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prior to the retest. No adverse action or discipline shall be taken <br />against any employee based on a first (1) diluted specimen. A <br />second (2) diluted specimen, without a valid medical reason, will <br />be treated as a refusal to submit to testing. <br />ADULTERATED,. SUBSTITUTED, <br />AND/OR OUT -OF -TEMPERATURE RANGE SPECIMEN <br />When a urine specimen is reported as adulterated, or substituted, <br />or when the temperature range is below 90 degrees or above 100 <br />degrees F., the employee will be considered to have not <br />cooperated with the testing process, and the test will be <br />considered a refusal to be tested. <br />In addition, the employee who has refused to be tested, or who <br />uses or.possesses a counterfeit drug card, shall be subject to <br />employer discipline up to and including discharge, subject'to the <br />representation language. <br />CONSEQUENCES FOR A POSITIVE TEST <br />1. An employee who tests positive for drugs and/or alcohol <br />shall be contacted directly by the Medical Review Officer <br />(MRO). If the MRO verifies the results of the positive test, the <br />MRO will notify the individual that he or she is ineligible for <br />work and he/she will be directed to contact the program's <br />Employee Assistance Program (EAP) for consultation and review. <br />If the MRO contacts the individual and finds that there is a reason <br />for the positive test (an authorized prescriptive medication) the <br />MRO will downgrade the result to a negative, and the individual's <br />card will be marked "CL". <br />2. In the case of a confirmed positive drug or alcohol test, the <br />Third Party Administrator (TPA) will be notified that the <br />employee's status should be marked "N/A". The "N/A" status <br />will be effective at the moment that a confirmed positive test is <br />received. <br />21 <br />