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i. Operating a revenue service vehicle, including when not in revenue service. <br />ii. Maintaining (including repairing, overhauling, and rebuilding) a revenue service <br />vehicle or equipment used in revenue service (e.g., track maintenance, signal <br />work). <br />iii. Controlling dispatch/movement of a revenue service vehicle. <br />iv. Operating a non -revenue vehicle requiring a CDL; or <br />v. Carrying a firearm for security purposes. <br />c. Test for Controlled Substances — A lawful and scientifically accepted analytical <br />method and procedure for screening Controlled Substances by a certified laboratory <br />or licensed medical facility as required by law. Urine sample collection will be <br />conducted with due regard to the privacy of the individual providing the sample and <br />in a manner reasonably calculated to prevent substitution or contamination of the <br />sample. When permissible by law and necessary for program management, urine <br />samples may be collected by trained, authorized PCC personnel. <br />i. Current approved methods for initial screening include EMIT (Enzyme Multiplied <br />Immunoassay Technique) screening at a laboratory. <br />ii. The method currently used for confirming specimens that initially tested non - <br />negative is gas chromatography/mass spectrometry (GC/MS). <br />iii. Appropriate procedures have been established to maintain a strict chain of <br />custody and to maintain confidentiality of all test results. <br />iv. PCC may change the methods for testing for Controlled Substances in its sole <br />discretion, subject to Federal Regulations. <br />1. Testing for Drugs and Alcohol <br />Applicants: <br />All offers of employment are contingent upon an Applicant receiving a negative result from a Fitness <br />for Duty Test. Pre- employment testing for PCC Sensitive Jobs will also include testing for alcohol. <br />A non -negative test result will require the specimen to be sent to a certified laboratory or medical <br />facility for review. Such a test is voluntary but refusing to take the test will mean that the Applicant <br />has voluntarily withdrawn their application for employment. Should the test for an Applicant who <br />has not started work reveal intoxicants at or above the Confirmatory Limits, any offer of <br />employment will be withdrawn. An Applicant who tests non -negative may be reconsidered for <br />employment after 180 days. However, if such person is hired, then they will be subjected to Return <br />to Duty Testing as deemed appropriate by PCC. <br />An Applicant will not be allowed to start work and will not be paid until receipt of a negative test <br />result. Should the test result indicate intoxicants at or above the Confirmatory Limits, that <br />Applicant will have voluntarily withdraw their application, and will not be eligible for <br />reconsideration for hire for 180 days. The Applicant may only be considered for rehire in all cases <br />with the prior approval of the Vice President of Human Resources. <br />Employees: <br />Employees are required to take a Fitness for Duty Test under the circumstances outlined below. <br />Employees will sign a Consent Form that will be maintained by PCC. If the form is not signed, an <br />Employee must still take all requested testing, or be subject to termination. <br />Incident Testing: <br />4 1 P a g e <br />