Common use of Testing Process Clause in Contracts

Testing Process. The testing or processing phase, including the cut-off levels for tested substances (Attachment AA@), will be consistent with SAMSHA standards as they exist at the time of testing and will be performed at a SAMSHA certified facility. 1. The order to submit to a substance test may initially be given verbally. Subsequently, the employee will be given the order in writing setting forth the reasons therefore and signed by the Chief of Police or designee. Such written order will be issued as soon as is practicable after the initial order is given for the test, but may not be issued until after the test is administered. 2. The employee will be advised of his/her right to have a representative present prior to testing. A reasonable amount of time will be allowed for a representative to appear. If no representative is available within a reasonable time, the testing procedure will begin. 3. The employee must submit to a drug/alcohol test and sign a Release and Consent Form. Failure to submit to a drug/alcohol test or to sign the Release and Consent Form will be considered to be insubordination for failure to follow a direct order. An employee taking such action will be placed on leave-without-pay and may be subject to discipline up to and including discharge from City employment. 4. Except for random testing, an employee sent for non-voluntary testing will be placed on leave-with-pay status until the test results are rendered to the Department. 5. When notifying the appropriate collection facility that an employee is being transported for testing, the employee will not be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer or his designee, in accordance with SAMHSA standards. The representative may join them should he/she desire to do so. 6. A supervisor will transport and/or accompany the employee to the collection facility, except when random testing. 7. The drug test will consist of a urine sample for Voluntary and/or Random testing. A urine and/or blood sample will be collected for Reasonable Suspicion and/or Internal or Administrative Investigations. The sample choice will be at the discretion of the Chief of Police, or designee. The procedures for collection of the urine sample will be in compliance with SAMHSA standards. An initial positive report will not be considered positive; rather it will be classified as confirmation pending. 8. When a urine and/or blood sample is requested for Reasonable Suspicion and/or an Internal or Administrative Investigation, two samples will be taken. One will used for the initial test and the second will be stored in a secured refrigerated evidence area within the Redding Police Department for one year with only an IA number as an identifier. 9. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards. The confirmation test will use the same sample as taken in the initial step. Notification of positive test results to the Chief of Police or designee will be held until the confirmation test results are obtained. In those cases where the second test confirms the presence of drugs in the sample, the sample will be retained for a minimum of six (6) months to allow further testing if requested. 10. Employees who have been subjected to a drug/alcohol test where no alcohol or illegal drugs were found, will receive a report so stating and then shall return to work. A copy of the report will be stored in a separate employee medical file. Refer to section IX. 11. If the test result is positive, the Medical Review Officer will provide an opportunity for the employee to discuss whether there is a legitimate medical explanation for the test results. 12. Verified drug/alcohol test results will be sent directly to the Chief of Police from the Medical Review Officer. 13. The Chief of Police, or designee, will provide an opportunity for the employee to meet with him/her and discuss the drug/alcohol test result. 14. If the result is positive, rehabilitation and/or disciplinary action will be determined and administered by the Chief of Police or designee. 15. An employee who does not pass a drug/alcohol test may request that the original urine and/or blood sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory. The SAMHSA laboratory may be designated by the employee but must be located in California. 16. Each step in the collecting and processing of the urine and/or blood sample will be documented to establish procedural integrity and the chain of evidence. 17. Time required to participate in a non-voluntary testing procedure outside of an employee=s normal work shift will be considered time worked for overtime purposes.

Testing Process. The testing or processing phase, including the cut-off levels for tested substances (Attachment AA@), will be consistent with SAMSHA standards as they exist at the time of testing and will be performed at a SAMSHA certified facility. 1. The order to submit to a substance test may initially be given verbally. Subsequently, the employee will be given the order in writing setting forth the reasons therefore and signed by the Chief of Police, a Police Captain or designeea Watch Commander. Such written order will be issued as soon as is practicable after the initial order is given for the test, but may not be issued until after the test is administered. 2. The employee will be advised of his/her right to have a representative present prior to testing. A reasonable amount of time will be allowed for a representative to appear. If no representative is available within a reasonable time, the testing procedure will begin. 3. The employee must submit to a drug/alcohol test and sign a Release and Consent Form. Failure to submit to a drug/alcohol test or to sign the Release and Consent Form will be considered to be insubordination for failure to follow a direct order. An employee taking such action will be placed on leave-without-pay and may be subject to discipline up to and including discharge from City employment. 4. Except for random testing, an employee sent for non-voluntary testing will be placed on leave-with-pay status until the test results are rendered to the Departmentdepartment. 5. When notifying the appropriate collection facility that an employee is being transported for testing, the employee will not be identified by name. However, at the point of collection the employee will be identified to the Medical Review Officer or his designee, in accordance with SAMHSA standards. The representative may join them should he/she desire to do so. 6. A supervisor will transport and/or accompany the employee to the collection facility, except when random testing. 7. The drug test will consist of a urine sample for Voluntary and/or Random testing. A urine and/or blood sample will be collected for Reasonable Suspicion and/or Internal or Administrative Investigations. The sample choice will be at the discretion of the Chief of Police, or designeetest. The procedures for collection of the urine sample will be in compliance with SAMHSA standards. An initial positive report will not be considered positive; rather it will be classified as confirmation pending. 8. When a urine and/or blood sample is requested for Reasonable Suspicion and/or an Internal or Administrative Investigation, two samples will be taken. One will used for the initial test and the second will be stored in a secured refrigerated evidence area within the Redding Police Department for one year with only an IA number as an identifier. 9. The confirmation test will be a GC/MS procedure in compliance with SAMHSA standards. The confirmation test will use the same sample as taken in the initial step. Notification of positive test results to the Chief of Police or his designee will be held until the confirmation test results are obtained. In those cases where the second test confirms the presence of drugs in the sample, the sample will be retained for a minimum of six (6) months to allow further testing if requested. 109. Employees who have been subjected to a drug/alcohol test where no alcohol or illegal drugs were found, will receive a report so stating and then shall return to work. A copy of the report will be stored in a separate employee medical file. Refer to section IX. 1110. If the test result is positive, the Medical Review Officer will provide an opportunity for the employee to discuss whether there is a legitimate medical explanation for the test results. 1211. Verified drug/alcohol test results will be sent directly to the Chief of Police from the Medical Review Officer. 1312. The Chief of Police, or designee, will provide an opportunity for the employee to meet with him/her and discuss the drug/alcohol test result. 1413. If the result is positive, rehabilitation and/or disciplinary action will be determined and administered by the Chief of Police or his designee. 1514. An employee who does not pass a drug/alcohol test may request that the original urine and/or blood sample be analyzed again at the employee=s expense at the rate charged to the City. Such analysis shall conform to SAMHSA standards and shall be performed by the SAMHSA certified laboratory. The SAMHSA laboratory may be designated by the employee but must be located in California. 1615. Each step in the collecting and processing of the urine and/or blood sample specimen will be documented to establish procedural integrity and the chain of evidence. 1716. Time required to participate in a non-voluntary testing procedure outside of an employee=s normal work shift will be considered time worked for overtime purposes.