directions, and collection procedures. 7. Offsite breath testing will be undertaken only utilizing a BAC device (or its future equivalent) complying with all standard protocols and requirements applicable to such devices for criminal investigations and/or OSHA CDL testing requirements. 8. Urine and blood testing will be conducted by a medical professional at the Doctor’s Clinic Occupational Medicine Facility in Silverdale, a local Group Health Cooperative of Puget Sound facility, Prompt Care, or at ▇▇▇▇▇▇▇▇ Medical Center. Should the Employer desire to contract with a medical facility other than those listed above, the Employer will confer with the Guild prior to executing a contract. 9. Urine and blood samples will be processed as split samples. 10. All testing will be conducted in conformance with U.S. Department of Health and Human Services Substance Abuse and Mental Health Services Administration (SAMHSA) standards, methods, and techniques. 11. Positive test thresholds will be defined by current SAMHSA standards, which may be modified from time to time by the following instances: Drug and/or U.S. Department of Health and Human Services. 12. The costs associated with reasonable cause alcohol screens shall and controlled substance testing will be required paid by the Employer. At the Employee’s option and expense, the split specimen may be sent to a SAMHSA certified lab of their choosing. The employee must request this within 72-hours of being notified of a positive result. 13. The Employee will be informed of the results of all potential employeestests, and provided with all documentation regarding the tests as soon as the test results are available. The City does not hire applicants who Employee must provide the Employer with written instructions if they want the results and/or documentation to be provided to the Guild. If they Employee and/or Guild choose to present their own results to the Employer, the Employer shall take into consideration those results in any final decision concerning possible discipline or termination. 14. The Employer shall designate a Medical Review Officer (MRO) to review all confirmed positive test positive because being under results and communicate those results to the influence of drugs or alcohol is likely Employer. The MRO will have the responsibility to affect job performancedetermine when an individual has failed a drug test. All applicants shall be informed The MRO must retain all records in writing of the City’s substance abuse policy accordance with their own policies and substance abuse screening procedureprocedures. 15. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that If the results of the testing will be provided to the City. ii. Notice alcohol and controlled substance test are positive, and support a conclusion that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists. c. Emergency alcohol testing will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples will be provided for urine in the event that an employee tests positive. This is done so that a second test may be given at a separate facility if requested by the Employee. d. Any time an employee is requested to take a drug and/or alcohol test, the employee will be required to sign an authorization form permitting the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested drug/alcohol test will be considered insubordination and will subject the employee to appropriate disciplinary actions, as long as disciplinary action is initiated within five (5) working days of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facility. Each employee has the right to have his/her own additional tests taken at his/her expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s)employee may be subject to discipline including immediate termination. e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. ii. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. All drug screen samples will be taken and tested according to NIDA procedures and standards at a licensed accredited medical facility, sealed, and properly identified. Testing will be conducted by a certified laboratory and test results will be treated confidentially. Results will be distributed only on a need-to-know basis to the extent necessary to protect a legitimate interest of the City. g. Positive drug screen results will be confirmed by Gas Chromatography/Mass Spectrometry (GC/MS) or another medically accepted testing method. h. Drugs being screened in accordance with NIDA standards will include these related drugs: Amphetamines (uppers, bennies, speed, etc.) 1000 ng/ml 500 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇ ▇. The acceptable tolerance level for Blood Alcohol Concentration (BAC) for all full-time as well as part-time members of this bargaining unit, shall be less than

Testing Procedure. a. Drug If an employee is required to submit to a drug test, the following procedure shall be followed: The employee shall be given an opportunity to confer with a Union representative if one is readily available and the employee has requested said conference. The employee shall be given an opportunity to explain the reasons for the employee's condition, such as reaction to a prescribed drug, fatigue, exposure to toxic substances, or any other reasons known to employee to the testing administrator. The Employer and a Union representative may be present during this discussion. The Employer may request urine and/or alcohol screens blood samples. Urine and blood samples shall be collected at a local laboratory, hospital or medical facility. The Employer shall transport the employee to the collection site. The Employer and/or Union representative may be allowed to accompany the employee to the collection site and observe the bottling and sealing of the specimen. The employee shall not be observed by the Employer when the urine specimen is given, however, the collection may be observed by medical personnel. All specimen containers and vials and bags used to transport the specimen shall be sealed to safeguard their integrity, in the presence of the Employer, employee and the Union representative (if available) and proper chain-of-custody procedures shall be followed. The drug tests of the specimen shall be conducted by the same laboratory utilized in the DOT program. If a specimen tests positive in an immunoassay screen test, the results must be confirmed by a gas chromatography/mass spectrometry (GC/MS) tests. The specimen must show positive results on the GC/MS (gas chromatography/mass spectrometry) confirmatory test to be considered positive. At the employee's request, a sample of the specimen may be requisitioned and sent to a laboratory chosen by the employee for testing within 24 hours of the test results. The cost of this test will be conducted paid by the employee. Failure to exercise this option may not be considered as evidence in arbitration or other proceeding concerning the following instances: Drug and/or alcohol screens shall be required of all potential employeesdrug test or its consequences. The City does not hire applicants who test positive because being under the influence of drugs or alcohol is likely to affect job performance. All applicants shall be informed in writing of the City’s substance abuse policy and substance abuse screening procedure. This information will include: i. A request to sign the “informed consent” form for substance abuse testing, which includes notice that the results of the testing will this second test shall be provided to the City. ii. Notice that failure to consent to the test will result in the remainder of the pre-employment examination not being completed and rejection of the applicant. b. When, in the opinion of the supervisor, as corroborated by a non-supervisory employee, there is reasonable suspicion that an employee is using or possessing illegal drugs or alcohol or is abusing a prescription drug at work or is working or reporting to work under the influence of illegal drugs, alcohol, or an abused prescription drug, that employee will be required to consent to a drug and/or alcohol test immediately. Employees that purposely make false accusations in reference to violation of this policy shall be subject to appropriate disciplinary action. All members of the bargaining unit shall receive proper training on the correct procedures to ascertain when probable cause exists. c. Emergency alcohol testing will be performed at the testing facility using medically accepted methods of analyzing urine specimens or administering a Breath Alcohol Test. If a breath alcohol test is at or about acceptable limits defined in Item 3 (I), the Employee may request to a breath alcohol test taken at the Parma Heights Police Department or another law enforcement agency using standard procedure in the collection of this specimen. Split samples will be provided for urine in the event that an employee tests positive. This is done so that a second test may be given at a separate facility if requested by the Employee. d. Any time an employee is requested to take a drug and/or alcohol test, the employee will be required to sign an authorization form permitting the testing facility to conduct the test and release the results to the Medical Review Physician. Refusal to sign the authorization form or to submit immediately to a requested drug/alcohol test will be considered insubordination and will subject the employee to appropriate disciplinary actions, as long as disciplinary action is initiated within five (5) working days of the refusal. It is anticipated that any alcohol and/or drug tests will be performed by the testing facility. Each employee has the right to have his/her own additional tests taken at his/her expense, except that if the employee is determined not to have violated this policy, the City will reimburse the Employee for the cost of those test(s). e. Testing for alcohol and/or drugs will also occur in the following situations: i. When the testing is performed as part of a follow up to counseling or rehabilitation for alcohol or drug abuse. ii. When an employee volunteers to be tested. iii. If there is probable cause to believe that an employee is under the influence of alcohol/drugs. f. All drug screen samples will be taken and tested according to NIDA procedures and standards at a licensed accredited medical facility, sealed, and properly identified. Testing will be conducted by a certified laboratory and test results will be treated confidentially. Results will be distributed only on a need-to-know basis to the extent necessary to protect a legitimate interest of the City. g. Positive drug screen results will be confirmed by Gas Chromatography/Mass Spectrometry (GC/MS) or another medically accepted testing method. h. Drugs being screened in accordance with NIDA standards will include these related drugs: Amphetamines (uppers, bennies, speed, etc.) 1000 ng/ml 500 ng/ml Cocaine (snow, crack, flake, coke, etc.) 300 ng/ml 150 ng/ml Opiates (heroine, codeine, methadone, smack) 300 ng/ml 300 ng/ml Cannabinoids (marijuana, hashish, THC, etc.) 50 ng/ml 15 ng/ml Phencyclidine (PCP, angel dust) 25 ng/ml 25 ng/▇▇ ▇. The acceptable tolerance level for Blood Alcohol Concentration (BAC) for all full-time as well as part-time members of this bargaining unit, shall be less than