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In addition, the employee who has refused to be tested, or who uses or possesses a counterfeit drug <br />card, shall be subject to employer discipline up to and including discharge, subject to the unions' <br />collective bargaining agreements. <br />CONSEQUENCES FOR A NON -NEGATIVE (POSITIVE) TEST <br />1. An employee who tests non -negative (positive) for drugs and/or alcohol shall be <br />contacted directly by the Medical Review Officer (MRO). If the MRO verifies the <br />results of the non -negative (positive) test, the MRO will notify the individual that he or <br />she is ineligible for work and he/she will be directed to contact the TPA. The BCRC <br />will refer the member to the program's Employee Assistance Program (EAP) for <br />consultation and review. If the MRO contacts the individual and finds that there is a <br />reason for the non -negative (positive) test (an authorized prescriptive medication) the <br />MRO will downgrade the result to a negative, and the individual's card will be marked <br />"CL" <br />2. In the case of a confirmed non -negative (positive) drug or alcohol test, the Third Party <br />Administrator (TPA) will be notified that the employee's status should be marked <br />"N/A". The "N/A" status will be effective at the moment that a confirmed non -negative <br />(positive) test is received. <br />3. Before returning to work, an employee must (1) complete an evaluation with the <br />program's Employee Assistance Program provided by the BCRC EAP Provider, (2) <br />follow a treatment plan prescribed by the program's EAP, (3) obtain written <br />documentation from the program's EAP verifying return to duty date, and (4) obtain a <br />negative result on a return -to -duty test. <br />4. A "N/A" status will not be the sole basis for termination of employment. An employee <br />must contact the BCRC office to resolve an "N/A" status. Only employees who are in <br />