Common use of Sample Collection Clause in Contracts

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory chosen must be agreed to between the Union and the Employer. The laboratory used shall also be one whose procedures are periodically tested by the NIDA where they analyze unknown samples sent to an independent party. The results of employee’s tests shall be made available to the Medical Review Officer. Collection of urine samples shall be conducted in a manner, which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDA. The Union and the Employer agree that security of the biological urine samples is absolutely necessary therefore the Employer agrees that if the security of the sample is compromised in anyway, any positive test shall be invalid and may not be used for any purpose. Urine samples will be submitted as per NIDA Standards. Employees have the right for Union or legal counsel representative to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientific acceptable preserved manner as established by NIDA. All positive confirmed samples and related paperwork must be retained by the laboratory for at least six (6) months or for the duration of any grievance, disciplinary action or legal proceedings whichever is longer. At the conclusion of this period, the paperwork and specimen shall be destroyed. Tests shall be conducted in a manner to ensure that an employee’s legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA). The laboratory chosen must be agreed to between the Union and the Employer. The laboratory used shall also be one whose procedures are periodically tested by the NIDA where they analyze unknown samples sent to an independent party. The results of employee’s tests shall be made available to the Medical Review Officer. Collection of urine samples shall be conducted in a manner, which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDA. The Union and the Employer agree that security of the biological urine samples is absolutely necessary therefore the Employer agrees that if the security of the sample is compromised in anyway, any positive test shall be invalid and may not be used for any purpose. Urine samples will be submitted as per NIDA Standards. Employees have the right for Union or legal counsel representative to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientific acceptable preserved manner as established by NIDA. All positive confirmed samples and related paperwork must be retained by the laboratory for at least six (6) months or for the duration of any grievance, disciplinary action or legal proceedings whichever is longer. At the conclusion of this period, the paperwork and specimen shall be destroyed. Tests shall be conducted in a manner to ensure that an employee’s 's legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Substance Abuse and Mental Health Services Administration (NIDASAMHSA). The laboratory will be chosen must be agreed to between the Union and by the Employer. The laboratory used shall also be one whose procedures are periodically tested by the NIDA SAMHSA where they analyze analyzed unknown samples sent to an independent party. The results of employee’s employee tests shall be made available to the Medical Review OfficerOfficer (MRO). Collection of urine samples shall be conducted in a manner, manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDAXXXXXX. The Union and the Employer agree that security of the biological urine samples is absolutely necessary therefore necessary; therefore, the Employer agrees that if the security of the sample is compromised in anywayany way, any positive test shall be invalid and may not be used for any purposepurposes. Urine samples Samples will be submitted as per NIDA StandardsSAMHSA standards. Employees have the right for Union or legal counsel representative representatives to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientific scientifically acceptable preserved manner as established by NIDAXXXXXX. All positive confirmed samples and related paperwork must will be retained by the laboratory for at least six (6) months or for the duration of any grievance, grievance disciplinary action or legal proceedings proceedings, whichever is longer. At the conclusion of this period, the paperwork and specimen shall be destroyedretained by the laboratory as required by law. Tests shall be conducted in a manner to ensure that an employee’s legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Substance Abuse and Mental Health Services Administration (NIDASAMHSA). The laboratory will be chosen must be agreed to between the Union and by the Employer. The laboratory used shall also be one whose procedures are periodically tested by the NIDA SAMHSA where they analyze analyzed unknown samples sent to an independent party. The results of employee’s employee tests shall be made available to the Medical Review OfficerOfficer (MRO). Collection of urine samples shall be conducted in a manner, manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDASAMHSA. The Union and the Employer agree that security of the biological urine samples is absolutely necessary therefore necessary; therefore, the Employer agrees that if the security of the sample is compromised in anywayany way, any positive test shall be invalid and may not be used for any purposepurposes. Urine samples Samples will be submitted as per NIDA StandardsSAMHSA standards. Employees have the right for Union or legal counsel representative representatives to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientific scientifically acceptable preserved manner as established by NIDASAMHSA. All positive confirmed samples and related paperwork must will be retained by the laboratory for at least six (6) months or for the duration of any grievance, grievance disciplinary action or legal proceedings proceedings, whichever is longer. At the conclusion of this period, the paperwork and specimen shall be destroyedretained by the laboratory as required by law. Tests shall be conducted in a manner to ensure that an employee’s legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA)a recognized authority. The laboratory chosen must be agreed to between the Union and the Employer. The laboratory used shall also be one whose procedures are periodically tested by the NIDA certification authority where they analyze analyzed unknown samples sent to an independent party. The results of employee’s employee tests shall be made available to the Medical Review OfficerOfficers. Collection of urine samples shall be conducted in a manner, manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDAthe certification authority. The Union and the Employer agree that security of the biological urine samples is absolutely necessary therefore necessary, therefore, the Employer agrees that if the security of the sample is compromised in anywayany way, any positive test shall be invalid and may not be used for any purposepurposes. Urine samples Samples will be submitted as per NIDA Standardscertification authority standards. Employees have the right for Union or legal counsel representative OPBA representatives to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientific acceptable preserved manner as established by NIDAthe certification authority. All positive confirmed samples and related paperwork must will be retained by the laboratory for at least six (6) months or for the duration of any grievance, grievance disciplinary action or legal proceedings proceedings, whichever is longer. At the conclusion of this period, the paperwork and specimen shall be destroyedretained by the laboratory as required by law. Tests shall be conducted in a manner to ensure that an employee’s legal drug use and diet does not affect the test results.

Sample Collection. The collection and testing of the samples shall be performed only by a laboratory and by a physician or health care professional qualified and authorized to administer and determine the meaning of any test results. The laboratory performing the test shall be one that is certified by the National Institute of Drug Abuse (NIDA)a recognized authority. The laboratory chosen must be agreed to between the Union and the Employer. The laboratory used shall also be one whose procedures are periodically tested by the NIDA certification authority where they analyze analyzed unknown samples sent to an independent party. The results of employee’s employee tests shall be made available to the Medical Review OfficerOfficers. Collection of urine samples shall be conducted in a manner, manner which provides the highest degree of security for the sample and freedom from adulteration. Recognized strict chain of custody procedures must be followed for all samples as set by NIDAthe certification authority. The Union and the Employer agree that security of the biological urine samples is absolutely necessary therefore necessary, therefore, the Employer agrees that if the security of the sample is compromised in anywayany way, any positive test shall be invalid and may not be used for any purposepurposes. Urine samples Samples will be submitted as per NIDA Standardscertification authority standards. Employees have the right for Union or legal counsel representative OPBA representatives to be present during the submission of the sample. A split sample shall be reserved in all cases for an independent analysis in the event of a positive test result. All samples must be stored in a scientific acceptable preserved manner as established by NIDAthe certification authority. All positive confirmed samples and related paperwork must will be retained by the laboratory for at least six (6) months or for the duration of any grievance, grievance disciplinary action or legal proceedings proceedings, whichever is longer. At the conclusion of this period, the paperwork and specimen shall be destroyedretained by the laboratory as required by law. Tests shall be conducted in a manner to ensure that an employee’s legal drug use and diet does not affect the test results.