AOP 607.11-.17 Fire Department Drug Testing Procedures

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Questions and Answers

What actions may be taken against employees who refuse to undergo substance testing?

Relocation to a different department

Mandatory counseling sessions

Disciplinary action up to termination (correct)

Warning and a brief suspension

Which of the following is NOT considered tampering with a urine specimen?

Adulteration of the specimen

Dilution of the sample

Substitution of the sample with someone else's

Providing a sample directly after consuming fluids (correct)

When must substance tests be performed according to the procedures?

At any time during the employee's shift

Only on weekends or holidays

Before an employee starts their shift

During or immediately after the employee's scheduled work period (correct)

What is the role of the Medical Review Officer (MRO) in the testing process?

To evaluate test results in conjunction with the employee Signup and view all the answers

What confidentiality measures must the City follow regarding substance testing?

Test results and related documents must be treated as confidential Signup and view all the answers

What opportunity is given to an employee after a confirmed positive test result?

They can explain the results before the City officials are notified Signup and view all the answers

What consequence does an employee face if found supplying an altered urine sample?

Disciplinary action up to and including termination Signup and view all the answers

What right do employees have regarding discussions about their drug and alcohol test results?

The right to have union representation during discussions Signup and view all the answers

Who is authorized to collect samples for drug and alcohol testing?

Only those persons deemed qualified by the State Board of Health Signup and view all the answers

What is required to maintain sample integrity during testing?

A written record of the chain of custody must be maintained Signup and view all the answers

If an employee receives a positive drug test, what can they do?

They may designate an appropriate facility for retesting under certain conditions Signup and view all the answers

Who bears the cost for a retest if the original confirmed test is positive?

The city only covers the cost if the retest reverses the positive result Signup and view all the answers

What must be ensured when collecting body component samples?

The process must respect the individual's privacy Signup and view all the answers

Which levels are used for identifying positive substance abuse results?

Levels established by the Federal Department of Transportation Signup and view all the answers

What standard must testing facilities meet?

They must be licensed by the State Department of Health Signup and view all the answers

What should be documented during the testing process?

The chain of custody of the sample Signup and view all the answers

What is required for an non probationary employee to avoid an initial positive test occurrence if they test positive for a substance?

The substance must be lawfully prescribed in the employee's name and used as directed. Signup and view all the answers

What action may be taken against an employee who tests positive for drugs or alcohol?

The employee may be suspended, demoted, or terminated following a pre action or pre termination hearing Signup and view all the answers

What must an employee agree to in order to continue their employment after a positive drug or alcohol test?

Undergo random or periodic drug testing for two years. Signup and view all the answers

What must an employee provide before undergoing a drug or alcohol test?

A picture I.D. or an exempt supervisor for identification. Signup and view all the answers

What happens to an employee who has a positive test result but is under a lawful prescription?

They may be counselled and consulted but will not incur an initial occurrence. Signup and view all the answers

Which facility is designated for after-hours drug or alcohol testing if the Medical Section is closed?

Hillcrest Medical Center Emergency Department. Signup and view all the answers

What is a potential consequence of a grievance regarding the drug testing policy?

It will be handled through the City of Tulsa Personnel Policies and procedures grievance procedure Signup and view all the answers

Continued employment, if offer shall be contingent upon?

2 years of random or periodic drug testing and satisfactory participation in EAP program Signup and view all the answers

What must occur before disciplinary action can be taken against an employee who tests positive for drugs or alcohol?

The test result must be confirmed by a second test on a the same sample Signup and view all the answers

What is required for the release of drug testing records to someone other than the employee?

The employee's express written permission or if otherwise required by law Signup and view all the answers

Which of the following roles is responsible for ensuring compliance with the drug testing policy?

Supervisors and management Signup and view all the answers

What happens to records relating to drug testing in terms of personnel files?

They shall be kept separated from personnel records Signup and view all the answers

Under what circumstance can the City take disciplinary action based on drug or alcohol testing results?

If the test arises under reasonable suspicion or for-cause testing Signup and view all the answers

What may employees seeking treatment for substance abuse expect regarding their job rights?

They shall be treated fairly and appropriately concerning their job rights Signup and view all the answers

How many opportunities does a non-probationary employee with a previously satisfactory record have after an initial positive test before disciplinary action is taken?

One opportunity Signup and view all the answers

In what situation can paid administrative leave be used?

During reasonable suspicion or for-cause testing at the supervisor's discretion Signup and view all the answers

Study Notes

Drug or Alcohol Testing Methods and Documentation

Collection, storage, transportation, and testing must adhere to Oklahoma State Board of Health rules and federal regulations.
Testing facilities must be licensed by the State Department of Health.
Only qualified personnel may collect samples, with proper labeling to avoid erroneous results.
Body component samples for testing are collected respecting individual privacy; direct observation of urine sample collection by City representatives is prohibited.
A chain of custody record of the sample is kept until it is no longer necessary.
Employees can notify relevant information about current or recent drug use before testing.
Positive drug test identification levels follow Federal Department of Transportation standards.
Employees with positive results can request a retest at a designated facility, which must also meet specific standards.

Costs

The City covers all drug or alcohol testing costs, except when an employee challenges a positive test result; in such cases, the employee bears the retest cost unless the retest yields a negative result, redirecting costs back to the City.

Testing Timing and Work Time

All testing of current employees occurs during or immediately after work hours and is considered compensable work time under the Fair Labor Standards Act.

Refusal to Undergo Testing; Tampering with Sample

Refusal to test or tampering with samples can lead to disciplinary actions, including termination.
Tampering includes dilution or substitution of samples; laboratory analysis ensures specimen integrity.

Medical Review Officer (MRO)

A qualified Medical Review Officer is employed by the City to evaluate test results alongside the employee or applicant.
Before notifying City officials of a positive result, the MRO must contact the employee to discuss possible explanations.
Employees may request union representation during discussions related to drug/alcohol test results, potential disciplinary actions, or agreement signing.

Confidentiality

The City complies with the Workplace Drug and Alcohol Testing Act's confidentiality provisions, treating all related information as confidential.
Drug testing records must be kept separate from personnel files and may only be released under specific legal circumstances.

Disciplinary Action

Substance abuse is recognized as treatable; the City provides opportunities for education, treatment, and rehabilitation before disciplinary measures are enforced.
Discipline only follows a confirmed positive test result from a second testing method.
Non-probationary employees with one positive test typically receive one chance for continued employment, barring cases of reasonable suspicion.

Substance Use Policy for Non-Probationary Employees

A non-probationary employee can avoid a positive test label if they prove that a substance is legally prescribed and used appropriately.
Positive drug or alcohol tests may lead to suspension, demotion, or termination following a pre-hearing process, with outcomes based on their work history.

Return-to-Work Protocol

Employees with positive tests must achieve verified negative results through approved City testing facilities before returning to work.
Costs associated with return-to-work testing are covered by the employer.

Grievance Handling

Grievances regarding drug testing policy implementation are managed through the City of Tulsa's Personnel Policies and Procedures unless superseded by collective bargaining agreements.

Testing Procedure

Employees must present identification or be accompanied by a supervisor during drug or alcohol testing to verify their identity at the testing facility.

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Description

This quiz covers the methods and documentation required for drug or alcohol testing within the Fire Department, as per Oklahoma State regulations. It includes information on testing facilities, sample handling, and compliance with health statutes.