C. The employee shall be advised of the: basis for the reasonable cause; methods of
testing which may be used; substances which may be identified; importance of
cooperating with the collection site personnel; confidentiality of individual test
results; appeals process through a Medical Review Officer following a confirmed
positive drug test; and the consequences of refusing to sign consent forms, failing to
submit to testing, failing to report for a specimen collection, or receiving a verified
positive test result or confirmed positive alcohol test.
D. The HR manager shall initiate a testing process as soon as possible. The employee
shall be given verbal notification of the time, date and location of the test and be
required to sign a consent and acknowledgment form. The employee is given a copy
of the form and a copy is placed in the employee’s personnel file.
E. If the employee refuses to sign the consent form or to undergo testing as scheduled,
the supervisor shall take disciplinary action upon consultation with the HR manager
in accordance with department policy.
F. If a non-positive test result occurs, the employee shall be notified immediately by
the HR manager. All records surrounding this incident shall be removed from the
employee’s personnel file. If the test is positive, the director, within five (5) days of
receiving positive test confirmation, shall inform the employee in writing of the
results and proposed action to be taken.
G. The employee who tests positive, if not dismissed, shall be required to participate in
the department’s Employee Assistance Program. The HR manager shall contact the
Employee Assistance Program consultant to schedule an appointment for the
employee. The employee shall be given verbal notification of the date, place and
time of the session.
H. The employee shall be required to sign and date a Release of Information form when
seen by the Employee Assistance Program consultant. A copy of this form shall be
given to the employee and a copy retained by the EAP Consultant. This form shall
permit the HR manager to be informed on: whether the employee reported for the
initial session; whether the employee is engaged in a treatment program; and whether
the employee successfully completed the recommended course of treatment.
I. The employee will be granted leave to participate in an appropriate and approved
education or treatment program. The employee will be allowed to use accumulated
sick and vacation leave or leave without pay.
J. Upon successful completion of the Employee Assistance Program recommended
course of action, the employee will be returned to the work unit after approval by the
HR manager.