Reso 2011-1813 - Laserfiche WebLink

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. Failure to provide a sufficient amount of urine or breath without an adequate medical explanation; . Failure or decline to take a second test the employer or collector requests you to take; . Failure to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process, or as directed by the Designated Employer Representative as part of the shy bladder or insufficient breath procedures; . Failure to cooperate with any part of the testing process (e.g., refuse to empty pockets when directed by the collector, behave in a confrontational way that disrupts the collection process); . When evidence is found that the employee is wearing a prosthetic device that could be used to interfere with the collection process; . When an employee admits to have adulterated his/her sample or substituting a specimen to the MRO or the collector; . If the MRO reports that your urine sample is determined to be a verified adulterated or substituted specimen; . A covered employee who leaves the accident scene without proper authorization prior to submitting to a drug or alcohol test; . Failure to sign the certification at Step 2 of the Alcohol Testing Form; . Refusing to wash his or her hands; . Admitting to adulterating or substituting a specimen. The above behaviors constitute a violation of the City's Drug-Free Workplace Policy. The covered employee shall be relieved of duty immediately and shall be subject to disciplinary action up to and including dismissal. (See Employer Action on Positive Test Result and Refusal to Test.) Employer Action on Positive Test Result and Refusal to Test Immediately after receiving notice from a Medical Review Officer (MRO) that a covered employee has a verified positive drug test, the employer shall remove the covered employee from safety-sensitive duty immediately. Immediately after receiving notice from a Breath Alcohol Technician (BAT) that a covered employee has a confirmed alcohol test result of 0.04 or greater, the employer shall remove the covered employee from safety-sensitive duty immediately. If a covered employee refuses to submit to a required drug or alcohol test, the employer shall remove the covered employee from safety-sensitive duty immediately. (See also Refusal to Test Violations. ) A covered employee that was removed from duty because of a refusal to test or because of a positive drug or alcohol test result must be referred to a Substance Abuse Professional (SAP). SIB _Drug-Free_ Workplace]rogram_-_ W-CDL Page 33 of 41 12/15/201 I