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(i.e., washes his/her hands, flushes the toilet, etc.) prior to being <br />given direction from the collection professional, the <br />Employee will be considered to have not cooperated with the <br />testing process and the test will be considered a refusal to be <br />tested. If the temperature is out of" range, the Employee will be <br />offered the opportunity to take an additional observed test prior <br />to leaving the site. A refusal to submit to the subsequent test will <br />be considered non-compliance and the Employee will be made <br />"N/Kand referred to tl�e EAP. <br />In addition, the Employee who has reffised 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 />Unions' collective bargaining agreements. <br />CONSEQU E NCES FOR A NON -NEGATIVE <br />(i.e., POSITIVE) TEST <br />I . An Employee who tests non -negative (i.e., positive) for <br />drugs shall be contacted directly by the Medical Review <br />Officer (MRO). If the MRO verifies the results of the <br />non -negative (positive) test, the MR0 will noti� the <br />Employee that he or she is ineligible for work and <br />he/she will be directed to contact the TPA.,le BCRC <br />Will refer the Employee to the program's Employee <br />Assistance Program (EAP) for consultation and review. <br />If the MRO contacts the Employee and finds that there <br />is a reason for the non -negative (positive) test (an <br />authorized prescriptive medication) the MRO will <br />downgrade the result to a negative, and the Employee's <br />card will be marked "CU'. <br />2. In the case of a confirmed non -negative (i.e., positive) <br />drug or alcohol test, the TPA will be notified that the <br />Employee's status should be marked "N/N. Jlie "NIN" <br />status will be effective at the moment that a confirmed <br />non -negative (i.e.., positive) test is received. <br />36 <br />