Laserfiche WebLink
11 <br />and control form) to the drug test and is able to void normally (without aid of <br />catheters) the specimen shall be collected. If an employee who is subject to post <br />accident testing is conscious, able to urinate normally (in the opinion of a medical <br />professional), and refuses to be tested, that person must be removed from duty in <br />accordance with 49 CFR 382.211. <br /> <br />A supervisor shall develop written procedures/guidelines for employees and supervisors <br />who are involved in accident situations which require post accident testing. A supervisor <br />may decide not to test under the post accident provisions, but such a decision must be <br />based on the best information available immediately after the accident that the <br />employee’s performance could not have contributed to the accident or that, because of the <br />time between that performance and the accident, it is not likely that a drug test would <br />reveal whether the performance was affected by drug use. <br /> <br />3 Random Drug Testing: Trisco Systems, Inc. shall administer, every 12 months, a <br />number of unannounced random drug tests at an annualized rate equal to 15 percent of <br />the total number of personnel in covered positions. The Company shall select or enroll in <br />a consortium to select the employees for testing by using a random number table or a <br />random number generator that is matched with an employee’s social security number. <br />The random drug testing will be conducted quarterly throughout the year. Trisco may <br />decide to assign responsibility for random selection of tested employees to an outside <br />responsible party (such as a consortium) ensuring true random testing. <br /> <br />4 Reasonable Cause Testing: Trisco Systems, Inc. shall drug test each employee when <br />there is reasonable cause to believe the employee is using a prohibited drug. The <br />decision to test must be based on a reasonable and articulable belief that the employee is <br />using a prohibited drug on the basis of specific, contemporaneous physical, behavioral, or <br />performance indicators of probable drug use. Supervisors, who are trained in detection of <br />the possible symptoms of drug use according to 49 CFR Part 382.603, shall substantiate <br />and concur in the decision to test an employee. <br /> <br />5 Return to Duty Testing: An employee who refuses to take or does not pass a drug test <br />may not return to work until the employee passes a drug test and the medical review <br />officer (MRO) has determined that the employee may return to duty. Refusal to take a <br />drug test will be treated as if the employee failed the test. An employee returning to duty <br />shall be subject to a reasonable program of follow up drug testing without prior notice for <br />up to (1) year. If, during the follow up period, an employee tests positive for any of the <br />drugs screened, the employee will be immediately discharged. <br /> <br />If an employee fails an initial drug screening test (immunoassay), a confirmatory retest (gas <br />chromatography/mass spectrometry) may be requested by, and paid for by the employee. <br /> <br />When an employee transfers from a non safety sensitive position to a safety sensitive position, <br />they shall immediately upon transfer, be subject to the provisions of this policy, including pre <br />placement testing.