Opening Request for Qualifications - SB Pinhook WTP Guaranteed Savings Contract - Reynolds Construction

Home Browse Search

Supervisory personnel responsible for employees shall receive additional training under both the drug abuse and alcohol abuse prevention plans. This training shall consist of two (2) separate sixty (60) minute periods of training on specific, contemporaneous physical, behavioral speech, and performance indicators of probable drug and alcohol misuse. This training is required for supervisors who may determine whether an employee must be tested for these substances based on reasonable suspicion. Are we still doing this? RECORD KEEPING: The company shall maintain the following records for the periods specified and permit access to the records only as specified under regulations and shall conform to the following: One year for records of employees who have passed drug and alcohol tests. Three years for records that demonstrate the collection process conformed to regulations. Five years for records that show employees who failed drug tests, the type of test, and records that show rehabilitation, if any, and shall contain the following: o Functions performed by the employee o Prohibited drugs used by the employee o Disposition of the employee who failed the drug test o Age of the employee who failed the drug test o Records of employee indicating an alcohol concentration of 0.02 or greater o Documentation of refusals to take required alcohol and/or drug test Five years for the number of employees tested by the type of drug test Three years confirming supervisors and employees had been trained as required by regulations under the employee assistance program. RELEASE OF INFORMATION: The company shall maintain all drug and alcohol related testing information, test results and other appropriate records in a secure manner to prevent disclosure of such information to unauthorized personnel. These results will not be included in employee personnel files. An employee’s drug and alcohol test results shall not be released EXCEPT upon the written consent of the employee or upon the request by a state or federal agency with regulatory authority over the company. The company can also make the records available to a subsequent employer UPON RECEIPT OF THE WRITTEN REQUEST FROM THE COVERED EMPLOYEE. Disclosure by the subsequent employer is permitted only as expressly authorized by the terms of the employee’s written request. SEVERABILITY: If any part of this policy is determined to be unenforceable under state or federal law, the remainder of the policy, to the extent possible, shall remain in full force and effect. No part of this policy, or any procedures related to it, is if intended to: WRITTEN SAFTEY PROGRAM Page | 242