1 THE CONSTRUCTION INDUSTRY SUBSTANCE ABUSE PROGRAM (CISAP) As prepared by: The Construction Industry Substance Abuse Committee The purpose of the substance abuse program is to establish and maintain a drug free, alcohol free, safe, healthy work environment for all of its employees.
2 Revised January 1, Keynote Circle, Suite 10 Cleveland, OH Phone: (216) Fax: (216)
3 THE CONSTRUCTION INDUSTRY SUBSTANCE ABUSE POLICY I. POLICY STATEMENT. The Parties recognize the problems created by drug and alcohol abuse and the need to develop prevention and treatment programs. Union & Contractors Association, have a commitment to protect people and property, and to provide a safe working environment. The purpose of the following program is to establish and maintain a drug free, alcohol free, safe, healthy work environment for all of its employees. All tests are for the sole purpose of drug and alcohol screening and cannot be used for any other screening or identifying medical information about the employee. II. DEFINITIONS. a) Accident Any event resulting in injury to a person or property to which an employee, or contractor/contractor s employees, contributed as a direct or indirect cause. b) Adulterated Specimen A urine screening, which has been tampered with to cover the true results. c) Collection Facility/Site Approved location where participants can provide a specimen for testing. d) Company Premises The term Company Premises as used in this policy includes all property, facilities, land, building, structures, automobiles, trucks and other vehicles owned, leased or used by the company. Construction job sites for which the company has responsibility are included.
4 e) Computer Generated Selection Testing (CGST) Third party administrator will select participant to be tested monthly through a computer generated selection process. f) CGST Testing Pool All participating members (labor and management) will be subject to monthly CGST selection. g) Construction Industry Substance Abuse Program (CISAP) This policy in its entirety. h) Diluted Samples - The Construction Industry Substance Abuse Program will follow guidelines for diluted samples set by the Federal Government. i) Eligible - Database system status referring to an employee who is validated as a participant in the Construction Industry Substance Abuse Program. j) Employee Individuals, who perform work for (Company Name), including, but not limited to, management, supervision, engineering, craft workers and clerical personnel. k) Employee Assistance Program / Member Assistance Program (EAP/MAP) An EAP/MAP is intended to prevent or address substance abuse problems as well as assist employees/union members and their eligible family members with interpersonal conflicts, family problems, workplace crises, eldercare stresses, psychological problems and financial management. The EAP/MAP is able to provide voluntary and confidential counseling services. l) Gas Chromatography/Mass Spectrometry (GC/MS) A state-of-the-art test used to confirm the presence and amount of an identified drug/metabolite in a urine specimen. m) Incident An event, which has all the attributes of an accident, except that no harm was caused to person or property.
5 n) Ineligible - Database system status referring to an employee who is not validated as a participant in the Construction Industry Substance Abuse Program. (An ineligible employee should contact the third party administrator or his or her designated representative.) o) Medical Review Officer (MRO) A licensed physician responsible for receiving laboratory results and determining if there is a medical explanation for the presence of drugs/metabolites in the donor s urine. This physician must have knowledge of substance use disorders and appropriate medical training to interpret an individual s confirmed positive test result, together with his/her medical history and any other relevant medical information. p) Negative Drug Test A test acceptable for employment. q) Positive Drug Test A test, which exceeds the cut-off, limits within the established guidelines developed by the U.S. Department of Health and Human Services. Or a test that has been tampered with in any way (adulterated specimen). r) Prohibited Substances Prohibited substances include illegal drugs (including controlled substances, look-alike drugs and designer drugs) and alcoholic beverages in the possession of or being used by an employee on the job. s) Reasonable Cause Reasonable cause shall be defined as excessive absenteeism or tardiness, slurred speech, alcohol smell, and erratic behavior such as noticeable imbalance, incoherence and disorientation. t) Re-analysis A challenge of a positive test can be requested. Split sample of the original test can be examined by a certified laboratory of the employee s choice. If the reanalysis confirms the positive test, the employee must pay for the analysis. If the reanalysis reverses the result, the program will absorb the cost. u) Return-to-Duty Test Testing required to reinstate eligibility in the program after positive test. The Return-to-Duty Test is taken at the expense of the employee.
6 v) Split Sample Sample taken at the collection site will be separated into two samples. Both samples will be appropriately marked with the employee s identification. w) Substance Abuse and Mental Health Services Administration (SAMSHA) x) Substance Abuse Professional (SAP) A professional who is qualified by the federal government to perform DOT/FMCSA-required alcohol/drug assessments. Qualified professionals include licensed physicians, licensed/certified psychologists, social workers, employee assistance professionals and certified addiction counselors with knowledge of and clinical experience in the diagnosis and treatment of alcohol/drugrelated disorders. y) Third Party Administrator (TPA) - An independent entity that administers the CISAP's collections, analysis, reporting, maintenance of records and all confidential information for each participating group z) Under the Influence of a Prohibited Substance Under the influence of a prohibited substance as used by this policy, means the following: 1) Alcohol Blood or Breath alcohol level of.08 or as determined by the owner. 2) Other Prohibited Substances Positive results based on the following thresholds for urine split sample testing a) Marijuana 50 ng/ml initial screen and 15 ng/ml confirmatory test b) Cocaine 300 ng/ml initial screen and 150 ng/ml confirmatory test
7 c) Opiates 2000 ng/ml initial screen and 2000 ng/ml confirmatory test d) Phencyclidine 25 ng/ml initial screen and 25 ng/ml confirmatory test e) Amphetamines 1000 ng/ml initial screen and 500 ng/ml confirmatory test f) Barbiturates 300 ng/ml initial screen and 200 ng/ml confirmatory test g) Benzodiazepines 300 ng/ml initial screen and 300 ng/ml confirmatory test h) Methadone 300 ng/ml initial screen and 300 ng/ml confirmatory test i) Methaqualone 300 ng/ml initial screen and 300 ng/ml confirmatory test j) Propoxyphene 300 ng/ml initial screen and 300 ng/ml confirmatory test k) Levels for other prohibited substances shall be in accord with accepted GC/MS quantitative procedures as recommended by the Federal Government Standards.
8 III. DRUG/ALCOHOL TESTING. The parties to this policy and program agree that under certain circumstances, the employer will find it necessary to conduct drug and alcohol testing. An initial / preemployment test is required to participate in the program. Testing is required annually to maintain eligibility in the CISAP. The Construction Industry Substance Abuse Program will pay all costs for the annual (once per 12 month period) drug screen. Records of such tests shall be maintained by the Independent Testing Laboratory and/or the Medical Review Officer. For all participants covered by the appropriate collective bargaining agreement, all costs for collection, analysis, reporting, maintenance of records, and notifications shall be borne by The Construction Industry Substance Abuse Program, except as specified in paragraph III (a) and III (g). Securing the drug screen test shall be the applicant s responsibility and shall be performed on his/her time. It will be necessary to require testing under the following conditions: a) An additional drug and alcohol test required by a customer may be administered. b) A test may be administered in the event a trained supervisor has a reasonable cause to believe that the employee has reported to work under the influence, or is or has been under the influence while on the job; or has violated this drug policy. During the process of establishing reasonable cause for testing, the employee has the right to request his onsite union representative to be present. If on-site representation is not available, all effort will be made to contact representation from the employee s union. c) Testing may be required if an employee is involved in a workplace accident/incident or if there is a workplace injury; Note: The CISAP will supply an easy to use report form for testing required for reasonable cause and/or post accident. Employers are responsible to request and pay for reasonable suspicion and post accident/incident testing. d) CGST Testing Selection of employees for CGST drug and alcohol testing will be conducted through the use of a CGST number generator or other
9 neutral selection process. Employees will be selected for testing by a third party agency as determined by The Construction Industry Substance Abuse Program. Third Party Administrator will test a minimum of 25% of the participants annually by CGST. e) Testing may be required as part of a follow-up to counseling or rehabilitation for substance abuse. Employees returning to work after successfully completing a rehabilitation program will be subject to up to four drug/alcohol tests without prior notice or as may be recommended by the testing medical health professional during the first twelve (12) months after returning to work, a positive test will result in further corrective action. f) Testing shall be performed according to the procedures in Section IV. The adulteration or substitution of a sample shall be treated as a positive test. If a sample is found to be diluted, employees will have the option of having one additional test within 72 hours. A second diluted sample may require another type of test; this will be at the employee s expense unless a valid medical reason for the dilute samples is provided. g) The Construction Industry Substance Abuse Program will bear the costs of CGST testing procedures except that the employee will pay the cost of any re-analysis requested by the employee. The employee is responsible for the cost of the Return-to-Duty test. Each employee to be tested will be required to sign a consent form and a chain of custody form, assuring proper documentation and accuracy. Drug testing will be conducted by an independent Substance Abuse and Mental Health Services Administration (SAMHSA) certified laboratory, which is jointly selected by the employer and the third party administrator selected by the CISAP. The testing may consist of blood, breath, or urine tests, as required. In the case of a positive test result, the employee shall have the opportunity to contest the result by having an appropriate portion of the split sample retested at a SAMHSA certified laboratory selected by the employee.
10 IV. TESTING PROCEDURES 1) All samples for testing will be taken by appropriately qualified personnel. Urine specimens taken will be split into two samples. Each sample will be appropriately marked with the employee s identification. 2) To the greatest extent possible, the privacy of the employee will be preserved while the sample(s) to be tested are taken. However, some precautions will help to ensure that pure specimens are obtained. 3) The initial screening will be by immunoassay and require gas chromatography/mass spectrometry (GC/MS) for confirmation. 4) Reports shall be made in writing and sent to the single person designated by the employer and designated by the union. In the case of urine testing, only those specimens which show positive results on both the initial screening and the confirmatory test shall be reported as positive, pending MRO review and verification. The completed chain of custody form shall accompany any positive report, and copies of analytical reports shall be available to the employee, the employer and the designated union representative. 5) Samples shall be properly stored at all times. All reported as positive will be stored frozen for at least 365 days. If the employer or employee requests, the sample shall be stored for a longer period. 6) All handling and transportation of each specimen will be properly documented through strict chain of custody procedures. V. CONFIDENTIALITY
11 a) All parties to this policy and program have only the interests of employees in mind. Therefore, encourage any employee with a substance abuse problem to come forward and voluntarily accept assistance in dealing with the illness. An employee assistance program will provide guidance and direction for you during your recovery period. If you volunteer for help, the company will make every reasonable effort to return you to work upon your recovery. The company will also take action to assure that your illness is handled in a confidential manner. b) All actions taken under this policy and program will be strictly confidential and disclosed only to those with a need to know. VI. RULES CORRECTIVE ACTIONS GRIEVANCE PROCEDURES 1) Rules. All employees must report to work in a physical condition that will enable them to perform their jobs in a safe and efficient manner. Employees shall not: a) Use, possess, dispense or receive prohibited substances on or at the job site; or b) Report to work while under the influence of an intoxicant or a prohibited substance. 2) Corrective Action. When the company has reasonable cause to believe an employee is under the influence of an intoxicant or a prohibited substance, for reasons of safety, the employee may be suspended until test results are available. If no test results are received after three (3) working days, the employee, if available, shall be returned to work with back pay. If the test results prove negative, the employee shall be reinstated with back pay. In other cases:
12 a) Individuals testing positive for drug and/or alcohol use under III (a) may be suspended from consideration as required by the customer or facility owner. b) Employees will be required to cooperate with testing procedures and to sign the required consent and chain of custody forms as a condition of continued employment or will otherwise be terminated. c) Employees found in possession of drugs on the work site may be subject to corrective action as provided by subsection (e) (3) of this section. d) Employees found to be under the influence of a prohibited substance, including alcohol, while on duty or operating a company vehicle shall be subject to corrective action as provided by subsection e) of this section. e) The following stages of corrective action shall be imposed: 1) On the first violation of this policy, the employee will be ineligible to work under this program. To be eligible to return to work the employee must participate in a Substance Abuse Education/Treatment Program and provide a negative return to duty test. The SAP must provide written authorization for the return to duty test. In addition the employee must complete the Substance Abuse Education/Treatment Program. The employee will be subject to CGST testing up to four times over a one year period as a condition of further employment. 2) On the second violation of this policy, the employee will be suspended by the employer for thirty (30) days without pay. To be eligible to return to work the employee must complete a Substance Abuse Education/Treatment Program and provide a negative return to duty test. The employee will be subject to CGST testing up to four times over a one year period as a condition of further employment.
13 3) On third and subsequent violations of this policy, the employer will terminate the employee. The employee shall be suspended from the program for one year. To be eligible to return to work the employee must complete a Substance Abuse Education/Treatment Program and provide a negative return to duty test. The employee will be subject to CGST testing up to four times over a one year period as a condition of further employment. After the one year period the employee can be considered for employment by participating employers. 4) Sale and Distribution. Any sale and/or distribution of a prohibited substance on Company property is grounds for immediate termination. 5) The Corrective Action procedure will revert back to first violation described in Section VI, paragraph 2 (e) (1) following three consecutive years of negative tests providing the employee continually participated in the program. 6) All aspects of this policy and program will be subject to the grievance procedure of the applicable collective bargaining agreements.
14 VII. REHABILITATION AND EMPLOYEE ASSISTANCE PROGRAM Employees are encouraged to seek help for a drug or alcohol problem before it requires corrective action. If an employee voluntarily notifies supervision that he or she may have a substance abuse problem, the company and/or union will assist in locating a suitable employee assistance program for treatment, and will counsel the employee regarding medical benefits available under the company or union health insurance program. If treatment necessitates time away from work, the company shall provide the employee an unpaid leave of absence for purposes of participation in an agreed upon treatment program. An employee who successfully completes a rehabilitation program and provides a negative substance abuse test shall be reinstated to his/her former employment status, if work for which he/she is qualified is available. VIII. NOTIFICATION This policy will go into effect one month after its announcement to all The Construction Industry Substance Abuse Program participants. All applicants will be informed of the policy. All individuals will be required to sign a form indicating their consent to the terms of this policy and testing procedure as a condition of employment which form is attached hereto as Exhibit A. The Substance Abuse Policy and Program will be reviewed periodically by a joint Committee. The Committee will be comprised of equal representation from the participating unions and contractor association representatives. IX. EMPLOYER AND EMPLOYEE TRAINING CISAP Training Programs will meet the requirements of the Ohio Bureau of Workers Compensation Drug Free Workplace (BWC-DFWP) initiative regardless of the size of the company. All CISAP Participants will be required to attend training annually.
15 A. Supervisor Training: (4 hour initial training 2 hour annual refresher) Training Program Goals: At the end of the training sessions, participants should be able to: 1. Report the current drug and alcohol abuse trends as they pertain to the construction industry. 2. Delineate policies and procedures applicable to CISAP covered employers and associated collective bargaining agreements. 3. Identify the classes of drugs of abuse and provide information about the physical and/or behavioral signs of an individual under the influence. 4. List the appropriate steps for a supervisor to follow if suspicious of a worker being under the influence of drugs or alcohol. 5. Identify at least two resources that employers can refer to for assistance in resolving a substance abuse problem.
16 Training Program Outline: 1. The Importance of Substance Abuse Training for Job Site Supervisors 2. DFWP Supervisory Responsibilities 3. Facts About Alcohol and Other Drugs 4. Worksite Drug and Alcohol Testing 5. Taking Action 6. Referral to Assistance B. Employee Training: (2 hour annual training) Training Program Goals: At the end of the training sessions, participants should be able to: 1. Report circumstances under which a worker may be subject to drug/ alcohol testing under the CISAP policy. 2. Identify conduct prohibited under the CISAP policy. 3. Explain the difference between tolerance, psychological dependence, and physical dependence (addiction). 4. Identify the classes of drugs of abuse and provide a general description of the impact and health effects of each. 5. Identify at least two resources available to workers to resolve a substance abuse problem. Training Program Outline: 1. Review State of Ohio CISAP Drug Free Workplace Initiatives. 2. Disease Model for Alcohol and Drugs (Affects of Abuse). 3. Signs and Symptoms of Use/Misuse and Effects on the Job.
17 Jvn - 11/06/03 4. Provide Assistance Resources (Including counseling and rehabilitation resources provided through union and/or management).
18 EXHIBIT A SAMPLE CONSENT FORM TO PARTICIPATE IN THE CISAP PROGRAM I,, hereby consent and agree to give specimens of my body fluids (*) at a medical facility designated by for transmittal and testing by an approved testing laboratory. It is my understanding that body fluids (*) specimens will be tested to detect the presence of alcohol and/or other drugs in my body. I agree and consent to provide specimens of my body fluid (as listed below) for testing to discover the presence of alcohol and/or drugs. Annual Testing Computer Generated Testing Pre-employment Reasonable Cause Workplace Accident/Incident Follow-up/Rehabilitation It is agreed that upon request I will be furnished results of tests performed on my body fluid (*) specimen by the testing laboratory. The testing laboratory is only authorized to confirm, to the employer designated above and designated union representative. (*) Body fluids tests will normally utilize urine specimens, breath and blood specimens. Tests, which entail the withdrawal of blood by a qualified medical person, may be exercised in
19 situations involving an injury accident where I am rendered unconscious and unable to provide a urine specimen, and I agree and consent to such a test under those circumstances. I acknowledge that I have read, understand and have received a copy of the The Construction Industry Substance Abuse Program. Furthermore, I understand that refusal to submit to the alcohol and drugscreening test will constitute voluntary withdrawal of my application for employment; if employed, refusal to submit to such testing will be considered a positive test and will result in the appropriate level of corrective action as specified by the Policy. Witness Signature Signature Date Social Security Number
20 Appendix 1: Frequently Asked Questions Q1: Who bears the costs for random testing? A1: Under Section III (g) of the policy, The Construction Industry Substance Abuse Program will bear the costs of CGST testing procedures except that the employee will pay the cost of any re-analysis requested by the employee. The employee is responsible for the cost of the Return-to-Duty test. Q2: I ve had a random test; when will I be required to take my next annual test under Section III of the Policy? A2: Following a negative random test, the next annual test must be completed by the 365 th day following the random test. Q3: Who may initiate reasonable cause testing under Section III (b) of the Policy? A3: Testing because the company/employer has reasonable cause to believe an employee is under the influence of an intoxicant or a prohibited substance may only be initiated by a trained supervisor. A trained supervisor is one who has completed training approved by the Construction Industry Substance Abuse Program. Q4: Are all of the thresholds described in Section II (z) (2) identical to those set by the Federal Government? A4: No The Federal Government currently has standards for marijuana, PCP, opiates, amphetamines, and cocaine. The other standards have been set by the Construction Industry Substance Abuse Program using industry standards. Q5: What happens if an employee fails to cooperate in the testing process as required by Section VI (2) (b) of the Program? A5: A failure to cooperate includes, but not limited to, refusing to test, using an adulterated sample, using a substituted sample or otherwise tampering with the test. Failure to cooperate may result in corrective action, including termination. In such instances, there will be a finding of refusal to test or test tampering without a finding that test was positive or negative.
21 Q6: There are a lot of abbreviations in the program description. For example, what does GC/MS really mean? A6: As stated in Section II (l), GC/MS is an abbreviation for Gas Chromatography/Mass Spectrometry. This is a confirmation test considered to be the most scientifically accurate means of ascertaining the identity of a drug in the urine testing process. Q7: Will an employee assistance program actually provide treatment as mentioned in Section VII on the Policy? A7: Technically, no. Employee assistance programs provide short-term counseling and referrals to community resources for treatment. Q8: When are split samples maintained and used in the testing process? A8: Under Section IV of the Policy, Split Samples are used in urine testing and employees have the opportunity to contest the result of a positive urine test by having an appropriate portion of the split sample retested at a SAMHSA certified laboratory selected by the employee.
22 Q9: I am unclear about Section VI(2)(a), that seems to say that I can be suspended from consideration for a period of two months or longer before going through the corrective action stages contained in Section VI(2)(e)? A9: Some property owners/customers require testing of all site workers under the owners/customers own policies. This is permitted under Section III (a) of the Policy. If a worker tests positive on these other tests, he/she may be suspended from consideration at that owner/customer s site for two months (or any other interval set by owner/customer), with consideration for employment upon re-application if he/she can demonstrate meaningful participation in a rehabilitation program. Corrective Action for violations of the Program is exclusively provided for in Section VI (2) (e). Q10: Will my social security number appear on the CIASP Drug Free Card? A10: As of January 1, 2004, all newly issued cards will only display the last four digits of your social security number. Your current will be in effect and will not be replaced until new test data is provided (annual test, random test, post-accident test or a test for cause). You will then be issued the new CIASP Drug Free Card. However your social security number will still be required for tracking by the third-party administrator. Q11: Accident is referred to in the Construction Industry Substance Abuse Program (CISAP), what is meant by an accident? A11: When applying the following Post Accident Testing guidelines, individuals should also apply good common sense. The following definition is provided for participants who are utilizing CISAP. ACCIDENT: For the purpose of the CISAP policy, an accident is considered to be an unplanned or unintended event that occurs on company property, during the conduct of company s business, or during scheduled work hours, or which involves company supplied motor vehicles that are used in conducting business, or is within the scope of employment, and which results in any of the six (6) situations: 1. A fatality of anyone involved in the accident; 2. Bodily injury to the employee and/or another person that requires off-site medical attention away from the company s designated place of employment/worksite; 3. Any accident in which the driver is cited and there is disabling damage to the vehicle(s) requiring tow-away;
23 4. Any accident in which the driver is cited and off-site medical attention is required; 5. Vehicular damage in apparent excess of $ ; 6. Non-vehicular damage to any company (i.e. tools, materials, etc.) in apparent excess of $750.00
24 Appendix 2: Role of the Medical Review Officer The Medical Review Officer (MRO) will review all drug tests. If a test is positive, the MRO shall contact the worker confidentially to discuss the test results and to determine if there is explanation for the positive result. This verification will include conducting a medical interview with the tested worker; reviewing the worker s medical history and any relevant biomedical factors; reviewing any medical records made available by the worker to determine if a confirmed positive test result from legally prescribed medication; verifying that the lab report and assessment are correct; and, if necessary, requiring that the original specimen be reanalyzed to determine the accuracy of the reported test result. The MRO shall inform the worker of his/her right to have the second sample (if the positive test was based on a urine sample) to be tested at the worker s expense at another SAMSHA approved testing facility. If the MRO is not able to contact the worker, the MRO shall report to the Construction Industry Substance Abuse Program that the MRO has made reasonable efforts to contact the worker. Then, the Construction Industry Substance Abuse Program, along with the union for the worker, will contact the worker and ask him/her to contact the MRO within 24 hours. The MRO may verify a test as positive without communicating with the worker if the worker refuses to discuss the test results or more than five (5) days have passed after the MRO notified the Construction Industry Substance Abuse Program of the inability to contact the worker. After contacting the worker, the MRO shall report the test results to the Construction Industry Substance Abuse Program s designee providing the following information than the test being reported was in accord with the Program, the name of the worker for whom the results are being reported, the date and location of the test collection, the type of test (pre-employment, annual, random, etc.) and whether the test was positive or negative. All records of testing and verification processes will be forwarded and maintained by the Third Party Administrator (TPA).
25 Appendix 3: Alcohol Testing Protocol Alcohol tests will be administered using a breath specimen, taken by a breath alcohol technician (BAT) using an approved breath testing device (EBT) except in cases of on-scene post accident testing conducted by federal, state, or local officials. Before being tested, each worker will be required to (1) present his/her personal identification and (2) execute a Breath Alcohol Test Form provided by the BAT. A worker who refuses to provide his/her identification, provides a false identification, refuses to execute the Breath Alcohol Test Form or otherwise fails to cooperate will be shown to have failed to cooperate in the testing. Before each alcohol breath test is conducted, the BAT will instruct the worker on how the test will be performed. To protect each worker, the BAT will attach to the testing device an individually sealed mouthpiece in the worker s view. The worker will then be directed to blow forcefully into the breath testing devise until an adequate amount of breath has been maintained. If the worker is unable to provide an adequate amount of breath for the initial or confirmatory test after several attempts to do so, the worker will be required to submit to an evaluation by a licensed medical physician or osteopath to determine whether a valid medical condition does exist. If the physician or osteopath determines that a valid medical condition exists, the test will be reported as negative. If the physician or osteopath determines that a valid medical condition does not exist, the result will be reported as positive. If the worker provides an adequate breath specimen and the initial test registers and alcohol concentration level less than 0.08, the test result will be recorded as a negative and no additional tests will be required at the time. If the worker provided an adequate breath specimen and the initial test registers an alcohol concentration level of 0.08 or greater, a second confirmatory test will be performed. If the confirmatory test registers an alcohol concentration level of 0.08 or greater, it will be reported as a positive test. If the worker provides an adequate breath specimen and the confirmatory test registers less than 0.08, the test will be reported as negative
26 Appendix 4: Computer Generated Selection Testing (CGST) The Third Party Administrator (TPA) of the Construction Industry Substance Abuse Program (CISAP) selects individuals for random testing. The goal is to test 25% of the participants of each local annually. The list is selected through a number generator program that pulls by social security number. Once the list is generated it is sent to the Designated Representative. CGST notification letters are then mailed to those selected. The letter outlines all necessary information regarding testing. Once notified a participant has 72 hours to obtain testing. To make testing convenient several options are available. The participant may choose to have his/her collection completed at the group testing site, generally the last date for collection is a Saturday, or at an approved collection facility (a listing of all locations is included with the notification letter). An Authorization for Substance Abuse Testing form is included and needs to be presented at the collection facility along with valid photo identification. The participant is also instructed to take their current Drug Free Card with them to the collection facility and turn it in. A new card will be issued once a negative result is received. This new test becomes the participants Anniversary Date and is good for a period of one year, unless the individual is selected for another random. An individual can be selected more than one time a year for the CGST. The notification letter will state the deadline date the test must be collected by. The CGST is a sensitive test. It is very important to be tested on or before the deadline date. If a participant does not test by this date, they become ineligible in the program and will need to follow the corrective action procedures listed for a positive test. The Designated Representative receives a final report on the CGST results. Those who tested negative remain eligible. Those who did not show up for testing or tested positive become ineligible.
27 Appendix 5: CISAP Designated Representative Designated Representatives (DRs) are contact persons appointed by companies and unions to work directly with the program s Third Party Administrator (TPA). A company s DR and union s DR are to work together for the successful management of the program. All DRs are to keep privileged substance abuse information confidential. Guidelines for Designated Representatives: 1) Work with the coordinator of the TPA to implement testing schedules: a) The DR is the main contact (alternates are encouraged as a backup contact when the DR is not available. 2) Each participating union or company must designate a person within their group to represent the Construction Industry Substance Abuse Program. An initial 2 hour DR Orientation Module will be required for existing and new DRs beginning on January 1, The responsibilities of the DR are: a) To assure anyone working on a Drug-Free project meets CISAP eligibility b) Receive all confidential information regarding participant ineligibility: either testing positive in the program, missing a scheduled annual or random test and/or refusal to submit to a test. c) Establish secure measures to insure that confidential information cannot be obtained by an unauthorized individual. d) Do not disclose any confidential information to any other party without written consent of participant e) Assist participant testing positive to return to eligible status. Including: Follow rehabilitation assignment and follow return to duty testing procedure. 3) Other:
28 a) DRs are encouraged to attend Union Construction Industry Partnership Drug Free Workplace Seminars. b) The TPA will distribute handout to DRs to assist with their responsibilities.
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EFFECTIVE DATE: 06/01/2013 REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS (FOR TESTING TO BE CONDUCTED IN CALIFORNIA [excluding the City of San
POLICY TITLE: Employee Drug and Alcohol Testing POLICY NO: 403.50 PAGE 1 of 7 It is the intent of the board of trustees of this district to promote an alcohol and drug-free workplace, thereby enhancing
Janik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY Page 1 of 13 Section Table of Contents Statement of Purpose and Policy 3 I. Purpose 4 II. Provisions 4 A. Applicability 4 B. Prohibited Conduct
CERTIFICATE OF COMPLIANCE OF Name of Contractor Company GOLDEN TRIANGLE CONTRACTOR SUBSTANCE AND ALCOHOL ABUSE PROGRAM November 2002 Edition Adopted and implemented by [Name of Contractor Company] ( Company
LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY I hereby acknowledge receipt of the Lake County School Board s Drug-Free Workplace Policy. I Understand that the name, address and telephone number
Drug-Free Workplace Policy and Procedures July 16, 2015 Regional Transit Authority of Southeast Michigan Drug-Free Workplace Policy and Procedures Purpose In compliance with regulations governing anti-drug
City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS I. POLICY OVERVIEW ANTI-DRUG PLAN SUMMARY City of Lincoln (hereinafter referred to as the City) has a vital interest in maintaining
Drug & Alcohol Policy RELIABLE TRUCKING, INC. COMMERCIAL DRIVER PROGRAM 1 2 I. Purpose Statement The purpose of Reliable Trucking, Inc. s Drug & Alcohol Policy is to create, encourage and enforce a safe
WORKPLACE SUBSTANCE ABUSE TESTING AND TREATMENT POLICY Based on the Policy established by the United Association and the Mechanical Contractors Association of America, and the minimum requirements of the
HEAT AND FROST INSULATORS AND ALLIED WORKERS LOCAL 45 JOINT APPRENTICESHIP AND TRAINING COMMITTEE I. PURPOSE DRUG-FREE SUBSTANCE ABUSE POLICY AND PROCEDURE The purpose of this Substance Abuse Policy (hereinafter
DRUG SCREENING POLICY AND PROCEDURES Effective August 31, 2015 The signatory parties recognize that drug abuse is an illness that creates serious problems for workers, their families, the workplace and
Policy and Procedure Page 1 of 6 PASSED BY THE CALHOUN COUNTY BOARD OF SUPERVISORS CALHOUN COUNTY Policy and Procedure I. INTRODUCTION A. PURPOSE AND SCOPE 1. The purpose of this policy is to develop a
FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist Agency/Organization Name: Type(s) of Funding Received by Organization: Applicable Grant #(s): Date of Compliance
Page 1 of 7 700 Kipling Street, Suite 1000 Lakewood, CO 80215 SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE PURPOSE To maintain a safe, healthful, and efficient work environment for the Colorado Department
Generation Drug Free Workplace Policy for Contractor Personnel Revision: 04 Date: 05-06-15 Submitted: Electronic approval pages are archived in CSR Portfolio. Contact K. Kemp for a copy. Reviewed: Reviewed:
Drug and Alcohol Use Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN) Illegal drug use in the workplace is against the law and highly detrimental to the safety and productivity of our
IRONWORKER MANAGEMENT PROGRESSIVE ACTION COOPERATIVE TRUST I.M.P.A.C.T. National Drug Testing and Substance Abuse Program and Guidelines Effective The processes and procedures outlined may be used as a
2001 Delmar Avenue Granite City, IL 62040-6238 618-452-6238 smrld.org Tina Hubert Executive Director SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH SMRLD Drug and Alcohol Free Workplace Policy Purpose
Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities
THE COLLEGE OF WESTERN IDAHO PTE PROGRAMS DRUG FREE SCHOOL POLICY Policy Statement The College of Western Idaho s PTE Programs has an interest in establishing an environment free of the influence of drugs
Guideline # 150.05 Township Of Jackson, Fire District 3, Station 55 Standard Operating Guidelines Employee Substance Abuse Date: 6/09 N EDUCATION: The Board shall implement and use an education program,
1.0 Purpose and Scope Waupaca Foundry, Inc. ( Company ) values its employees and recognizes their need for a safe and healthy work environment. Waupaca Foundry, Inc. also recognizes that employees abusing
Drug Free Workplace Policy 1.1 Purpose and Policy: The Employer adopts this policy to deter the use of alcohol and/or drugs in the workplace. In accordance with this policy, all employees are prohibited
ALCOHOL AND DRUG-FREE WORKPLACE 6.65 I. Legislative Intent It is the intent of the School Board of Seminole County, Florida (SBSB) to establish a policy that ensures all employees remain drug free as a
CITY OF WICHITA SUBSTANCE ABUSE POLICY PURPOSE The City of Wichita has a public trust to provide a variety of services to the community. An efficient and productive workforce is vital to fulfill that responsibility.
INDIANA STATE PIPE TRADES ASSOCIATION/MECHANICAL CONTRACTORS ASSOCIATION OF INDIANA STATEWIDE DRUG and ALCOHOL TESTING Effective March 1, 2003, this policy supersedes all prior policies, procedures, and
General Personnel Bus Driver Controlled Substance and Alcohol Testing I. Introduction Page 1 of 11 Unless specifically stated otherwise, the terms of this policy are to implement the Department of Transportation
NORTHEAST COMMUNITY COLLEGE ADMINISTRATIVE PROCEDURE NUMBER: AP-3237.0 FOR POLICY NUMBER: BP 3237 ALCOHOL AND CONTROLLED SUBSTANCE TEST PROCEDURES FOR COMMERCIAL DRIVER S LICENSE PROCEDURES 1. PROCEDURE
Best Buy Pre-Employment Drug Testing Policy Purpose of Policy Best Buy (the Company), is firmly committed to ensuring a safe, healthy and efficient work environment for our employees, customers and the
NORTH AMERICAN SUBSTANCE ABUSE PROGRAM (NASAP) 1.0 INTRODUCTION The Owner Members of the Houston Business Roundtable (HBR) recognize the benefits of having a safe and substance abuse-free work force. A
Drug and Alcohol Testing for Bus Drivers School bus drivers who operate a motor vehicle requiring a commercial driver's license are subject to a drug and alcohol testing program that fulfills the requirements
Control of Drug Use in Natural Gas & Liquefied Natural Gas STATE OF RHODE ISLAND AND PROVIDENCE PLANTATIONS DIVISION OF PUBLIC UTILITIES AND CARRIERS James J. Malachowski, Administrator RULES AND REGULATIONS
EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers) In accordance with Board policy, the following procedures apply to drug and alcohol testing of drivers. Definitions For the purposes of
WOOD COUNTY BOARD OF EDUCATION Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy Last Reviewed: November 25, 2014 Next Review: November 25, 2016 Section 1.0 Introduction The
TITLE 1 CHAPTER 7 PART 8 GENERAL GOVERNMENT ADMINISTRATION STATE PERSONNEL ADMINISTRATION DRUG AND ALCOHOL ABUSE 220.127.116.11 ISSUING AGENCY: State Personnel Board. [18.104.22.168 NMAC - Rp, 22.214.171.124 NMAC, 02/12/2010]
No. 227.1 SECTION: PUPILS PANTHER VALLEY SCHOOL DISTRICT TITLE: DRUG/ALCOHOL TESTING ADOPTED: August 26, 2010 REVISED: September 22, 2011 227.1. DRUG/ALCOHOL TESTING 1. Purpose The Board recognizes that
Substance Abuse Program www.tridentinsurance.net Lines of Business: Auto, Worker Compensation, Public Officials Liability, Educators Legal Liability, General Liability Risk Control Strategy/Key Issues:
PLEASE NOTE! Please be aware that the Sample Drug and Alcohol Policy is being furnished to you as a courtesy and the language therein should be considered that of a sample. Because the Drug and Alcohol
FEDERAL HEIGHTS POLICE DEPARTMENT Effective Date: May 1999 Directive: 171.5 Approved By: Chief Acker (City of Federal Heights Personnel Code) Employee Drug or Alcohol Abuse Section XII. - Drugs and Alcohol.
POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE I. STATEMENT OF PURPOSE Crossroads of Western Iowa recognizes the problems of substance abuse in society and in the workplace. Substance abuse poses a serious
DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE The RSU 83/M.S.A.D. #13 School Board, hereinafter referred to as the Board, is committed to the establishment of an alcohol and controlled
THE DRUG AND ALCOHOL SCREENING PROGRAM Revision 8- June 1 2014 Table of Contents Page Section 1 Introduction 3 Section 2 Commitment to Confidentiality 3 Section 3 Card Identification System 4 Section 4
2.08 DRUG FREE WORKPLACE Cabinet Approval: CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97 I. PURPOSE To provide: (1) an alcohol / drug free workplace for all employees, (2)
GBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG I. REGULATION - OVERVIEW: This regulation establishes the guidelines, procedures, and circumstances for mandatory alcohol and drug testing for school drivers
CDHD DRUG/TOBACCO/ALCOHOL-FREE WORKPLACE POLICY Central District Health Department is committed to maintaining a drug, tobacco and alcohol-free workplace in the interest of high quality health care, safety
2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits
POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8 This school district has an interest in establishing a work environment free from the influence of drugs
LAKE TRAVIS ISD POLICY FOR RANDOM STUDENT DRUG TESTING STATEMENT OF NEED AND PURPOSE Lake Travis ISD has a vital interest in maintaining a positive learning environment that is safe and healthy for all
COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES I PURPOSE The Purpose of this policy is to establish programs designed to help prevent accidents and injuries resulting
SECTION: PUPILS No. 227.1 UNION SCHOOL DISTRICT TITLE: ADOPTED: May 15, 2008 DRUG/ALCOHOL TESTING FOR COCURRICULAR ACTIVITY(IES) PARTICIPATION, DRIVING AND PARKING PERMIT PRIVILEGES REVISED: 227.1. DRUG/ALCOHOL
Page 1 of 20 Federal Motor Carrier Safety Administration (FMCSA) Mandated Drug and Alcohol Testing Program Definitions Accident, for the purposes of this policy, is an incident involving an employee whose
Substance Abuse Policy for IBEW, Local 725 and National Electrical Contractors Association Effective September 9, 2009, this policy supersedes all prior policies, procedures, and practices related to the
CONEMAUGH HEALTH SYSTEM HUMAN RESOURCES POLICY MANUAL TITLE: SCOPE: This policy applies to Conemaugh Health System entities. PURPOSE: To promote a workplace that is free from the influence of drugs and
OU MEDICAL CENTER Human Resource Policy and Procedure Manual Subject: Drug and Alcohol Section: HR 6-10 Page: 1 of 5 Origination Date: 6/2004 Revision Date: 2/2006, 9/2008, 7/2009 Coverage: All OUMC employees
P407.7 DRUG AND ALCOHOL FREE WORKPLACE PROCEDURE NCPA has a vital interest in maintaining a safe, healthy, and efficient working environment. It is NCPA s intent to maintain a workplace free of drugs and
HUMAN RESOURCES Employee Drug Testing, Substance Abuse and Drug Free Workplace Policy POLICY Number: B-002 1. AUTHORITY: Director of State Civil Service as contained La. R.S. 36:54 2. REFERENCES: La. R.S.
[Minor revision posted 3/7/14 (replaces 1/27/12 edition)] Operating Policy and Procedure : Drug and Alcohol Testing for Safety- and Security-sensitive Positions DATE: March 7, 2014 PURPOSE: The purpose
Page 1 of 24 Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is an incident involving an employee whose job responsibilities
8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE This policy is adopted in order to comply with federal requirements concerning drug and alcohol testing of employees who hold positions
DRUG AND ALCOHOL TESTING REGULATIONS Title 15: Mississippi State Department of Health Part 3: Office of Health Protection Subpart 1: Health Facilities Licensure and Certification Post Office Box 1700 Jackson,
Group Policy GE Healthcare issued By. HUMAN RESOURCES NO 2.7 To be Reviewed: November 2013 Date 9/13/10 subject DRUG-FREE WORKPLACE I. INTRODUCTION GE Healthcare believes that its employees are the Company's
DRUGS AND ALCOHOL A. APPLICANTS Substance screening is required for all final applicants applying for a position for which drug testing is required by the provisions of the Omnibus Transportation Employee
SECTION: PUPILS No. 227.1 NEW CASTLE AREA SCHOOL DISTRICT TITLE: ADOPTED: May 12, 2004 DRUG AND ALCOHOL AWARENESS AND TESTING FOR ATHLETIC PROGRAMS, EXTRACURRICULAR ACTIVITIES, OR ACTIVITIES REVISED: June
BCTD National Drug and Alcohol Testing Program and Policy Effective April 15, 2008 BCTD NATIONAL DRUG AND ALCOHOL TESTING PROGRAM AND POLICY TABLE OF CONTENTS Section 1. Section 2. Section 3. Section 4.
CITY OF PHILADELPHIA DRUG AND ALCOHOL POLICY December 1, 2004 1 INTRODUCTION Alcohol and drug abuse has become a very serious social, medical and economic problem in America pervading every area of life.
9.3 Alcohol and Drug-free Workplace (Corporate Policy) Purpose Xcel Energy has a commitment to its employees, customers, shareholders and the public to promote a safe work environment and to provide energy
STUDENT SUBSTANCE ABUSE POLICY AND PROGRAM I. Purpose, Scope and Application The Alabama School of Mathematics and Science (ASMS) is a High School that strives to provide the best possible education for
Drug and Alcohol Testing Original Implementation: July 14, 1998 Last Revision: April 15, 2014 It is the policy of Stephen F. Austin State University to promote a safe, healthy and productive learning and
abcd BI Roxane Inc. Local Document Type Document Number: Version: 046-Policy-01012 Status: Effective Document Status History: Date : 13 Mar 2014 00:01:28 GMT -05:00 Document Title: Lifecycle State : Effective
MIDWESTERN UNIVERSITY DRUG FREE WORKPLACE AND SUBSTANCE ABUSE POLICY PURPOSE: POLICY: I. To establish policies and procedures whereby Midwestern University shall, in order to appropriately serve the needs