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B. ADMINISTRATIVE OR LEGAL CHALLENGE The applicant /employee may undertake an administrative challenge of the test result by filing a claim for benefits with a Judge of Compensation Claims pursuant to Ch. 440, F.S. or if no workplace injury has occurred, the donor must Ot hallenge the test result in a Court of competent jurisdiction. When a donor undertakes a challenge to the results of a test, shall be his or her responsibility to notify the testing laboratory of the challenge, and the testing sample shall be retained by the laboratory until the case is settled. C. INDEPENDENT TESTING In the event of a positive test result, the donor, during the 180 day period after written notification of a positive test result, may request independent testing at his /her own expense of a portion of the tested specimen for verification of the test result. The laboratory utilized for the independent testing must also be licensed by HRS. The result(s) of the independent testing may be used in any administrative or legal challenge. X. CONSEQUENCES OF POSITIVE TEST RESULTS/DISCIPLINARY ACTION A. JOB APPLICANTS If the results of a pre - employment drug test are confirmed positive, the job applicant will be disqualified from further employment consideration. B. EMPLOYEES 1. Any employee whose test results are confirmed positive, will be subject to disciplinary action up to and including termination. 2. The Company reserves the right to suspend an employee without pay pending the release of the results of a drug test or the outcome of an investigation related to a violation of the Company's Drug -Free Workplace Policy. • 3. If an employee is injured in the course and scope of his or her employment at CSI and whose test results are confirmed positive, the employee may, In addition the the above, forfeit his or her eligibility for all medical and indemnity benefits under the Florida Worker's Compensation Act. Any Company group health /medical insurance in effect does not cover injuries sustained in the course or scope of employment. XI. DRUG -FREE WORKPLACE AWARENESS /EDUCATION PROGRAM A. OBJECTIVE This Awareness /Education Program is designed to help achieve the Company's goal of maintaining a drug -free workplace. B. ELEMENTS 1. Ongoing communications to Company employees and supervisory personnel that include educational and informational materials advising about the dangers of drug use and /or abuse. 2. Display and distribution to Company employees of community service hot -line telephone numbers for employee assistance concerning drug use and /or abuse. 3. Specific training of Company's management and supervisory personnel who are responsible for determining when an individual is subject to testing based on "reasonable suspicion ". Such training will encompass the specific, contemporaneous physical, behavioral, and performance indications of probable drug use. • 4. Annual education for all Company employees to assist them in identifying personal and emotional problemswhich may result in the misuse of alcohol or drugs. The course will include a presentation on the legal, social, physical and emotional consequences of misuse of alcohol or drugs. 5