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It an employee (fare not provide a sample at an approved collection site within iewerk (7) days of
<br />having been notified of a random selection, his/her status in the BCRC Substance Abuse Program
<br />will be deemed "Not Available" Employees who fail to report for a random task in the required
<br />time should contact the Third Perry Administrator (TPA) If an employee does net report for a
<br />random test, and it is the Run (1) time the employee has filled to report, the TPA may allow the
<br />employee to take the test without reporting to the EAP for further review. Employees may choose to
<br />take a"First O"umnocClause" althis lime Employees may in liar this clause only one (1) time.
<br />However, once this "First 0—mores Clause" has been utilized, an employee who fails to report for
<br />a random test at any time in the future will be required to contact to the EAP For evaluation and to
<br />receive instructions on the required procedure(s) RH removing the "Net Available" status from
<br />his/her card
<br />PROBABLE CAUSE TESTING
<br />An employee may be subject to drug and alcohol testing for Probable Cause based on observed and
<br />documented unusual behavior Circumstances sufficient, to lead a reasonable person to suspect that
<br />an employee is under the influence of, or is in possession of a controlled substance shut] or,
<br />determined by an immediate supervisor and should be confirmed by one other supervisor whenever
<br />possible The immediate supervisor shall document, in writing, [he incident and the probable cause
<br />busis for such testing The documentation shall specifically detail the behavior and conduct of the
<br />employee, the location, date, time, of observation, conversations, witnesses, (if Amy), and should be
<br />signed by the supervisor who witnessed the incident Such employe:, may request that . union
<br />rop—entafivc be available or present prior to any action taken by an mployar, if any, at any
<br />.stage of flo policy and Its administration
<br />"I
<br />"EMERGENCY" WORK ASSIGNMENTS
<br />To accommodate owners with emergency work, craft personnel who have not previously held a
<br />BCRC identification card or taken an initial drug test, the following provisions will apply when
<br />sterling for emergency work assignments
<br />I Upon ameal at ajob lowlier for sign-up, the employer representative
<br />(Cud Manager) shall request the employee to present his/her BCRC idernfleation card
<br />An individual that does not have a BCRC cud at the time of hire will be requested to
<br />secure a card and submit to an initial drug mil within one (1) day, in order to comply
<br />with the BCRC Policy
<br />2 An employee without aBCRC identification cud may, work one (1) day. Orithe second
<br />(2) day, a Chain of Custody form (as proof of having submitted to a drug lost) or a
<br />BCRC card must be presented
<br />3 An employee who liar, provided a specimen for testing must bring to thejob site his/her
<br />copy of the Chain of Custody forth, given to himher by the collection site, as proof that
<br />he/she has subinutiod to an initial test
<br />4 If the work assignments are consecutive, the employee will be allowed to work for up to
<br />a maximum of poor (4) days in order for the employee to receive his BCRC
<br />identification cud and have the employer Cud Manager swips, the card for same
<br />verification
<br />5 If the members work assugs art is ub-nimased by his/her employer before the member',
<br />status is verified within the allowable few (4) days for verification, and the individual is
<br />rehireci, the member will have to provide the same employer a BCRC ithemificalion cud
<br />at the second (2) rehiring sign up, and a clear %team Except in the event that the rehire is
<br />less then four (4) days from the initial hire dale, the Individual, Crical and Non -Local,
<br />23
<br />POST, -ACCIDENT'/ INCIDENT TESTAN
<br />An employer may require an employee to submit to a post -accident drug and alcohol last agar the
<br />involvement in, or came of an =cideriVincidept, that comes injury to the employee or another
<br />party The employer may also require an employee to submit to a post -accident drig and alcohol
<br />test when the employee is involved in, or comes rat accident, which results in damage or
<br />destruction toproperty Post accident drup, and alcohol testing most be completed within two (2)
<br />hours of the recorded accident/incident ire BCRC testing facility is located on thejob site or
<br />within fbu (4) hours of the recorded accidenthroident if an employee is required to go off the job
<br />site to a BCRC testing facility. Any employee suspected ofunnecessaffly delaying the test proem
<br />will be considered to have refused to submit to testing
<br />In instances, offiren-accidem/inciderit or probable come testing to, drugs and alcohol, the emplovee°
<br />will be transported to the testing facility by the employer. At the option of the employer, the
<br />employee maybe suspender! pending the test result in the event anegalive test result is reported,
<br />the employee shall be compensated for all lost time at the appropriate rake within the collective
<br />bargaining agreement, straight or premium pay.
<br />When an employee is injured in a qualifying accident, priority must be given to fire employee's
<br />medical treatment before any consideration is given to collecting a specimen for testing
<br />Such employees may request that a union representative be available or present prior to any nation
<br />taken by an employer, if any, at any stage of the policy, said its administration Haromplovesis
<br />aggrieved by any action taken under this Drug and Alcohol Policy and his/her complaint cannot be
<br />resolved, the complaint may, if the employee or Union requests, be referred as grievance under the
<br />grievance and arbitration provisions of the employee's collective bargaining agreement, In the
<br />event the matter is referred to arbitration, the arbitrator shall be bound substantively by the
<br />provision of this Drug and Alcohol Policy
<br />W
<br />BCRC cud holder shall accept and understand that should his/her drug test results be
<br />reported as positive, he/she will be subject to disciplinary nation up to and including
<br />lamination without obligation for Rather compensation by the BCRC affiliated
<br />employer. Such annimakra ,;hall also be subject to flin imirvalmd's rights under his/her
<br />collective bargaining agreement
<br />CARD SYSTEM
<br />Employees will be required to give their BCRC Card ID Number to a Cud Manager in order for
<br />the Cud Manager to access the e-mail items confirmation system
<br />Categories are:
<br />I Not On File (NOF)
<br />2, No[Available(N(A)
<br />3 Clear (CL)
<br />The Cud Marriager will also have access to safety training infick-mali on, which has been downloaded
<br />through the Construction Advancement Foundation (CAT) and accessible through the BCRC
<br />scanner or email system only with the permission of each participating LAxed Union
<br />STATUS CONFIRMATHOL4
<br />Participating employers may vanity the status of all BCRC employees, who are working, by having
<br />their card slams verified on flaii-joh, site in order Ed determine if the employee is available or not
<br />available trader the BCRC program The employer may use the Phone-in System, Scanner or
<br />Elecrromc e-mail for verification
<br />When an employee's status is Not Available (N/A), he/she will be advised to contact the BCRC
<br />office to resolve the N/A strips The individual may be required to fiflow, the consequences for a
<br />positive test wiflurk the BCRC Policy
<br />RM
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