Employee Drug Screen Procedures

EMPLOYEE DRUG SCREEN PROCEDURES

Purpose and Scope

This document establishes the policy and standardized procedures for drug and alcohol screening of employees and applicants. The objective is to protect workplace safety, ensure compliance with applicable laws and contractual obligations, and provide a consistent, defensible process for specimen collection, laboratory testing, Medical Review Officer (MRO) review, record retention, and employee notification. These procedures apply to all applicants and employees in positions designated by the employer and to any individual who is subject to testing under this policy.

Definitions

"Verified Positive" means a laboratory report affirmed by the MRO that indicates the presence of a prohibited substance or metabolite, as defined in this policy. "Refusal to Test" includes failure to appear, failure to provide a specimen, adulteration or substitution of a specimen, or other conduct designed to frustrate testing.

Testing Circumstances

Employees and applicants may be required to submit to drug and/or alcohol testing under the following circumstances as applicable to their position: pre-employment, reasonable suspicion, post-accident, random selection, return-to-duty following a confirmed violation, and follow-up testing. The procedures for each testing circumstance are detailed below.

Testing Types and Substances

Testing may include urine drug screening, oral fluid testing, breath alcohol testing, and other scientifically accepted methods. Substances subject to screening include, but are not limited to: amphetamines/methamphetamines, cocaine, opioids (including heroin, morphine, codeine), THC/cannabinoids, phencyclidine (PCP), and other substances identified by the employer or required by contract. Confirmatory testing shall be performed using validated laboratory methods.

Specimen Collection and Chain of Custody

Collection will be performed by trained collection personnel following strict chain of custody protocols. The collector will verify identity, instruct the donor, and complete required documentation. Specimens will be sealed and labeled in the presence of the donor. All collection activities and custodial transfers will be documented to maintain an unbroken chain of custody from collection through laboratory analysis.

Observed Collections and Refusals

Observed collections shall be conducted when tampering or substitution is reasonably suspected or when directed by regulatory or contractual requirements. A refusal to provide a specimen, an attempt to adulterate or substitute, or other obstructive behavior will be treated as a refusal to test and may result in disciplinary action up to and including termination.

Laboratory Testing and Medical Review

All specimens designated for confirmation testing will be analyzed by certified laboratories using validated methods. The MRO will review non-negative laboratory results, consider legitimate medical explanations, and notify the employer of verified positive results or refusals to test. The employer will not act on preliminary positive results until the MRO completes verification.

Notification, Confidentiality, and Recordkeeping

Test results and related records are confidential and will be disclosed only to supervisors and managers with a legitimate business need, to the MRO, collection and laboratory personnel, and as required by law. Records of testing, chain of custody, laboratory reports, and MRO determinations will be retained in a secure file for the period required by applicable law or company policy.

Consequences of Verified Positive or Refusal

A verified positive test, a confirmed adulterated/substituted specimen, or a refusal to test will subject the individual to disciplinary action up to and including termination. The employer may require a fitness-for-duty evaluation, treatment and rehabilitation as a condition of continued employment where permitted by law and policy. Return-to-duty and follow-up testing protocols will apply as set forth in this document.

Employee Rights and Appeals

Employees have the right to provide information regarding prescription or over-the-counter medications to the MRO for consideration. Where applicable, employees may request the split specimen be tested at an independent laboratory in accordance with procedures for handling and timelines established by the MRO or regulatory requirements. Disputes regarding procedural errors or test integrity may be raised through the employer's established grievance procedure.

Procedural Steps for Specific Test Events

Pre-employment: Applicants selected for testing must report to the designated collection site prior to the commencement of employment. Random: Employees selected by an objective, non-discriminatory process must report immediately for collection. Reasonable suspicion: Supervisors must document observed conduct that gives rise to reasonable suspicion; the employee shall be transported to the collection site in a timely manner. Post-accident: Testing following an incident shall occur as soon as practicable and before the employee resumes safety-sensitive duties when feasible.

Authorization and Employee Consent

By acknowledging below, the employee or applicant consents to submit to collection and testing as required by this policy and authorizes release of test results to the employer and MRO for purposes of employment decisions and compliance.

Personal Information

Position Information

Employment History (Most Recent First)

Education

References (Professional)

Acknowledgment of Policy and Consent

I have read and understand the Employee Drug Screen Procedures, including testing circumstances, collection procedures, confidentiality, and consequences for a verified positive test or refusal to test. I consent to submit to drug and/or alcohol screening as required by this policy and authorize the release of test information to the employer and MRO as necessary for employment decisions.

Applicant Certification and Authorization

I certify that all information provided in this form is true and complete to the best of my knowledge. I understand that false statements, omissions, or misrepresentations may disqualify me from employment or subject me to disciplinary action. I expressly authorize the employer and its designated agents to contact my prior employers, references, and treatment providers as necessary to verify my employment history and to obtain information relevant to my fitness for duty and compliance with this drug screening policy.

I authorize previous employers and professional references to release information to the employer for the purposes described above. I understand that, where required by law, reasonable accommodation requests will be considered but do not negate the employer's right to require testing when permitted.

Acknowledgment of Receipt

By signing below, I acknowledge receipt of this policy and certify that I understand my obligations and the testing procedures described herein.

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