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If mu employee does not provide a simple at an approved collection site wilhin scion (7) days of
<br />having been notified of n random selection, hisAter status in the BCRC Sub5laoce Abuse Program
<br />will be deenmcd "Not Available" Employees who fail to report for a random rest in die required
<br />lime should contact die Third Party Administrator (TPA). If an employee does not report for a
<br />random test, and it is the first (I) lime die employee has failed to report, the TPA may allow, lute
<br />employee to take ilia lest without reporting Ia the EAP for further review. Employees may choose to
<br />take a "First Occunence Clause' at this time. Employees may wilize this clause only one (1l lima
<br />Hiiwcver, mice this "Firs[ Occurrence Clause' has been utilized, an employee a ho faits to report for
<br />a random lest at any lime in the future hill be required to contact to the EAP for evaluation and to
<br />receive iminictions on [he required pmcedwe(s) far mnov4ng the "Not Available" scams firm
<br />his/her card,
<br />PROBABLE CAUSE TESTING
<br />An employee may be subject to drug and alcohol testing for Probable Cause based on observed and
<br />documented unusual behavior Circumstances sufficient to lead a reasonable person to suspect that
<br />an employee is under the influence of, or is in possession of a controlled substance shall W
<br />determined by an immediate superisorand should be confirmed by one other supen•isor whenever
<br />possible. The immediate supervisor shall docwnenl, in untiny the incident and the probable cause
<br />basis for such lesting The documentation shall specifically detail the behavior and conduct of ilia
<br />employee, the location, date, lime, of observation, conversmions, witnesses, (if any), and should be
<br />signed by the supervisor Who Witnessed the incident. Such employees may request that a union
<br />representative be available or present prior to any action taken by an employer, t( any, at any
<br />stage of the policy and its admultstration.
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<br />"E15fERGENCY" WORT{ ASSIGNMENTS
<br />To accomnsodale o% uers wi0u emergency wort:, craft personnel Who lire not previously held a
<br />BCRC idealiftcation card or taken an initial drub test, the following proiisions will apply when
<br />starting for emergency work assignment;
<br />1. Upon arrival at a job loc lim for sign-up, the employer representative
<br />(Cord Manager) shall request Uueemplopee to present hisArer BCRC identification card.
<br />An individual dial does not have a BCRC card al the lime of hire will be requested to
<br />secure a card and submit to an initial drug test within one (1) day, in order to comply
<br />With due BCRC Polio•.
<br />2. An employee vdlhoul a BCRC identification card may Work one (1) day, On the second
<br />(2) day, a chain or Custody term has proof of having submitted to a drug 1e51) or a
<br />BCRC card must be presented_
<br />3, An employee who has provided a specimen for testing must bring to thejob site his+Frer
<br />copy of the Chain of Custody fors, given to limvher by the collection site, as proof that
<br />he/she has submitted tow initial test.
<br />4. If tine werk assignments are consecutive, the employee hill be allowed to wool: for up to
<br />a maximum of four (4) days in order for the employee to receive his BCRC
<br />identification curd and have the employer Card Manager swipe the card for slows
<br />verification
<br />5. If Una member'. work assigrunen[ is teuninakd by hisAmerempioyer before the meniher's
<br />status is verified nifhin the alimvable four (4) days for verification, and die individual is
<br />rehired, the member ivill have to provide the same employer a BCRC identification card
<br />at the second (2) rehiring sign up, and a clear status. Except in the en am that the rehire is
<br />less Omen Lou (4) days from die initial hire date, the Individunl, focal and Non -Local,
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<br />POST -ACCIDENT I INCIDENT TESTING
<br />An employer may, require an employee to submit to a post -accident drug and alcohol test alter die
<br />involvement lit, or cause arm accidentkncidenl, Ural causes injury to die employee or amrther
<br />party. The employer niay also require an employee losubmit to a post-accidem drug and aloohol
<br />lest when the employee is involved in, or causes an accident, which resudls in damage or
<br />destruction to property. Post-accidenl drug and alcohol lesling must be compleled widmin nvo (2)
<br />hours of die recorded accideni/incidenl if a BCRC testing facility' is located on Ole job site or
<br />isitldn four(4) hours of the recorded accideriumncidenl if m employee is required to go oR'the job
<br />site to a BCRC testing facility. Any employee suspected of unnecessarily delaying the lest process
<br />will be considered to have refused to submir to testing.
<br />In instances atop.[-acciden>rncidenl or probable cause testing for drugs and alcohol, Ilia employee
<br />will be transported to Uue toiling facility by Use employer_ Al the option ofthe employer, the
<br />employee maybe suspended pending the lest result. In the event a negative lest result is reported,
<br />the employee shall be compensated for all lost time at the appropriate Yale within the collective
<br />bargaining agreement, slmiglit or premium pay.
<br />When an employee is injured in aqualifying accident, priority must be given to ilia employee's
<br />medical treatment before any considemlion is given tocolleeling a specimen forlesling.
<br />Such employees may request that a union representative be available orpresent prior to any action
<br />taken by an employer, litany, al any singe of die policy and its administration_ If an employee is
<br />aggrieved by any action taken wider this Drug mid Alcohol Policy and hisliter complaint cannot be
<br />resoled, the complaint may, if the employee or Union requests, be referred as grievance underthe
<br />grievance and arbitration provisions of the employee's collective bargaining agreement. In the
<br />event the mailer is referred to arbitration, the arbitrator shall be bound substantively by Ilse
<br />provision of this Drug and Alcohol Policy.
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<br />SCRC card holder shall accept and understand that should hisAier drug lest results be
<br />repelled m positive, he/she will be subject to disciplinary action up to and including
<br />lamination Nlithoul obligation far further compensation by the BCRC affiliated
<br />employer. Such temuinalion shall also be subject to the individual's rights under hisiher
<br />collective bargaimagagreemenl-
<br />CARD SYSTEBI
<br />Employees Will be required to give their BCRC Card ID Number to a Card Manager in order for
<br />Lite Card Manager to access the e-mail status confirmation system,
<br />Categories we:
<br />1. Nol On File(NOF)
<br />2_ Nol Avidlable(NIA)
<br />3_ Clear (CL)
<br />Time Cud Manager will also have access to safety training infomuation, which has been dmsnloaded
<br />through Ute Conslruction Advancement Foundation (CAF) and accessible through the BCRC
<br />scanner or enact system only With the permission of each participating Local Union
<br />Participating employers may verify the slates of al€ BCRC employees, n ho are warking, by Inning
<br />their card status yerified m Ihdrjob site in order to delomuine if lime employee is available or not
<br />available raider the BCRC program The employer may wt the Plmunc-in System, Scanner or
<br />Electronic e-mail for verification
<br />When an employee's status is Not Available (N/A), he/she hill be advised to contact die BCRC
<br />office to resolve the N/A status, The individual may be required to follow the consequences for a
<br />positive test nilldn Sire BCRC Policy.
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