Opening of Bids - Momentum TIF Project - Site Work Rebid Proj No 124-018R - Premium Concrete Services

Home Browse Search

The affected employee will not be allowed to proceed alone to the testing site. A covered safety -sensitive employee who is subject to post -accident testing who fails to remain readily available for such testing, including notifying the Company or Company's representative of their location if they leave the scene of the accident prior to submission to such test, may be deemed by the Company to have refused to submit to testing. Random Testing. PHMSA does not authorize random alcohol testing of covered safety -sensitive employees within the natural gas and hazardous liquids pipeline industry. The Company will not conduct DOT random alcohol testing of their PHMSA-regulated employees. Reasonable Suspicion/Cause Testing. The Company will conduct reasonable suspicion testing, also known as reasonable cause testing, based on the Company's observation of "signs and symptoms' of specific, contemporaneous, articulable observations concerning the appearance, behavior, speech, or body odors of the employee. A supervisor trained in detection of the possible signs and symptoms of alcohol use shall make the decision to test an employee. The decision to test will only be made on an employee during, just before, or just after his performance of DOT functions. The supervisor making the determination to test shall document, in writing, the behavioral signs and symptoms that support the determination to conduct a reasonable suspicion/cause test. This documentation of the employee's conduct should be prepared and signed within 24 hours of the observed behavior or before the results of the tests are released, whichever is earlier. Refer to Appendix;G: Reasonable Cause/Suspicion Observation Checklist. The potentially affected employee should not be allowed to proceed alone to or from the test site. If the reasonable suspicion test is not administered within 2 hours following the determination, the Company will prepare and maintain on file a record stating the reasons the test was not promptly administered. If a test s not administered within 8 hours, the Company will cease attempts to administer an alcohol test and record the reasons for not testing Regardless of whether or not a reasonable suspicion alcohol test is conducted. the Comcanv If the test results are 0.02 or greater the emplovee should make arrangements to be transported home. The emplovee should be instructed 'not to drive any motor vehicle due to the reasonable belief that he may be under notify the proper local law )hol is leaving the Company Return -to -Duty Testing. The Company will conduct areturn-to-duty test prior to an employee returning to covered safety -sensitive duty following a DOT violation. When an employee has a DOT violation the employee cannot work again in any DOT covered safety -sensitive function until successfully completing the SAP/return-to-duty requirements. Only after the SAP has reported to the Company that the employee is eligible to return to covered safety -sensitive duties is the Company authorized to return the employee to a covered function. However, whether or not to do so is a business decision of the Company, not the DOT. When the Company makes the decision to return the employee to safety- sensitive duty, the Company will initiate the order for the return -to -duty test. A return -to -duty test, as a minimum, will be for the substance associated with the violation. Areturn- to -duty test may, however, be for both drugs and alcohol. The decision belongs solely to the SAP from information gained during the SAP-evaluation/treatment processes. The results of a return -to- duty alcohol test must be less than 0.02 in order "to count" and allow the employee to return to work. A cancelled test does not meet this criterion and requires a retest; a result greater than 0.02 but less than 0.04 must be retested until the result is less than 0.02; a result of 0.04 or greater is a new, separate violation. If the Company has a zero tolerance policy, any covered safety -sensitive employee who has a DOT drug or alcohol violation will be terminated upon such violation (refer to Appendix D, Company Disciplinary Actions and Additional Procedures). However, the employee will be referred to a W. The employee will be made aware that they must complete the DOT return -to -duty process prior to again performing covered safety -sensitive work for a company that s subject to the DOT alcohol and drug testing regulations. Premium Concrete Services, Inc.- PHMSA DRUG/ALCOHOL PLAN 29 iJ NATIONAL COMPLIANCE MANAGEMENT SERVICE, INC. (NCMS) 2011 (updalo 2021). The IJCMS plan is the subject of a rcgiste�etl cop/dgh� and is p�olecletl by copy,git� lav,s in Itte U.S. antl else�vhe,'e. All fights a served