Opening of Bids - Liberty Tower TIF Project – Parking Garage Proj No. 123-054R - Browning Chapman

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Browning Chapman, LLC DRUG FREE WORKPLACE POLICY Chapter 5 Page 12 of 477 © Safety Resources, Inc. 2016 Medical Review Officer (MRO): 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 medical history, and any other relevant biomedical information, as certified by either the American Medical Association (AMA) or the American College of Occupational and Environmental Medicine (ACOEM). 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. Owner: The Corporation, company, agency, person, or other entity, that hires contractors to perform construction work and/or maintenance work on their premises. Positive Alcohol Test: A positive alcohol test result is obtained if the breathalyzer test, or its equivalent test, indicates the presence of alcohol that meets or exceeds the cut-off limits of the DOT and the Commercial Driver’s License (CDL) guideline requirements listed in this policy. Positive Drug Test: A positive test result is obtained if the substance abuse test result indicates the presence of substances that meet or exceed both the screen and confirmation limits listed in this policy, as verified by a Medical Review Officer (MRO), and the MRO has determined th at the test results do not stem from use of prescription medicines, over the counter medicines, food, or any cause other than the use of illegal substances. This would also include the illegal use of prescription drugs. Examples would include exceeding the dose of a prescription or over the counter drug and/or using prescription drugs without a prescription. Pre-employment/Pre-Job Site Entry: Screening of prospective employees to ascertain whether an applicant is capable of safely performing his duties and of meeting the pre-requisites for employment. Probable Cause/Reasonable Suspicion: Shall be defined as those circumstances, based on objective evidence about the worker’s conduct in the work place, which would cause a reasonable person to believe that th e worker is demonstrating signs of impairment due to alcohol or other drugs. It must be based on specific observance(s), which are relative to the current situation/surroundings that concern the appearance, behavior, speech, or body odors of the employee. It is advisable that the objective evidence that gives rise to probable cause is observed by at least two individuals, but it is recognized that in certain circumstances the observation may be made by only one individual. Examples of objective evidence include when a worker shows signs of impairment such as difficulty in maintaining balance, slurred speech, or erratic or atypical behavior. Record of such observation must be documented, and the supervisor must provide the employee with a copy. Random Testing: An unannounced, unscheduled drug and/or alcohol test, pursuant to an objective method for random selection of employees to be tested. The selection must be truly random without discrimination or arbitrary selection. Upon notification the employee must immediately report for testing. Refusal to Test: It is considered a refusal to test if the employee adulterated and/or substituted or refused to provide his urine specimen, or if he failed to appear for testing within a reasonable time, or to remain at the testing site until testing process is complete, or 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 pr ocess, including the use of abusive language or behaving in a threatening manner, or behaving in a confrontational way that disrupts the testing procedure, shall also be considered a refusal to test. A refusal to test will be treated in the same manner as a person who has a positive test result.