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Drug & Alcohol Testing Protocols

Pre-Employment

  1. Candidate notified to complete drug and/or alcohol screening:  
    • Email will include instructions for completing the screening(s) and a Donor Pass if necessary.
      • Non safety-sensitive positions will require only a drug screening.
      • Positions with safety-sensitive responsibilities will require both a drug and alcohol screening.
      • An applicant identification number will be provided and shall be used instead of a social security number.
  2. The candidate submits to a drug and/or alcohol screening on their own, but generally within one week of being notified.
    • Candidates who applied for positions with safety-sensitive duties will need their Donor Pass and BAT Order Form.
    • Government issued identification will be required to complete test(s).
    • Employee shall sign a consent form provided by the collection site.
  3. Once the test(s) have been completed a waiting period occurs until results have been returned to the Company.
    • Typically arrive within a week.
  4. When results are received they are either:
    • Reviewed by Human Resources if the role does not include safety-sensitive duties.
    • Reviewed by the Company's Designated Employer Representative (DER) if the role includes safety-sensitive duties.
  5. If all appropriate results are:
    • Negative - the candidate shall be notified of the negative result(s) and will proceed with any additional pre-employment tasks.
      • Results will later be uploaded into the employee's profile in the Company's Human Resources Information System, BambooHR.
    • Positive - the candidate shall be notified of the positive result(s) and their pre-employment process will come to a halt.
      • Candidate may appeal result by contacting the Medical Review Officer (MRO) or other appropriate contact.
      • If appeal is not resolved within seven (7) days of the results being received, or the test(s) have been verified as positive, whichever is shorter, the candidate will not be hired and will no longer be considered for future employment opportunities.

Random

  1. Employee selected from random drawing pool:
    • Safety-Sensitive and non safety-sensitive employees are in separate drawings.
      • Drawing pools may contain employees from a collection of multiple companies.
    • The current Federal Flight Administration (FAA) testing rate is 25% for drugs and 10% for alcohol.
  2. The Company receives a list of employees selected to complete a drug or alcohol screening for the quarter:
    • Human Resources will determine when notification to submit to random drug and/or alcohol screenings is to be provided.
  3. Employee(s) (Donor(s)) are notified to submit to random screening:
    • Direct manager is notified just before the employee is remove from job responsibilities.
    • Employee is required to display government issued identification to notifier.
      • If identification cannot be provided see Lack of Government-Issued Identification.
    • Employee shall complete any appropriate documentation before leaving the job-site. 
    • Notifier provides Donor Pass and/or any appropriate test order documentation.
    • The notifier offers and/or reminds drug screening donor to drink water.
    • Employee is given reasonable time, but not to exceed fifteen (15) minutes, before submitting to a random screening.
  4. The employee submits to a drug and/or alcohol screening on their own:
    • Employee is expected to only travel directly to and from the collection site and job-site.
      • Only a reasonable amount of time taken by the employee to complete a test is to be paid.
    • Employee shall provide Donor Pass and/or any appropriate test order documentation to the collection site.
    • Employee shall provide government issued identification to the collection site.
    • Employee shall sign a consent form provided by the collection site.
  5. Once the test(s) have been completed the employee:
    • Immediately returns to the job-site.
    • Contacts the notifier of a completed test.
    • Reports back to direct manager and/or job duties.
  6. When results are received they are either:
    • Reviewed by Human Resources if role does not include safety-sensitive duties.
    • Reviewed by the Company's Designated Employer Representative (DER) if role includes safety-sensitive duties.
  7. If all appropriate results are:
    • Negative - the employee may be notified of the negative result(s).
      • Results will be uploaded into the employee's profile in the Company's Human Resources Information System, BambooHR.
    • Positive - the employee shall be notified of the positive result(s).
      • Employee shall be removed from safety-sensitive duties at minimum and if applicable.
        • Employee may be suspended without pay until final disciplinary action determination can be made.
      • Employee may appeal result by contacting the Medical Review Officer (MRO) or other appropriate contact.
        • If appeal is not resolved within seven (7) days of the results being received, or the test(s) have been verified as positive, whichever is shorter, the employee will face appropriate disciplinary action.

Reasonable Suspicion

  1. Trained management observes or is notified of an employee's behavior that may reflect potential drug and/or alcohol use:
    • Management collects the Reasonable Suspicion Observation Checklist which can be found outside of the Human Resources office.
      • Or on the Human Resources Information System (HRIS), BambooHR.
      • This record is required as it documents specific behaviors that create a reasonable suspicion for which the employee is believed to be under the influence of drugs and/or alcohol.
    • Observations may be made either from a far or directly.
    • The Company's Designated Employer Representative (DER) and/or Human Resources shall be consulted before notifying an employee to submit to reasonable suspicion testing, if at-all possible
  2. If reasonable suspicion still exist then the employee (donor) is notified to submit to a reasonable suspicion screening:
    • The employee will be advised that the Company believes there is reasonable suspicion that he or she is under the influence of drugs and/or alcohol and that a test is being mandated to confirm or deny this suspicion.
    • Employee is required to display government issued identification to notifier.
      • If identification cannot be provided see Lack of Government-Issued Identification.
    • Employee shall complete any appropriate documentation before leaving the job-site. 
    • The notifier offers and/or reminds drug screening donor to drink water.
    • Notifier provides Donor Pass and/or any appropriate test order documentation to the member of management or a designated attendant who will accompany the employee to the collection site.
    • Employee is to halt job duties and submit to a reasonable suspicion screening immediately.
  3. The employee is transported to complete a drug and/or alcohol screening:
    • Employee is expected to only be transported to and from the collection site and job-site.
      • Under no circumstance will the employee be allowed to drive himself or herself to the collections site.
    • The member of management or the designated attendant shall provide the Donor Pass and/or any appropriate test order documentation to the collection site.
    • Employee shall provide government issued identification to the collection site.
    • Employee shall sign a consent form provided by the collection site.
  4. Once the test(s) have been completed the employee:
    • Is immediately returned to the job-site.
    • If results were not immediately available at the collection site or came back positive the employee:
      • Will under no circumstances be permitted to return to safety-sensitive duties if applicable.
      • Management shall make transportation arrangements to get the employee home.
        • The employee's vehicle will remain on Company premises.
          • The Company shall not be held responsible for the security of a personal vehicle in this case.
          • The employee may decide to have their vehicle towed at their own expense.
      • The employee may be suspended without pay until results have been collected and reviewed.
  5. When results are received they are either:
    • Reviewed by Human Resources if role does not include safety-sensitive duties.
    • Reviewed by the Company's Designated Employer Representative (DER) if role includes safety-sensitive duties.
  6. If all appropriate results are:
    • Negative - the employee will be notified of the negative result(s).
      • Compensation will be provided for:
        • Time taken to complete the test(s);
        • Time lost from being sent home early;
        • Time lost from suspension (if applicable).
      • Results will be uploaded into the employee's profile in the Company's Human Resources Information System, BambooHR.
    • Positive - the employee will be notified of the positive result(s).
      • Employee shall be removed from safety-sensitive duties at minimum and if applicable.
      • Employee may be suspended without pay until determination of final disciplinary action can be made.
      • Employee may appeal result by contacting the Medical Review Officer (MRO) or other appropriate contact.
        • If appeal is not resolved within seven (7) days of the results being received, or the test(s) have been verified as positive, whichever is shorter, the employee will face appropriate disciplinary action.
      • Results will be uploaded into the employee's profile in the Company's Human Resources Information System, BambooHR. 

Post-Accident

  1. Trained management observes or is notified of an employee's behavior that may reflect potential drug and/or alcohol use and that may be the cause of an incident:
    • Management collects the Reasonable Suspicion Observation Checklist which can be found outside of the Human Resources office.
      • Or on the Human Resources Information System (HRIS), BambooHR.
      • This record is required as it documents specific behaviors that create a reasonable suspicion for which the employee is believed to be under the influence of drugs and/or alcohol.
    • Observations may be made either from a far or directly.
    • The Company's Designated Employer Representative (DER) and/or Human Resources shall be consulted before notifying an employee to submit to post-accident testing, if at-all possible
  2. If reasonable suspicion still exist then the employee (donor) is notified to submit to a post-accident screening:
    • The employee will be advised that the Company believes there is reasonable suspicion that he or she is under the influence of drugs and/or alcohol and that a test is being mandated to confirm or deny this suspicion.
    • Employee is required to display government issued identification to notifier.
      • If identification cannot be provided see Lack of Government-Issued Identification.
    • Employee shall complete any appropriate documentation before leaving the job-site. 
    • The notifier offers and/or reminds drug screening donor to drink water.
    • Notifier provides Donor Pass and/or any appropriate test order documentation to the member of management or a designated attendant who will accompany the employee to the collection site.
    • Employee is to halt job duties and submit to a reasonable suspicion screening immediately.
  3. The employee is transported to complete a drug and/or alcohol screening:
    • Employee is expected to only be transported to and from the collection site and job-site.
      • Under no circumstance will the employee be allowed to drive himself or herself to the collections site.
    • The member of management or the designated attendant shall provide the Donor Pass and/or any appropriate test order documentation to the collection site.
    • Employee shall provide government issued identification to the collection site.
    • Employee shall sign a consent form provided by the collection site.
  4. Once the test(s) have been completed the employee:
    • Is immediately returned to the job-site.
    • If results were not immediately available at the collection site or came back positive the employee:
      • Will under no circumstances be permitted to return to safety-sensitive duties if applicable.
      • Management shall make transportation arrangements to get the employee home.
        • The employee's vehicle will remain on Company premises.
          • The Company shall not be held responsible for the security of a personal vehicle in this case.
          • The employee may decide to have their vehicle towed at their own expense.
      • The employee may be suspended without pay until results have been collected and reviewed.
  5. When results are received they are either:
    • Reviewed by Human Resources if role does not include safety-sensitive duties.
    • Reviewed by the Company's Designated Employer Representative (DER) if role includes safety-sensitive duties.
  6. If all appropriate results are:
    • Negative - the employee will be notified of the negative result(s).
      • Compensation will be provided for:
        • Time taken to complete the test(s);
        • Time lost from being sent home early;
        • Time lost from suspension (if applicable).
      • Results will be uploaded into the employee's profile in the Company's Human Resources Information System, BambooHR.
    • Positive - the employee will be notified of the positive result(s).
      • Employee shall be removed from safety-sensitive duties at minimum and if applicable.
      • Employee may be suspended without pay until determination of final disciplinary action can be made.
      • Employee may appeal result by contacting the Medical Review Officer (MRO) or other appropriate contact.
        • If appeal is not resolved within seven (7) days of the results being received, or the test(s) have been verified as positive, whichever is shorter, the employee will face appropriate disciplinary action.
      • Results will be uploaded into the employee's profile in the Company's Human Resources Information System, BambooHR.

Lack of Government-Issued Identification

  1. When identification is unavailable the employee shall:
    • Immediately be transported home by a member of management or a designated appointee to collect a form of identification.
      • As a result of not being able to provide identification at the time of the notice, the employee will not:
        • Be paid for collecting his or her identification;
        • Be compensated for completing the drug and/or alcohol screening.
  2. The employee shall then be immediately transported to the collection site:
    • Regardless of the type of test being performed.
  3. Once testing has been completed the employee shall be transported to the workplace:
    • If evidence points to intention or suspicion:
      • Will under no circumstances be permitted to return to safety-sensitive duties if applicable.
      • Management shall make transportation arrangements to get the employee home.
        • The employee's vehicle will remain on Company premises.
          • The Company shall not be held responsible for the security of a personal vehicle in this case.
          • The employee may decide to have their vehicle towed at their own expense.
      • The employee may be suspended without pay until results have been collected and reviewed.
      • Regardless of result, the employee will not be compensated for time or shift(s) missed.

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