• If the employee has a current and valid Drug Free ID card that is less than six months old, the employee doesn't have to test.
• If the employee's Drug Free ID card is older than six months, but less than a year old, you have the option of having the employee test, if that is your company policy.
• In all other cases, new employees must test, including management.

1. Noticed by the employee's immediate supervisor or others; and
   
2. Confirmed by another supervisor or manager; and
   
3. Commonly recognized to be a symptom of intoxication or impairment caused by a controlled substance; and
   
4. A potential risk to the safety of the workplace.

1. any employee seeks off-site medical attention; or
   
2. there is any property damage, which at the time of the accident, is reasonably believed to exceed $500.00.

A drug urine and alcohol Breathalyzer will be performed no later than 24 hours after an employer has knowledge of the accident.

• To provide a second opinion in confirming any positive drug test
• To determine if a positive test is because of drug use or because of a medical or biological reason
• To determine if there is a medically appropriate reason for a diluted urine sample
• To determine whether an employee has a medical condition that would require alternative testing, such as blood or saliva testing.
• To confirm whether the sample is adulterated or diluted for a non-medical reason.

• Failing to take a scheduled test;
• Failing to keep a scheduled appointment with the evaluator;
• Failing to participate in and/or complete the assigned treatment or education program;
• Refusal to test;
• Substituting another substance or specimen for his/her urine specimen (including your own previously excreted urine);
• Giving a second diluted specimen sample without a valid medical explanation;
• Providing a urine specimen that has the presence of an adulterant.
  

Refusal to Test - means any conduct by an employee that interferes with the testing process, such as:

• Refusing or failing to appear at the collection site;
• Refusing to provide valid identification, signatures or initials where required;
• Disruptive, belligerent or offensive conduct at the collection or test site;
• Late arrival at the collection or test site (more than 24 hours after notification);
• Having a known adulterant(s) on one's person when appearing for a collection or test, even if no adulterant is introduced into the specimen.

Penalties for Refusal to Test or for Substitution, a Second Dilution or Adulteration:

• The employee will be suspended from work (or from dispatch where dispatch rules allow) for a two-week disciplinary penalty.

To Return to Compliance

• The employee must submit to testing and provide a valid specimen within 24 hours of notice.

If The Employee Fails to Test Within 24 Hours

• The employee will be suspended from work and/or dispatch for an additional one-week disciplinary penalty.
• After this, every 24-hour delay in testing will result in an additional penalty of one-week suspension from work and/or dispatch.

• Testing, evaluation or treatment program. If the decision or action relates to testing, evaluation or treatment procedures, the employee should first try to resolve the issue informally with the Providence EAP. For example, ask for a new evaluation or new counselor. If it is not resolved informally, the employee may file a grievance through his/her local union (or through company policy, for non-bargaining employees).
  
• Termination due to non-compliance. If the employee has been terminated from a job, he/she should first appeal to the administrator, A&I. If not satisfied with the results, the employee may file a grievance through his/her local union (or through company policy, for non-bargaining employees).
  
• Not eligible for employment or dispatch (where local dispatch rules allow). If the employee is not eligible for dispatch as a result of any decision made under the Drug Free Workplace Program, he/she may appeal to the Hiring Hall Appeals Committee.