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(c) such conduct cannot reasonably be explained by other causes such as <br />fatigue, lack of sleep, side effect of prescription or over-the-counter <br />medications, illness, reaction to noxious fumes or smoke. <br />2. Testing of this type will not be conducted without the written approval of the <br />company's superintendent or designated manager. The jobsite <br />superintendent or designated manager must document in writing who is to be <br />tested and why the test was ordered, including the specific objective facts <br />constituting reasonable suspicion leading to the test being ordered, and the <br />name of any source(s) of this information. One copy of this document shall <br />be given to the employee before he/she is required to be tested. After <br />receiving a copy of the document, the affected employee shall be given <br />enough time to read the document. <br />3 When a supervisor, higher ranking employee or other managerial personnel <br />has reasonable suspicion to believe an employee is using, consuming or <br />under the influence of an alcoholic beverage, non-prescription controlled <br />substance (other than over-the-counter medication), and/or non -prescribed <br />narcotic drug while on duty, that person will notify the jobsite <br />superintendent or designated manager for the purpose of observation and <br />confirmation of the employee's condition. The employee will be given an <br />opportunity to explain his/her condition, such as reaction to a prescribed <br />drug, fatigue, lack of sleep, exposure to noxious fumes, reaction to over-the- <br />counter medication or illness. If, after this explanation, the jobsite <br />superintendent or designated manager continues to have reasonable <br />suspicion that the employee is using, consuming and/or under the influence <br />of an alcoholic beverage, non -prescribed controlled substance or non - <br />prescribed narcotic while on duty, then, by a written order signed by the <br />superintendent or designated manager, the employee may be ordered to <br />immediately submit to a drug and alcohol screen. Refusal to submit to <br />testing after being ordered to do so may result in disciplinary action up to <br />and including discharge. <br />4. Employee drug screens for cause will include testing for alcohol, as well as <br />the same drugs as the pre -hire screening test. Each employee will read and <br />execute a consent form prior to any test being administered. Failure to <br />execute the consent form will result in termination. <br />5. Reasonable suspicion testing shall be performed at a NIDA/SAMHSA- <br />approved clinic. The individual will be immediately accompanied to the <br />