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32 on the original sample taken. Verified positive results will be caused to deny employment to any individual. A Medical Review Officer (MRO) will be available to discuss any positive results from the testing. Any applicant refusing to submit to a controlled substance screening will be disqualified for employment. Applicants will be required to submit to a urinalysis test at a laboratory certified by the United Stated Department of Health and Human Services or licensed by the Agency for Health Care Administration and chosen by the company. By signing a consent agreement, the applicant will release the company from liability. The company will not discriminate against applicants for employment because of past abuse of drugs or alcohol. However, the company will not tolerate any current drug or alcohol abuse. All current employees of the company could be subject to a controlled substance abuse screening no less than 60 days from this policy date and for CDL positions at least once every (2) two years. If follow- up testing to and EAP program is required, testing will be conducted at least once a year for a two (2) year period. Advance notice of a follow-up testing date will not be given. The company will inform the employee or job applicant in writing of a positive test result, the consequences of the test result, and the options available to the employee of job applicant. The company will provide to the employee, upon request, a copy of the test results. Test results indicating that an employee has illegal drugs or non-prescribed drugs in his/her system will be verified by additional lab procedures. Positive results may be caused to terminate employment. A Medical Review Officer (MRO) will be available to refusing to submit to a controlled substance screening will be subject to termination from employment. Additionally, refusing to test or testing positive will result in workman's compensation, medical, and indemnity benefits to be forfeited. An employee or job applicant who receives a positive confirmed drug test result from the medical review officer may contest or explain the result to the medical review officer within five (5) working days after receiving written notification of the positive test result. If an employee of job applicant's explanation or challenge is unsatisfactory to the employer, the person may contest the drug test result as provided by administrative rule 38F-9.009. If an employee's explanation or challenge is unsatisfactory to the MRO, within fifteen (15) days from receipt of the written notification, the MRO will provide to the employee or job applicant has the responsibility to notify the laboratory of any administrative or civil action brought pursuant to Florida Statute 440.102 and the administrative rule 38F -9. In the event an employee wishes a re-test of the specimen or wishes to challenge the test the employee and/or their legal counsel will be responsible to notify the MRO and pay for any charges incurred. Employees who drive company vehicles subject to the rules and regulations of the U.S. Department of Transportation (DOT) will be tested according to the National Institute on drug Abuse (NIDA) protocols. If any employee, while operating a company vehicle or equipment, is involved in an accident that results in a fatality, or that results in bodily injury requiring a person to be treated away from the scene of the accident, or is issued a citation for a moving traffic violation, or there is information that the employee has caused, or contributed to or been involved in an accident while at work, will be required to submit to a controlled substance abuse screening. Samples for testing will be taken within thirty-two (32) hours of such an accident. All employees of the company will be subject to random testing for controlled substance abuse. Random testing will be done on a percentage basis for a fair and equal manner. Reasonable suspicion testing will be done when a report or documentation of drug use, provided by a reliable and credible source.