HomeMy WebLinkAboutOpening of Quotes -Studebaker HVAC Proj No 125-079 - Edward J White
June 23, 2026
City of South Bend Board of Public Works
Attn: Nifemi Oluwatomini – Senior Engineer
215 S. Dr. Martin Luther King Drive
South Bend, IN 46601
Re: Studebaker Museum – HVAC & Controls Upgrade Project
Engineer Oluwatomini:
We have provided a bid for only the HVAC portion of this project. Our bid consists of replacing the two rooftop
units as specified and no new control work. The two rooftop units would be furnished as specified, with BACnet
cards, however, the existing controls would be removed and reinstalled on the new units by the existing
temperature controls contractor to allow them to function on the existing system. The BACnet cards in the units
have terminal strips which allow for the installation of the existing controls now while having the BACnet cards
integrated for future control upgrades.
We bid the project in this manner due to the risk associated with the overall controls portion of the project. The
replacement of the rooftop units is only a few day project that we will self-perform and have full control over,
whereas the temperature controls portion is a few months’ worth of work. Since all the controls contractors
would be subcontractors to our firm, we do not want to assume the liability and the liquidated damage risk
where 90% of the project scope of work is beyond our direct control.
Please contact our office with any questions.
Respectfully submitted;
Edward J. White, Inc.
Jeffrey M. Bucher, Jr.
Vice-President
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DEPARTMENT OF ADMINISTRATION
Division of Supplier Diversity
Indiana Government Center South
402 West Washington Street, Room W462
Indianapolis, IN 46204
(317) 232 - 3061
STATE OF INDIANA
Eric J. Holcomb, Governor
August 3, 2023
Ms. Corenia Schweizer
Technical Controls/Solutions, Inc.
2640 N. 825 E.
Churubusco, IN 46723
Subject: Application for WBE Certification
Dear Ms. Schweizer,
Congratulations! The Indiana Department of Administration, Division of Supplier Diversity is pleased to
inform you that Technical Controls/Solutions, Inc. is hereby certified as a Women's Business Enterprise
(WBE).
Your company provides a commercially useful function in the areas listed below. Only work performed in
these areas will be counted towards Women's Business Enterprise participation:
UNSPSC CODE(S)
Code Description
40100000 Heating and ventilation and air circulation
72151507 Electronic controls installation services
72151508 Computerized controls installation service
72151509 Energy Management Controls Installation
Services
72151510 Environmental system control installation
service
On September 13, 2010, the Governor’s Commission on Supplier Diversity approved the department’s
effort to streamline its recertification process. Instead of conducting an onsite visit to each company seeking
recertification, the department now has the discretion to waive the visit after a thorough review of the
company’s file and recertification documents. We have approved your recertification and it is valid through
August 31, 2026. Please note that IDOA continues to reserve the right to conduct a site visit or phone
interview at any time with certified companies.
Although your certification is valid for three years, you are required to submit an annual Affidavit of
Continued Eligibility (ACE) form year. Instructions on how to receive and complete this form can be
located at https://www.in.gov/idoa/mwbe/minority-and-womens-business-enterprises/certify-your-
business/. Please remember that you must notify us immediately if any changes occur. Failure to notify us
of changes or to provide an ACE form annually will result in the revocation of your certification. Changes
include, but are not limited to, changes in location, contact information, ownership, and control.
Referencing: Technical Controls/Solutions, Inc.
Page 2 of 2
We encourage you to visit IDOA’s procurement website, www.in.gov/idoa/2464.htm, and update your
Business Registration Profile. You must review and update your profile regularly, because state purchasing
agents and prime contractors may use this information to contact you for business opportunities.
While this letter serves as notification of certification, it does not serve to prove continued eligibility. Please
visit https://www.in.gov/idoa/mwbe/2743.htm to verify your certification status. Please contact our office
at (317) 232-3061 or mwbe@idoa.in.gov if you have any other questions or concerns about your letter.
Sincerely,
Peter Sobun, Director of Certification
Indiana Department of Administration
Division of Supplier Diversity
PS/jm
Attachment i
Attachment iv – Staffing Capabilities
Edward J. White, Inc. employs, on average, the following number of individuals. Below are the signatory labor
organizations as well as the respective number of employees:
• Plumbers & Pipefitters Local Union #172
o 25-30 Employees
• Teamsters Local Union #364
o 2 Employees
• Office & Managerial Staff
o 9 Employees
Edward J. White is also signatory to the following labor organizations and employs workers from these unions on
an as needed basis:
• Plumbers & Pipefitters Local Union #166
• Plumbers Local Union #210
• Pipefitters Local Union #597
• Operating Engineers Local Union #150
Please contact our office with any questions.
Respectfully submitted;
Edward J. White, Inc.
Jeffrey M. Bucher, Jr.
Vice-President
Attachment v – Properly Classified Employees
All employees who perform work on public works projects are either Edward J. White, Inc. employees, properly
classified for the work being performed, or, are independent contractors in accordance with all state and federal
laws and local orinances.
Please contact our office with any questions.
Respectfully submitted;
Edward J. White, Inc.
Jeffrey M. Bucher, Jr.
Vice-President
SOUTH BEND PLUMBERS & PIPEFITTERS Local 172
JOINT APPRENTICESHIP
TRAINING COMMITTEE
4172 Ralph Jones Court
South Bend, IN 46628
Telephone: (574)-273-0500 Fax: (574)-273-1560
June 18, 2026
To Whom It May Concern,
Plumbers & Pipefitters Local 172 Joint Apprenticeship & Training Committee has been
registered and certified with the US Department of Labor, Bureau of Apprenticeship and
Training since December 22, 1941, with the Office of Apprenticeship Administration number
being IN020410001. E. J. White, Inc. became a signatory contractor with Local Union 172 –
Plumbers & Pipefitters in 1970 making them also a signatory with our Joint Apprenticeship
Training program.
Sincerely,
Jeremy J. Lucas
Apprenticeship Training Coordinator
jlucas@ua172.org
O: 574-273-0500
C: 574-440-2757
Attachment v
SOUTH BEND PLUMBERS & PIPEFITTERS Local 172
JOINT APPRENTICESHIP
TRAINING COMMITTEE
4172 Ralph Jones Court
South Bend, IN 46628
Telephone: (574)-273-0500 Fax: (574)-273-1560
To whom it may concern,
South Bend & Vicinity Plumbers & Pipefitters Local 172 JATC registered number
of apprentices under program number IN020410001 over the past five years:
Yr. 2021 – 2022 = 95
Yr. 2022 – 2023 = 109
Yr. 2023 – 2024 = 114
Yr. 2024 – 2025 = 162
Yr. 2025 = 2026 = 175
Sincerely,
Jeremy J. Lucas
Apprenticeship Training Coordinator
jlucas@ua172.org
O: 574-273-0500
C: 574-440-2757
Attachment v
Attachment v
INDIANA STATE PIPE TRADES
ASSOCIATION/MECHANICAL
CONTRACTORS
ASSOCIATION OF INDIANA
STATEWIDE DRUG and
ALCOHOL TESTING
POLICY and PROGRAM
Effective June 1, 2021, this policy supersedes all prior policies, procedures, and practices related
to the use and/or abuse of drugs and/or alcohol.
Attachment vi
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Table of Contents
Page
A. POLICY STATEMENT ......................................................................................................1
B. POLICY ADMINISTRATION ...........................................................................................2
1. Prohibited Substances ..............................................................................................2
2. Testing Procedures ...................................................................................................2
3. Substance Abuse Policy Coordinator.......................................................................4
4. Testing Outside of Program .....................................................................................4
C. VOLUNTARY IDENTIFICATION AND REHABILITATION/TREATMENT ..............5
D. TESTING OF PARTICIPANTS..........................................................................................7
1. Initial Testing ...........................................................................................................6
2. Random Testing .......................................................................................................6
3. Annual Testing .........................................................................................................7
4. Reasonable Cause Testing .......................................................................................7
5. Post-Accident Testing ..............................................................................................8
6. Return To Work And Follow-Up Testing ................................................................9
E. PRESCRIPTION / NONPRESCRIPTION DRUGS OR MEDICATIONS ......................10
F. SANCTIONS / CONSEQUENCES ..................................................................................10
G. CONFIDENTIALITY........................................................................................................12
H. DUTY TO COOPERATE..................................................................................................13
I. AMENDMENTS TO POLICY..........................................................................................13
J. DISPUTE RESOLUTION .................................................................................................13
K. DEFINITIONS ...................................................................................................................15
L. ATTACHMENTS………………………………………………………………………. 18
I. Sample Letter of Notice for Random Testing ........................................................18
II. Drug Test Information and Instruction Sheet ........................................................19
III. Sample Participant Consent Form and Testing Authorization Form .....................20
IV. Card Status Confirmation Procedure .....................................................................21
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A. POLICY STATEMENT
MECHANICAL CONTRACTORS ASSOCIATION OF INDIANA, on behalf
of its member contractors (collectively, the "MCAI"), and the INDIANA STATE
PIPE TRADES and its affiliated United Association Local Union Nos. 136, 157,
166, 172, 440, (collectively, the "Union"), together recognize that the use and abuse
of drugs and alcohol can seriously impair a participant's ability to perform safely
and efficiently his or her duties. Drug and alcohol use and abuse not only
jeopardizes the public's, participant’s and co-worker’s safety, they undermine the
public's confidence in the construction industry.
Because the use of drugs and alcohol in the work place pose a significant threat to
the safety of the public and participants, the MCAI and the Union have established
this policy as a part of their ongoing efforts to maintain a drug and alcohol-free
work place.
All participants are expected to report to work free of alcohol and illegal drugs and
not to sell, purchase, distribute, dispense, possess, or use or conspire to sell,
purchase, distribute, dispense, possess, or use an illegal drug or alcohol on a job
site or during working time. Likewise, all participants are expected not to misuse
or abuse any prescription or nonprescription medications. MCAI and the Union
look to all participants to support this policy to ensure quality service to the public
and to better the overall safety, health, productivity, and welfare of all participants.
Participants are asked to discourage co-workers from violating this policy and are
expected to cooperate in efforts to enforce this policy and in any investigation of
its violation.
It is the intention of this policy to comply with state and federal laws. Where state
and federal law differ, the policy will comply with federal law. For example, some
state laws permit the use and possession of marijuana for medical and/or non-
medical purposes. Federal law does not. Consistent with federal law, the policy
considers marijuana to be an illegal drug for purposes of this policy.
All participants and applicants for employment to positions covered by the
collective bargaining agreements supplemented by this negotiated policy are
subject to this policy. All non-bargaining unit Contractor participants that are
directly involved in the piping industry at all locations of shops and or offices,
within the above mentioned local jurisdictions, either full or part-time are subject
to this policy if their Contractor chooses to have them participate. Each individual
will be issued an Identification Card. To be eligible to work on a job site, an
individual must possess a valid Identification Card, as defined in this policy.
Upon a participant's arrival at a job site or office, the Contractor shall require the
participant to present his/her Identification Card. Contractors may verify with
Indiana Testing, Inc. (ITI) or Construction Safesite (www.constructionsafesite.org)
the status of an individual, whether or not he/she presents a valid card. If the
participant does not possess a valid card, he must take, and pass, an initial test, as
described in this policy, prior to commencing work.
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B. POLICY ADMINISTRATION
1. Prohibited Substances
A drug is any substance which may impair mental or motor functioning including
but not limited to illegal drugs, controlled substances, "designer" drugs, synthetic
drugs, and, under certain circumstances described in this policy, prescription or
nonprescription drugs and medications. Alcohol includes all beverages, mixtures,
substances, medications, inhalants, or preparations which contain alcohol. Drugs
and alcohol as defined above are prohibited substances.
Although this policy prohibits the use of any illegal drug, at a minimum testing will
be done for the following substances:
Marijuana
Cocaine
Opiates – including: Morphine, Codeine, Heroin, Hydrocodone,
Hydromorphone, Oxycodone and Oxymorphone
Amphetamines/Methamphetamines/Ecstasy
Phencyclidine (PCP)
Barbiturates
Benzodiazepine
Methadone
Propoxyphene
Depending upon the circumstances, testing may also be done for alcohol.
Participants involved in an accident/incident, or who demonstrate a reasonable
cause for testing, shall be required to take an alcohol and drug test.
Tests for alcohol shall be performed using breath, saliva or blood to determine a
BAC (blood alcohol content). If possible, a Breathalyzer type instrument
conforming to DOT standards should be used. If that is not available, then a blood
draw may be used.
2. Testing Procedures
a. All urine collections for drug testing purposes shall be conducted in
accordance with standard procedures that are patterned but are not exactly
the same as those found in “49 CFR Part 40 Procedures for Transportation
Workplace Drug and Alcohol Testing Programs.” A separate urine
collection procedure document has been developed for this program.
b. All urine and blood testing shall be performed only by a laboratory certified
by the U.S. Department of Health and Human Services.
c. All drug and alcohol testing shall be conducted in accordance with the U.S.
Department of Health and Human Services' “49 CFR Part 40 Procedures for
Transportation Workplace Drug and Alcohol Testing Programs.”
d. Any result on a screening test which exceeds the levels set forth below shall
be confirmed by a subsequent test conducted using the Gas
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Chromatography/Mass Spectrometry assay or other approved method
recognized by the U.S. Department of Health and Human Services. No
adverse action or discipline shall be taken against any participant or
applicant for employment on the basis of the result of a screening test which
is not confirmed to be "positive" by such subsequent test.
e.A "positive" drug test result shall mean that a drug(s) was detected at or
above cutoff levels on both the screening test and the confirmatory test
using the cutoff levels established by "Part 40 Procedures for Transportation
Workplace Drug and Alcohol Testing Programs" or standard industry cutoff
levels for those drug categories that are not included in Part 40.
The following cutoff levels will be used to determine a positive drug test ng/ml:
A "positive" alcohol test result shall mean alcohol concentration at or above .04%.
f.In the case of a non-negative drug test result, the participant shall be so
advised by the Medical Review Officer ("MRO"),1 on a confidential basis,
prior to the reporting of the results to the employer, and the participant shall
have the right to discuss and explain the results including the right to advise
the MRO of any medication prescribed by the participant's own physician
which may have affected the results of the test. Expired prescriptions will
not be accepted by the MRO as a valid explanation for a positive lab result.
Use of hemp products will not be an acceptable explanation for a positive
marijuana test result. Use of CBD oil that complies with Indiana law will
not cause a participant’s specimen to test positive for marijuana and therefor
will not be an acceptable explanation for a positive marijuana test result.
The MRO may order additional laboratory tests in the course of verifying a
prescription that is known to contain THC, the metabolite of marijuana that
is detected on the testing panel. After notification to the participant, the
employer and the union shall be notified by 10:00 a.m. the following
1 An MRO is a licensed physician who has knowledge of substance abuse disorders and the
appropriate medical training to interpret and evaluate all positive test results together with
an individual's medical history and any other relevant biomedical information.
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business day.
The MRO may verify tests as positive without having communicated
directly with an individual about the results if the individual expressly
declines the opportunity to discuss the test or does not return a call to the
MRO service within three (3) business days. If the MRO needs assistance
with reaching a collective bargaining participant, the MRO must only seek
assistance from the participant’s union, not the participant’s contractor.
g. A participant testing "positive" shall have the right to have the split
specimen or the balance of the original sample tested at another SAMSHA
accredited lab if the participant makes a written request to retest to the
Substance Abuse Policy Coordinator within 72 hours of receipt of notice of
a positive drug test from MRO. A retest is based on the presence of the
controlled substance. If no presence is detected, the test will be considered
negative, and the participant shall be allowed to resume work immediately
and be reimbursed for the cost of the test, and lost time, if any. A retest will
not be conducted until the participant has paid for the test. The participant
must prepay the cost of retest at the time he/she requests the retest with an
acceptable form of payment (credit card, cash, or money order.)
h. Alcohol tests, when required, will be conducted by a trained Breath Alcohol
Technician (BAT) if possible. Screening tests may be done using an
evidential breath-testing device (EBT) or non-evidential screening device
approved by the National Highway Traffic Safety Administration.
Confirmatory tests will be done using an evidential breath-testing device.
If it is not possible to test using the breath, then a saliva test or blood draw
may be performed. Standard DOT breath alcohol testing procedures will be
followed when possible.
i. Individuals subject to this policy continue to have access to the usual
protections provided as a part of their union membership and/or as members
of bargaining units covered by collective bargaining agreements. Such
individuals may request that a union representative be available or present
prior to any action taken by an employer, if any, at any stage of the policy
and its administration.
3. Substance Abuse Policy Coordinator
Indiana Testing, Inc. (ITI), an independent corporation with a history of managing
drug testing programs, has been contracted to serve as the Substance Abuse Policy
Coordinator (SAPC). It is the intent of the MCAI and the Union to outline the
specific duties of the Substance Abuse Policy Coordinator and to govern those
activities by serving as advisors to the Substance Abuse Policy Coordinator.
4. Testing Outside of Program
In the event that a contractor is required to test a participant but due to unforeseen
events, the testing is not completed through the Substance Abuse Policy
Coordinator, the contractor is responsible for providing a copy of the test results to
the Substance Abuse Policy Coordinator of the program.
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C. VOLUNTARY IDENTIFICATION AND REHABILITATION/TREATMENT
Any participant who voluntarily identifies himself as having a drug- or alcohol-
related problem will not be subject to discipline for volunteering that fact. Rather,
the participant must surrender his Card and pursue counseling, rehabilitation, or
treatment to eliminate dependence on drugs or alcohol.
Participants who volunteer such information and participate in a
counseling/rehabilitation/ treatment program are not relieved of their obligation to
comply with this policy and applicable rules concerning alcohol and drugs.
Since the key to any rehabilitative effort is a participant's willingness to admit and
seek to remedy the problem, this provision is not available to a participant who
requests protection after being asked to submit to a test or after the participant's use
of drugs or alcohol becomes a personnel issue based on direct observation or other
reliable evidence, such as an arrest or criminal conviction for a drug- or alcohol-
related offense.
If the participant is actively participating or has successfully completed the
counseling/rehabilitation/ treatment program as verified in writing by the
Participant Assistance Program (EAP), the participant will be eligible to work after
passing a return-to-work test, as described in this policy. Return from rehabilitation
is also conditioned upon the participant's compliance with individual
responsibilities, which may include obtaining follow-up counseling and/or
treatment as recommended by the EAP.
Any costs associated with the voluntary counseling/rehabilitation/treatment
program will be at the participant's expense unless the charge is specifically covered
under the EAP or an applicable insurance policy, and the participant is an active
participant in the insurance program.
MCAI and the Union encourage all participants troubled by their own or a family
member’s drug or alcohol abuse to seek professional care and treatment. Early
recognition and treatment of alcohol and drug abuse provides the greatest
opportunity for successful recovery. MCAI and the Union provide an Employee
Assistance Program (EAP) for all participants and their families who need
professional guidance in assessing their substance abuse or alcohol-related problem
and choosing an appropriate course of treatment. Current participants will be
referred to an EAP representative as a result of a positive drug test or upon an
individual’s own request. In either case, the content of discussion with the EAP
will be totally protected and confidential to the extent it is allowed, by law, with
the exception that the EAP will be free to speak with the privacy officer of your
union regarding dates of contact with EAP and assigned counselor,
compliance/noncompliance of recommendations, and appropriateness of
recommendation if contested by member. EAP will also be free to communicate
to the union's privacy officer the steps needed to be taken by member to be released
to take a return to duty urine screen and to remain in compliance. A participant,
who seeks the services of the EAP on his/her own, will never have his/her use of
the program brought to the attention of MCAI and the Union or any of its
subscribing organizations or participants. Individuals who use the EAP as a
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consequence of a positive drug test will be subject to the conditions established in
the drug testing portion of this policy.
The Employee Assistance Program (EAP) is a member resource sponsored by
MCAI and the Union. The EAP provides confidential assistance to participants
who are experiencing substance abuse or alcohol-related problems in their own
lives, or who have family members with a similar problem that requires attention.
Because alcohol and drug problems affect all areas of a person’s life and because
individuals and families often recognize the consequences of alcohol and drug
problems without attributing these problems to the alcohol and/or drug use, the EAP
is also available to assist with family, marital, parenting, emotional health, mental
health, stress and financial issues. Addressing these issues not only uncovers cases
of alcohol and drug abuse, but also provides preventive services to help families
cope with issues in everyday living that can lead to substance abuse. The staff of
the EAP has knowledge of the level and types of benefits available to MCAI and
the Union participants. Participants can access the service of the EAP through a
hotline that is staffed twenty-four (24) hours a day, seven (7) days a week,
throughout the entire year for emergency or crisis situations. Participants calling
the EAP hotline are put in touch with a counselor who will conduct a professional
assessment and may meet with them to further assess the nature of the problem in
order to provide the best and most appropriate level of care. Participants that need
to schedule a non-emergency appointment, should contact the EAP between 8:00
am and 4:30 pm (EST), Monday through Friday at 800/745-4838, ext. 2. The EAP
is staffed by certified and credentialed human services professionals who are
sensitive to the needs of the individual. Individuals who take the initiative to
contact the EAP for assistance do so with the assurance that their calls will be
treated respectfully and confidentially. The direct services provided by the EAP
are sponsored by MCAI and the Union.
D. TESTING OF PARTICIPANTS
The following are circumstances under which testing will be conducted.
Participants may be eligible for a reimbursement check for initial, random, and
annual reasons for testing. Reimbursement checks will be void after 60 days from
the date of the check.
1. Initial Testing
All persons who are otherwise eligible to obtain an Identification Card will be
instructed to report and provide a urine sample at an approved collection site at a
specified time, under procedures that will be provided to the individual.
2. Random Testing
In order to maintain a valid Identification Card, all individuals are subject to
random testing. The participants will be chosen for a random drug test by one of
the following methods:
a. Participants will be selected anonymously from a computerized selection
program. If an individual is selected for testing, he/she will be notified to
report to an approved collection site as soon as possible, within 7 days of
the date of the random letter. Random selection by this method will test 5%
of the then-current covered workforce of each participating local union,
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each month, without prior notice. Only a drug test will be administered for
this type of random testing.
If a participant fails to report for the random test within the designated time
frame but has an acceptable excuse that is approved by the Substance Abuse
Policy Coordinator, their card status will be invalid until they report for the
test. If a participant fails to report for the random testing within the
designated time frame and does not have an acceptable excuse, a refusal to
test violation will be recorded for the participant and they will be referred
to the EAP. It is in the participant’s best interest to contact EAP immediately
after learning of the violation. If there is any delay, there is a greater chance
that the participant may be delayed in being able to return to work in a
timely manner.
b. An owner/job site may require participants to be subject to random testing.
If feasible and if the testing meets the program’s requirements, the test
results shall be submitted for entry into this program.
3. Annual Testing
In order to maintain a valid Identification Card, each individual will be tested at
least every twelve (12) months.
4. Reasonable Cause Testing
When there is reasonable cause to believe that a participant is under the influence
of drugs, testing shall be required. When there is reasonable cause to believe that
a participant has used alcohol, testing shall be required. The EAP will make
available supervisory training in the signs and symptoms of alcohol and drug abuse
in the workplace as well as in how to intervene with reasonable cause cases. The
EAP will be available 24 hours a day to consult with supervisors regarding probable
cause cases.
"Reasonable cause" testing may be based upon such things as:
a. Specific, contemporaneous, articulable observations concerning the
appearance, behavior, speech, or body odors of the participant, including
observation of drug use, drug possession, or possession of drug
paraphernalia, physical signs or symptoms of being under the influence of
a drug or alcohol, and signs and symptoms of chronic and/or withdrawal
effects of drugs;
b. A pattern of abnormal or erratic behavior as evidenced by the participant's
work time actions, appearance, or conduct;
c. Arrest for a drug-related offense while at the worksite or in company
vehicle;
d. Newly discovered evidence that the participant has tampered with a prior
drug test.
If feasible, the participant's conduct will be witnessed by at least two supervisors.
If not feasible, one supervisor's observations are sufficient. Reasonable cause can
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also be based upon a report received from a third party observer if the report is
independently corroborated. A copy of the report will be sent to the employer,
participant and the union.
If a participant is suspected of using illegal drugs or alcohol, the appropriate
supervisor (one who was involved in the reasonable cause determination) will
gather all information, facts, and circumstances leading to and supporting the
suspicion. If the supervisor has evidence and/or specific indicators that the participant
is using a controlled substance illegally that is not known to be detected under the
program’s normal testing panel, the employer may request that an expanded testing
panel be used to detect the suspected controlled substance. A controlled substance
may include any substance listed on Schedule I through V of Section 202 (21 U.S.C.
812) of the Controlled Substance Act (example: synthetic marijuana known as “K2”
or “Spice”, designer stimulants known as “bath salts”). Permission to test for
additional drugs will be granted by the Substance Abuse Coordinator with approval
by the Drug Testing Policy Committee. Should the participant test positive for a
controlled substance not normally detected on the program’s testing panel, the
participant’s card status will be changed to “not valid” and the participant will be
required to complete the rehabilitation steps described in this policy. A participant
who is required to submit to a reasonable cause drug screen will be suspended until
the results of the test are disclosed to the employer. If the test result is negative,
the participant will be paid for the days of work missed.
When the supervisor(s) has reasonable cause to believe that the participant has used
drugs or alcohol, a written report detailing the circumstances, which formed the
basis to warrant testing, will be made, and the participant will be directed to submit
to testing. A copy will be sent to the employer, participant and the union.
In any reasonable cause situation, the employer will ensure that the participant is
transported to an appropriate facility. The participant may request that a Union
representative also be present. In the absence or unavailability of a Union
representative, the testing process will not be delayed. The employer will ensure
the participant is transported back to the work site, where a spouse, family member,
or other individual will be contacted to transport the participant to the participant's
residence. In the event no such individual is available, the employer will provide
transportation to the participant's residence. If the participant refuses to agree to
any of these procedures and attempts to operate his or her own vehicle, the
employer may take appropriate efforts to discourage the participant from doing so,
up to and including contacting local law enforcement officials. Any participant
failing to cooperate with any of the procedures described above will be subject to
discharge and revocation of the Identification Card.
5. Post-Accident Testing
For purposes of this policy, an accident is an event that occurs while a participant
is on working time or conducting a contractor's business, whether on or off a job
site, when that event results in (1) death, (2) bodily injury to a person who receives
medical treatment away from the scene of the accident, or (3) property damage.
This will include serious near miss accidents.
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As soon as possible, but no later than two (2) hours after an accident, each
participant whose performance either may have contributed to the accident or
cannot be completely discounted as a contributing factor to the accident, will be
tested for drugs and alcohol. A participant who is seriously injured and cannot
provide a specimen at the time of the accident shall provide the necessary
authorization for obtaining samples, hospital reports, and/or other documents that
would indicate whether there were drugs or alcohol in his or her system at the time
of the accident. A participant who refuses to provide such authorization will be
considered to have refused to submit to testing.
If there is a reasonable cause basis for the post-accident test, the participant will be
subject to all the reasonable cause provisions.
6. Return To Work And Follow-Up Testing
a. Any participant returning to work after an absence of any duration for a
positive test result and/or counseling/rehabilitation/treatment purposes must
satisfactorily pass a drug screen to be eligible to work.
b. Follow up tests will be required for a maximum of 12 months after a
participant returns to work from a positive test result and/or
counseling/rehabilitation/treatment. The participant will be subject to not
more than four (4) unannounced follow-up tests. Four (4) follow up tests
is the maximum number required and the SAP may recommend less than
four (4). The Substance Abuse Policy Coordinator will schedule any
unannounced tests under this policy. The Substance Abuse Policy
Coordinator will give the participant notice of such unannounced tests by
phone or mail. The participant must take the test within twenty-four (24)
hours after receiving notice; if not, the participant will be considered to have
failed the test.
The participant may be marked as non-compliant by the SAPC for any of
the following reasons:
i. The participant fails to report timely for a follow-up test due
to an acceptable reason.
ii. The participant is working out of the area and unable to do
follow-ups while out of the area.
iii. The participant is incarcerated.
The length of time to complete follow-up tests may be extended by the
SAPC for any of the reasons above.
c. If a follow-up test is dilute, the participant will be required to re-test. Under
these circumstances the initial diluted test will not count as one of the
required follow-up tests.
d. If alcohol tests are required for follow-up testing the SAP will require the
participant to sign appropriate releases for the monitoring of the alcohol
follow-up test through his/her employer for the duration of follow-up
testing.
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e. The program will pay for the return to duty and follow-up testing required
after the first violation. The participant will be required to pay for the return
to duty and follow-up testing required after the second or subsequent
violations. There will be no reimbursement for Return to Work and Follow-
Up Testing.
E. PRESCRIPTION / NONPRESCRIPTION DRUGS OR MEDICATIONS
The misuse of any prescription or nonprescription drug or medication is also
prohibited.
If an individual is using a prescription drug that may impair his/her mental or motor
functions so as to affect his/her ability to perform safely their duties and
responsibilities, the individual must report the use of that prescription drug to
his/her supervisor prior to reporting to work after its use. Each contractor reserves
the right to determine whether an individual can safely perform his/her duties and
responsibilities while taking the prescription drug. The contractor will determine
the appropriate action to ensure workplace safety.
If an individual is using a non-prescription medication that has a written warning
that indicates use may impair mental or motor functions so as to affect his/her
ability to perform safely their duties and responsibilities, the individual must report
the use of that non-prescription medication to his/her supervisor if the medication
is taken prior to or during work time. The contractor will determine the appropriate
action to ensure workplace safety.
F. SANCTIONS / CONSEQUENCES
1. Positive test results:
a. A participant testing positive for the first time must surrender his/her
Identification Card, will be ineligible to work, and will be discharged. The
participant will be ineligible for work for a minimum period of thirty (30)
days from the date the violation is reported to the union and/or contractor
and, upon returning to work, is subject to unannounced Follow-Up testing
for a minimum of one (1) year.
b. A second positive test will result in the participant being discharged and
revocation of the Identification Card. The participant will be ineligible for
work for a minimum period of ninety (90) days from the date the violation
is reported to the union and/or contractor and, upon returning to work, is
subject to unannounced Follow-Up testing for a minimum of one (1) year.
c. A third positive test will result in the participant being discharged and
revocation of the Identification Card. The participant will be ineligible to
retest or obtain the Identification Card for a minimum period of one (1) year.
The participant will be ineligible for work for a minimum period of one (1)
year from the date the violation is reported to the union and/or contractor.
The participant may apply for reinstatement to the Drug Policy Committee
after one (1) year. If the participant is reinstated, he/she is subject to
unannounced Follow-Up testing for a minimum of one (1) year. Any
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subsequent positive tests will be treated the same as a third positive test.
d. The participant will be directed to contact the EAP for evaluation and
recommendations for assistance. The EAP can be reached at 1-800-745-
4838, ext. 2. It is in the participant’s best interest to contact EAP
immediately after learning of the violation. If there is any delay, there is a
greater chance that the participant may be delayed in being able to return to
work in a timely manner.
e. Before becoming eligible to work, the participant must complete an
evaluation with the EAP, complete and/or continue to follow the treatment
prescribed by the EAP, and obtain from the EAP a written report of
compliance with the EAP’s recommendations for assistance, which will be
sent to Indiana Testing, Inc. (ITI) and will include a statement as to the
participant’s completion of EAP recommendations or the participant’s
required involvement in ongoing EAP recommendations as well as the
recommended timing of the Return to Work test.
f. The participant must also submit to a return to work test, as described in this
policy, and is subject to unannounced follow-up testing as recommended by
the EAP, and as described in this policy.
g. The costs of the education/treatment described above are to be borne by the
EAP program or the participant. Starting with the third violation the
participant is responsible for all costs associated with the EAP program.
h. If the participant is currently in a JATC sponsored apprenticeship program,
additional sanctions/consequences may apply, up to and including
discharge. Please refer to JATC policies for further guidance.
2. Participants whose test results show an alcohol concentration of at least 0.04 shall
be deemed as testing positive and shall be discharged pursuant to the
Sanctions/Consequences (F. Sanctions/Consequences, 1. Positive test results: a
through g). Participants whose test results show an alcohol concentration 0.02 or
greater but less than 0.04 shall be removed from the worksite for twenty-four (24)
hours or until their next scheduled work shift, whichever is longer.
3. A diluted specimen result will require a retest. The Substance Abuse Policy
Coordinator will report the dilute to the designated contractor and/or union
representative in the event that the MRO assistant is unable to reach the participant
to go over the following information. A participant providing a diluted specimen
shall be given the opportunity to retest the following day after notification. The
participant should refrain from consumption of fluids after 9:00 p.m. the night
before recollection. The participant should limit fluid intake to a minimum the day
of and up to collection time. If the participant cannot attend the retest the following
day, the participant must receive approval from the Substance Abuse Policy
Coordinator to retest at a later date. A second diluted test without a medical reason
carries the same consequences as testing positive. The Substance Abuse Policy
Coordinator can at their discretion reject the explanation. If the two parties cannot
agree, the Drug Policy Committee may consider the matter further.
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4. Participants who switch, tamper, or attempt to switch or tamper with any screening
test or sample will be discharged and the Identification Card revoked. This would
include an event where a collector discovers a prosthetic or other device designed
to carry “clean” urine and urine substitutes on the participant in the course of
conducting a urine collection for drug testing. The result will be considered a
refusal to test, having the same consequences as a positive drug test.
5. Participants who refuse to submit to a drug or alcohol test as required by this policy
or to execute any relevant documentation such as consent or release of information
forms are subject to discharge and revocation of the Identification Card. The result
will be considered a refusal to test, having the same consequences as a positive drug
test.
6. Any participant who is convicted of, or pleads guilty to, a drug or alcohol related
offense that occurred in the workplace will be discharged. The result will be treated
as a positive drug test, having the same consequences as a positive drug test.
7. Any participant who is convicted of, or pleads guilty to, an alcohol or drug related
offense that occurred outside the workplace may be discharged if driving is part of
the participant’s duties and responsibilities. The result will be treated as a positive
drug test, having the same consequences as a positive drug test. If the participant is
in his own vehicle and on his own time, it will not be treated as a positive.
G. CONFIDENTIALITY
Test results will be disclosed only to those management participants and union
representatives with a "need to know."
Any information related to a participant's drug or alcohol test results will otherwise
be disclosed only if:
(1) The participant gives written permission to release the information;
(2) The information is released as evidence in an arbitration hearing,
administrative proceeding, or legal action;
(3) The information is released as part of a governmental investigation; or
(4) Required by law, as follows:
i. Lawsuits (e.g. wrongful discharge action)
ii. Grievances (e.g. an arbitration concerning disciplinary action taken
by the employer)
iii. Administrative proceedings (e.g. an unemployment compensation
hearing)
iv. Criminal or civil actions – to the decision maker in the proceeding
(e.g. the court in the lawsuit)
All records and information regarding the personnel actions taken with respect to
participants with verified positive test results will be maintained in a confidential
file with the employer and/or the local union.
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H. DUTY TO COOPERATE
As a condition of employment, participants are expected to abide by the terms of
this policy. To enforce this policy, a contractor may, from time to time, as part of
an investigation, inspect personal property and all contractor property and
equipment. This does not include a participant’s personal vehicle.
Participants have an obligation to respond to the Substance Abuse Policy
Coordinator or their union hall if either is attempting to reach the participant within
three (3) business days regarding this program. Failure to respond within three (3)
business days could result in an Invalid card status for the participant or a refusal
to test to be recorded for the participant depending on the circumstances. A
participant's failure to cooperate with action to investigate and enforce this policy
will subject the participant to discharge.
I. AMENDMENTS TO POLICY
The governing body of this Policy and Program is the Drug Testing Policy Committee,
which is comprised of an equal number of labor and management representatives. This
body may institute negotiated changes to the policy outside the scope of any general
collective bargaining negotiations. This body will generally follow the DOT guidelines
when periodically modifying preliminary cut off and confirmation levels and adding new
drugs.
J. DISPUTE RESOLUTION
The following procedures shall be used to resolve all disputes relating to the administration
of this Drug Policy:
Any dispute or disagreement concerning the application or interpretation of this Agreement
shall be referred to the Drug Testing Policy Committee (The Committee) for resolution.
As set forth in Article I, The Committee shall consist of an equal number of labor and
management representatives. The Committee has full discretionary authority to interpret
and administer all provisions of this Drug Policy.
All disputes or requests for review must be set forth in writing and submitted via mail or
email by a representative of the Local Union of the Complainant to The Committee in
accordance with the time constraints of the grievance and arbitration provisions of the
Complainant’s collective bargaining agreement. The Drug Testing Policy Committee can
waive the timeframe requirements of this section upon good cause shown by the
Complainant.
The Committee shall generally hear and decide all timely requests for review within three
(3) business days of receipt of the request, unless extended by The Committee for cause.
If an extension is necessary, The Committee will notify the parties in writing of the
extension.
All decisions of The Committee shall be accomplished only by a majority vote at a meeting
at which a quorum is present. A quorum of The Committee shall consist of two (2) labor
members and two (2) management members. The labor and management representatives
shall have an equal number of votes, regardless of the number of committee members
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actually present at a meeting. In person hearings are not required. Decisions can be made
upon review by The Committee of the evidence submitted and meetings may be conducted
over the phone or via computer.
Once a decision has been reached by The Committee, the parties will be notified of the
decision as soon as possible, but generally not later than three (3) business days after the
decision has been reached. In the event of a deadlock of any issue, the dispute shall be
referred as a grievance under the procedures set forth in the complainant’s collective
bargaining agreement. The Committee shall endeavor to answer any questions related to
Drug Policy disputes for which no deadlock exists.
Notwithstanding the provisions of this Article I, all individuals subject to this policy shall
continue to have access to the usual protections provided as part of their union membership
and/or as members of the bargaining units covered by a collective bargaining agreement,
including the usual grievance and arbitration provisions of the individual’s collective
bargaining agreement. Any timeframes set forth in a local grievance procedure may be
tolled and/or a grievance stayed while a dispute is pending before The Committee.
K. DEFINITIONS
TO ENSURE COMMON UNDERSTANDING OF TERMS, THE FOLLOWING
DEFINITIONS SHOULD BE CONSISTENTLY USED:
Accredited Laboratory (SAMHSA): A federally certified laboratory approved by the
Department of Health and Human Services (DDHS) for testing of prohibited items and
substances.
Accident/Incident: An accident is an event that occurs while a participant is on working
time or conducting a contractor’s business, whether on or off a job site, when that event
results in (1) death, (2) bodily injury to a person who receives medical treatment away
from the scene of the accident, or (3) property damage. This will include any serious
near miss accidents.
Adulterated specimen: Tampering with a test sample by the substitution or addition of
other ingredients to mask the presence or use of illegal drugs, resulting in a specimen that
contains a substance that is not expected to be present in human urine, or contains a
substance expected to be present but is at a concentration so high that it is not consistent
with human urine.
Alcohol: The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular
weight alcohols including methyl and isopropyl alcohol.
Alcohol concentration (or content): the alcohol in a volume of breath expressed in terms
of grams of alcohol per 210 liters of breath as indicated by an evidential breath test (BrAC).
Alcohol screening device (ASD): A breath or saliva device, other than an EBT, that is
approved by the National Highway Traffic Safety Administration (NHTSA) and placed on
a conforming products list (CPL) for such devices.
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Alcohol screening test: An analytic procedure to determine whether an participant may
have a prohibited concentration of alcohol in a breath or saliva specimen.
Alcohol use: The drinking or swallowing of any beverage, liquid mixture or preparation
(including any medication), containing alcohol.
Annual Testing: Each participant’s obligation to be tested at least every 12 months.
Breath Alcohol Technician (BAT) is an individual who is certified as trained to operate
an Evidential Breath Testing device (EBT) and who is proficient in breath-testing
procedures.
Collection site: A designated place where individuals present themselves for the purpose
of providing a specimen of their urine to be analyzed for the presence of controlled
substances, or for purposes of providing a saliva or breath sample to be analyzed for alcohol
concentration.
Confirmation Test: A second test performed by a SAMHSA – certified laboratory, on
the same sample used for the screen test, which uses the more complex methodology of
GC/MS (Gas Chromatography/Mass Spectrometry) or other approved method, that is more
precise for the purposes of confirming or refuting screen test results.
Contractor: An employer employing anyone working under an associated collective
bargaining agreement.
Controlled substances: Includes all illegal drugs as listed in this policy and per the
Department of Transportation (DOT) limits (including controlled substances, look alike
drugs and designer drugs), prescription drugs used by one for whom they were not
prescribed, overuse of prescription drugs prescribed for the user, drug paraphernalia, and
alcoholic beverages in the personal possession of or being used by an participant on the
premises, or while assigned to work off premises.
DHHS-approved laboratory: A laboratory that is certified under the U.S. Department of
Health and Human Services Mandatory Guidelines for federal workplace drug testing
programs.
Diluted specimen: A urine specimen with creatinine and specific gravity values that are
lower than expected for human urine.
Drug test: A test conducted for controlled substances.
Follow-Up Testing: For a maximum of twelve (12) months after a participant returns to
work from a positive test result and/or counseling/rehabilitation/treatment, the participant
will be subject to not more than four (4) unannounced follow-up tests. The Substance
Abuse Policy Coordinator will schedule any unannounced tests under this policy. The
Substance Abuse Policy Coordinator will send the participant notice of such unannounced
tests by mail. The participant must take the test within twenty-four (24) hours after
receiving notice; if not the participant will be considered to have failed the test.
Initial test: (for drugs) An immunoassay screen to eliminate “negative” urine specimens
from further consideration.
Medical Review Officer: A licensed physician responsible for receiving laboratory results
generated by a substance abuse testing program, who has knowledge of substance abuse
disorders, and who has received appropriate medical training to interpret and evaluate an
individual’s confirmed positive test result together with the individual’s medical history
and any other relevant biomedical information.
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Negative Test: A negative test is obtained if: (1) the screen test indicated the absence of
legal or illegal substance in excess of the screen limit; or, (2) the screen test indicates the
presence of legal or illegal substances in excess of the screen limit but the confirming test
indicates the absence of legal or illegal substance in excess of the confirmation limits; or,
(3) the screen test and confirmation test indicated the presence of a legal or illegal
substance(s) in excess of the limits but the donor had a valid medical reason for the
substance being detected in the specimen.
Non-Bargaining Unit Personnel: Includes all Union office employees either full or part-
time including, but not limited to Business Managers, Assistant Business Managers,
Business Agents, Field Representatives, Fulltime Financial Secretaries, etc. secretaries,
clerks, receptionists, etc., and all office or shop employees of the Signatory Employer
directly involved in the piping industry at all locations of shops and or offices, within the
local jurisdictions noted earlier, either full or part-time, including but not limited to: office
managers, clerks, salespersons, staff, shop hands, including truck drivers, superintendents,
and others, whether or not such employee visits job sites. If participation is required by
the employer, the employee shall be bound by all terms and conditions of this Alcohol and
Drug Policy including all rehabilitation and discipline articles and sections.
Non-Negative Test: The initial test result is at or above the specified cutoff levels and
will require further review by the MRO to determine the cause of the result. An MRO
Adjudicated result will follow.
Participant: Anyone working under an associated collective bargaining agreement. All
Non-Bargaining Unit Personnel.
Positive Test (alcohol): A positive alcohol test is obtained when a participant’s
confirmatory test result reads 0.04% BAC or higher.
Positive Test (drug): A positive drug test is obtained when a participant’s confirmatory
test or retest result is at or above cutoff levels listed in this policy, as verified by the MRO
to be a positive test.
Probable Cause/Reasonable Cause: Probable Cause/Reasonable Cause testing may be
based upon such things as: (a.) Specific, contemporaneous, articulable observations
concerning the appearance, behavior, speech, or body odors of the participant, including
observation of drug use, drug possession, or possession of drug paraphernalia, physical
signs or symptoms of being under the influence of a drug or alcohol, and signs and
symptoms of chronic and/or withdrawal effects of drugs; (b.) A pattern of abnormal or
erratic behavior as evidenced by the participant’s work time actions, appearance, or
conduct; (c.) Arrest for drug-related offense while at the worksite or in company vehicle;
(d.) Newly discovered evidence that the participant has tampered with a prior drug test.
Random Testing: An unannounced, unscheduled drug and/or alcohol test, pursuant to an
objective method for random selection of participants to be tested. The selection must be
truly random without discrimination or arbitrary selection.
Refusal to Test: It is considered a refusal to test if the participant adulterated and/or
substituted or refused to provide a urine specimen, or if the participant failed to appear for
testing within a reasonable time, or to remain at the testing site until testing process is
complete, or if the participant failed to provide a sufficient amount of urine without a
medical reason, and/or failed to undergo an MRO directed medical evaluation for such a
reason. Failure to cooperate with any part of the testing process, including the use of
abusive language or behaving in a threatening manner, or behaving in a confrontational
way that disrupts the testing procedure, or refusing to permit a direct observation collection
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when required by the policy, shall also be considered a refusal to test. It will also be
considered a refusal if a participant is wearing a prosthetic device or possesses any other
device, container, etc. that could be used to interfere with the collection process or if the
participant admits to the collector or MRO that they adulterated or substituted their
specimen. A refusal to test will be treated as a positive test.
Return to Work Test: Any participant returning to work after an absence of any duration
for a positive test result and/or counseling/rehabilitation/treatment purposes must
satisfactorily pass a drug screen to be eligible to work.
Substance Abuse Professional (SAP): A licensed physician (Medical Doctor or Doctor
of Osteopathy), a licensed or certified psychologist, a licensed or certified social worker,
a licensed or certified employee assistance professional, state licensed or certified marriage
and family therapist, or alcohol and drug abuse counselor certified by the National
Association of Alcoholism and Drug Abuse Counselors Certification Commission
(NAADAC) or by the International Certification Reciprocity Consortium/Alcohol & Other
Drug Abuse (ICRC)or by the National Board of Certified Counselors (NBCC), with
knowledge of and clinical experience in the diagnosis and treatment of alcohol and
controlled substances-related disorders.
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Attachment I
Letter of Notice for Random Testing
Date: (Example: April 8, 2016)
Re: Testing Procedure for MCAI/Indiana State Pipe Trades (ISPTA) Identification Card
Dear____________________:
Your name has been randomly picked by MCAI/ISPTA computer generated selection
program to take a drug test as soon as possible in order to update your MCAI/ISPTA identification
card. Our computer program selects the names of five percent (5%) of all participant cardholders
for update each month. We want to re-emphasize that your selection for a test is purely a random
one. You will be taking the same test, which you initially took when you received your
MCAI/ISPTA card.
In order to avoid any potential interruption in the status of your card, you must be tested
by (Example date: April 15, 2016). Tests are to be taken on your own time at any one of the
facilities identified on the attached list. You will be mailed a $35.00 MCAI/ISPTA expense
reimbursement check if your test is negative/valid. Reimbursement checks will be void after 60
days from the date of the check.
All MCAI/ISPTA participants who are working may have their MCAI/ISPTA card verified
with the database administrator in order to determine if their card is “valid” or “not valid” under
MCAI/ISPTA Program. This procedure will protect everyone’s confidentiality.
Please remember that if you fail to take the test by the date listed above, the result
may be treated as a positive test.
**Please be aware of the closing time of the collection facility you choose to report to for your
random test. If you start the testing process, you will be expected to finish the process (by
providing a sufficient urine specimen) within 2 hours OR by the time the facility closes,
which ever is sooner. If you fail to finish the process, it will be considered a refusal to test
which has the same consequences as a positive test result. Collection site hours are subject to
change without notice – please call site to verify BEFORE going.
Sincerely,
Substance Abuse Policy Coordinator
Indiana Testing, Inc.
PS: Remember it is your responsibility to keep the MCAI/Indiana State Pipe Trades and the
Substance Abuse Policy Coordinator (800-295-2587) MCAI/ISPTA drug and alcohol team
informed of any change in your address or telephone number.
PPS: Also remember the MCAI/Indiana State Pipe Trades offers a fully independent, professional
Participant Assistance Program (EAP) for you and your family. The EAP’s 24 hours, 7 day a
week hotline number for the local area is 317/962-8001 or toll-free 800/745-4838, ext. 2.
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ATTACHMENT II
MCAI/INDIANA STATE PIPE TRADES APPLICANT/CARDHOLDER
DRUG TEST INFORMATION AND INSTRUCTION SHEET
MCAI/Indiana State Pipe Trades is exercising extreme care to insure that strict quality control
measures are followed in the collection, handling, and analysis of your urine specimen. You play
an important role in this process and should be certain that you have provided an unadulterated
urine specimen to the laboratory. Remember, you are certifying that the urine specimen, which
you provide is yours and is unadulterated. Any adulteration or switching of urine is a breach of
MCAI/Indiana State Pipe Trades rules and, if you are employed, may subject you to discipline up
to and including termination by your employer.
For your own protection and peace of mind, we ask that you:
• provide a picture identification to the collection site/technician at time of arrival;
• be escorted to a collection room and asked to provide an unadulterated urine specimen in the
collection container provided. The container should be filled to 45ml;
• return the specimen container to the collector and witness the collector pour your specimen into
specimen bottles;
• initial and date the integrity seals placed on your specimen bottles;
• verify the proper spelling of your name as recorded on the chain of custody;
• verify that your social security number (or other identification number) has been properly
recorded;
• verify that the identification number placed on your specimen bottle is the same as that recorded
on the chain-of-custody form.
If you provide an unacceptable specimen (ex. temperature of specimen that falls outside of the
acceptable range (90-100 degrees Fahrenheit)), the collector will inform you that they cannot
accept the specimen and the specimen will be discarded. You will be required to provide another
specimen under direct observation by the same gender. The observer will direct you to raise and
lower clothing in order to conduct the direct observed collection properly in accordance with DOT
guidelines. If there is not a same gender person to perform the observation, then the collection
will occur unobserved. You must remain at the collection site until a valid specimen is provided
or else a refusal to test may result.
If you are unable to provide a specimen on your initial attempt, you will be allowed up to two (2)
hours to provide a specimen. You may drink up to 40 ounces of fluids. You will not be allowed
to leave the collection site until you provide a valid specimen. If you leave the collection site
without providing a valid specimen, it could be deemed a refusal to test which has the same
consequences as a positive test result.
For alcohol testing:
• If an initial (screening) breath alcohol test result has an alcohol concentration (BAC) of less than 0.02,
no further testing is authorized. Any initial test indicating a BAC of .02 or greater will be confirmed on
an EBT operated by a BAT. The confirmation test will be performed no sooner than fifteen (15) minutes
and no later than thirty (30) minutes following the completion of the initial test
• In the event the confirmation test indicates a BAC of .020 to .039, you shall be removed from the worksite
for twenty- four (24) hours or until your next scheduled work shift, whichever is longer. Any
confirmation test with a result of a BAC of .04 or greater is considered to be positive and will require the
immediate removal from the worksite. The consequences for a positive alcohol test are outlined in the
Sanctions/Consequences section of this policy. All alcohol tests shall be performed only while you are
considered on duty.
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ATTACHMENT III
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Attachment IV
CARD STATUS CONFIRMATION PROCEDURE
STATUS CONFIRMATION
Participating contractors will verify the status of all MCAI/Indiana State Pipe Trades participants,
who are working, in order to determine if the participant has a valid card under the MCAI/Indiana
State Pipe Trades program. All participating contractors are encouraged to verify the status of all
MCAI/Indiana State Pipe Trades participants on a weekly basis.
When a participant’s status is “Not Valid”, he/she will be advised to contact the Substance Abuse
Policy Coordinator’s office to resolve the Not Valid status. The individual may be required to
repeat the initial test procedure for non-compliance with the random test requirements or follow
the protocol for a positive test within the MCAI/Indiana State Pipe Trades Policy.
This procedure will protect the participant’s confidentiality and allow the employer to audit the
status of his participants which may be required by the owner to be submitted monthly.
Card status can be verified through the Construction Safesite system,
www.constructionsafesite.org.
CARD MANAGER
Each MCAI/Indiana State Pipe Trades participating employer will designate a person as card
manager who will be able to access data information by phone, fax, email or a secure website
which will confirm the status of participant’s card for:
1. Not On File
2. Not Valid
3. Valid
The card manager shall maintain the strictest confidentiality of the MCAI/Indiana State Pipe
Trades membership. When a member is not in possession of his/her MCAI/Indiana State Pipe
Trades identification card, the Card Manager may request to use the member’s Social Security
Number to secure the participant’s status. The Card Manager shall receive permission from the
individual through written consent, which is kept on file and good for that date only to use the
Social Security Number and shall obtain a photo I.D. confirming the identity of the individual to
the Social Security Number and make a copy of same to be maintained with said record.
REFERRAL
A MCAI/Indiana State Pipe Trades participant must have a “Valid” status before being referred to
work by his/her union.
Attachment ix – Project Experience
The following is a list of projects of similar size and scope performed locally over the last three years:
• Ivy Tech (South Bend) – Dental Lab Expansion
• Ivy Tech (South Bend) – IT Room Rooftop Unit Installation
• St. Joseph County Public Library (Western Avenue Branch) – Addition & Renovation
• St. Joseph County Public Library (LaSalle Branch) – Addition & Renovation
• University of Notre Dame – Biolchini Hall Renovation
• Morris Performing Arts – Raclin Murphy Encore Center
• Camp Millhouse – Cabin Renovations
• St. Joseph County Highway Department – New Granger Storage Building
• Wakarusa Water Treatment Plant – New Facility
Please contact our office with any questions.
Respectfully submitted;
Edward J. White, Inc.
Jeffrey M. Bucher, Jr.
Vice-President