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BOWEN SAFETY POLICY MANUAL <br />iii. The original specimen appeared to have been tampered <br />with. <br />b, In the case of a "non -negative" test result, the employee shall be <br />so advised by the Medical Review Officer, on a confidential basis, <br />prior to reporting of the results to Bowen. The employee has the <br />right to discuss and explain the results, including the right to advise <br />medical personnel of any medication prescribed by their own <br />physician, which may have affected the results of the test. <br />C. Ingestion of products that contain hemp will not be an acceptable <br />explanation for testing positive for marijuana. <br />d. An employee who receives a "non -negative" test result shall have <br />the right to have a portion of the same urine sample tested by an <br />accredited laboratory (DHHS) of their choice at their expense. The <br />result of the test must be released to Bowen within a maximum of <br />ten (10) working days after notice of a non -negative test. The <br />employee must have a negative test in order to comply with this <br />Bowen policy. The employee will be required to re -test and their <br />collection will be done under direct observation following DOT <br />protocol. <br />Reference Section 3.3.D for Disciplinary Procedures <br />9. Refusal to Test <br />a. Refusing to submit to drug and alcohol tests required by Bowen <br />will be grounds for refusal to hire employee/applicant(s) and to <br />discipline existing employee(s) covered by this policy. A refusal to <br />test would include, but not limited to, any of the following <br />situations: <br />Failing to appear for any test within a reasonable time after <br />being directed to do so. <br />ii. Failing to remain at the testing site until the testing process <br />is completed. <br />iii. Failure to provide a breath, hair, saliva or urine sample as <br />directed. <br />iv. Failure to permit, if the situation requires, the observation <br />or monitoring of providing a urine specimen. <br />v. Failure to provide a breath, hair, saliva or urine specimen <br />within required time frames may be considered a refusal. <br />If an employee cannot provide a sufficient quantity of urine <br />or breath, they will be directed to be evaluated by a <br />physician of employer's choice. If the physician cannot find <br />Last Revised: May 2016 Section 3 Page 12 <br />