Podcast
Questions and Answers
What constitutes a positive test under this Policy?
What constitutes a positive test under this Policy?
- A cold specimen, an adulterated specimen, a substitute specimen, an unexplained dilute specimen, and refusal to test (correct)
- Only Laboratory positive tests
- Only tests performed on employees while on duty
- Only marijuana and cocaine tests
What is the confirmation level for amphetamines?
What is the confirmation level for amphetamines?
- 150 ng/mL
- 2000 ng/mL
- 250 ng/mL (correct)
- 500 ng/mL
What is the definition of Possession Under this Policy?
What is the definition of Possession Under this Policy?
- The presence of a prohibited drug in the employee\'s vehicle
- The presence of a prescription drug on the individual\'s person
- The presence of an illegal substance or alcohol on the individual\'s person, or in his or her personal effects or other area under the dominion and control of the individual (correct)
- The presence of an illegal substance or alcohol in the workplace
What is a Prescription Drug under this Policy?
What is a Prescription Drug under this Policy?
What is a Random Test under this Policy?
What is a Random Test under this Policy?
What is included in the Random Test Pool?
What is included in the Random Test Pool?
What is the screening level for marijuana/cannabis?
What is the screening level for marijuana/cannabis?
What is prohibited under this Policy?
What is prohibited under this Policy?
What happens if an employee submits a cold/hot, adulterated, unexplained dilute or substituted specimen?
What happens if an employee submits a cold/hot, adulterated, unexplained dilute or substituted specimen?
What happens if an employee refuses to submit to testing under this Policy?
What happens if an employee refuses to submit to testing under this Policy?
Who has the duty to enforce this Policy?
Who has the duty to enforce this Policy?
What should an employee do if they feel they were unfairly required to submit to a drug and/or alcohol test?
What should an employee do if they feel they were unfairly required to submit to a drug and/or alcohol test?
What is the consequence for a Battalion Chief or supervisor who fails to apply this Policy or intentionally acts to obstruct its enforcement?
What is the consequence for a Battalion Chief or supervisor who fails to apply this Policy or intentionally acts to obstruct its enforcement?
What should employees do when taking prescription/over-the-counter drugs?
What should employees do when taking prescription/over-the-counter drugs?
What is the consequence for an employee who abuses their authority in requiring another employee to submit to a drug and/or alcohol test?
What is the consequence for an employee who abuses their authority in requiring another employee to submit to a drug and/or alcohol test?
What happens if a Battalion Chief or supervisor has knowledge that an employee is under the influence of drugs or alcohol while on duty?
What happens if a Battalion Chief or supervisor has knowledge that an employee is under the influence of drugs or alcohol while on duty?
What does EMPLOYEE refer to in the context of Kansas City KCFD?
What does EMPLOYEE refer to in the context of Kansas City KCFD?
Which of the following correctly defines 'Legitimate Medical Use'?
Which of the following correctly defines 'Legitimate Medical Use'?
Who is the MRO in the context of the KCFD drug policy?
Who is the MRO in the context of the KCFD drug policy?
What constitutes a Positive Drug Test result?
What constitutes a Positive Drug Test result?
What is the threshold blood alcohol level for a Positive Alcohol Test?
What is the threshold blood alcohol level for a Positive Alcohol Test?
What is the purpose of the EAP (Employee Assistance Program)?
What is the purpose of the EAP (Employee Assistance Program)?
What does a refusal to submit to a drug test result in under this policy?
What does a refusal to submit to a drug test result in under this policy?
What organization is responsible for conducting research related to drug abuse and addiction?
What organization is responsible for conducting research related to drug abuse and addiction?
What must an employee do after receiving notification for a drug or alcohol screen?
What must an employee do after receiving notification for a drug or alcohol screen?
What may happen if an employee fails to appear for testing without legitimate justification?
What may happen if an employee fails to appear for testing without legitimate justification?
In what form must an employee provide the reason for not appearing for testing?
In what form must an employee provide the reason for not appearing for testing?
Who is responsible for providing the notification to the employee?
Who is responsible for providing the notification to the employee?
What should the employee sign to give consent for the drug or alcohol testing?
What should the employee sign to give consent for the drug or alcohol testing?
What is the primary policy governing the drug and alcohol screen?
What is the primary policy governing the drug and alcohol screen?
What information is included in the employee notification document?
What information is included in the employee notification document?
What indicates that an employee has read and understands the notification?
What indicates that an employee has read and understands the notification?
What happens to an employee's personnel file if they resign or are terminated at Step 4?
What happens to an employee's personnel file if they resign or are terminated at Step 4?
How long must an employee go without an infraction to have an infraction expunged from their record?
How long must an employee go without an infraction to have an infraction expunged from their record?
How frequently can infractions be expunged after the initial expungement?
How frequently can infractions be expunged after the initial expungement?
What is the maximum number of infractions that can be expunged within a twelve-month period?
What is the maximum number of infractions that can be expunged within a twelve-month period?
What should an employee do if they test positive for marijuana at Step 1, Step 2, or Step 3?
What should an employee do if they test positive for marijuana at Step 1, Step 2, or Step 3?
What will happen if an employee submits a positive test result for marijuana at a lower level during the follow-up testing period?
What will happen if an employee submits a positive test result for marijuana at a lower level during the follow-up testing period?
What governs the grievance procedures for any disciplinary action taken under this Policy?
What governs the grievance procedures for any disciplinary action taken under this Policy?
What is the role of the MRO regarding the return-to-duty drug testing?
What is the role of the MRO regarding the return-to-duty drug testing?
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Study Notes
Definitions and Key Terms
- Employee: Any individual appointed to a position within the City of Kansas City Fire Department (KCFD), including various employment types such as regular, part-time, exempt, and contract employees.
- EAP (Employee Assistance Program): A recognized program providing psychological, social, or addiction assistance to KCFD employees.
- Follow Up Test: An unexpected drug or alcohol test following a previous positive result.
- HHS (U.S. Department of Health and Human Services): Government department focused on health and human services.
- Legitimate Medical Use: Properly prescribed drug use for therapy or control of a medical condition, as determined by the Medical Review Officer (MRO).
- MRO (Medical Review Officer): A licensed physician with specialized training in substance abuse who interprets drug test results.
- NIDA (National Institute on Drug Abuse): A component of HHS that researches and disseminates information on drug abuse prevention and treatment.
Drug and Alcohol Testing
- Positive Alcohol Test: A test showing a blood alcohol level of at least 0.04 gm/dL, with refusals treated as positive results.
- Positive Drug Test: A confirmed laboratory test for prohibited substances, with no legitimate medical use according to the MRO. Various specimen conditions (cold/hot, adulterated, diluted, or substituted) also result in a positive test.
- Drug Testing Standards: Specific cut-off levels for various drugs used for screening and confirmation:
- Amphetamines: 500 ng/mL (screening), 250 ng/mL (confirmation)
- Marijuana/Cannabis: 50 ng/mL (screening), 15 ng/mL (confirmation)
- Cocaine: 150 ng/mL (screening), 100 ng/mL (confirmation)
- Opiates/Narcotics: 2000 ng/mL (both)
- PCP: 25 ng/mL (both)
Policies and Procedures
- Possession: Presence of illegal substances or alcohol on person or in personal effects.
- Prohibited Drugs: Includes marijuana, cocaine, amphetamines, opiates, PCP, anabolic steroids, and any controlled substances.
- Random Testing: Conducted without prior notice, based on a scientifically valid method and includes all KCFD employees.
- Disciplinary Actions: Accountability includes expungement of infractions after 48 months without subsequent violations, but only one can be removed at a time.
Employee Obligations and Rights
- Refusal to Submit: Considered a positive test, with potential disciplinary consequences for non-compliance.
- Grievance Procedures: Employees may contest the necessity of testing through established grievance processes.
- Supervisor Responsibilities: Battalion Chiefs must enforce drug policies and take action against employees under the influence.
Testing Notification Process
- Employee Notification: Selected employees must report for testing within 60 minutes and provide a written explanation if unable to do so.
- Testing Facility Notification: Employees receive details about where to go for testing and must acknowledge the notification by signing a consent form.
Special Considerations
- Testing for Marijuana: Employees testing positive may retest multiple times for fitness to return to duty, provided subsequent tests show reduced levels.
- Use of Prescription and Over-the-Counter Drugs: Employees must use medications as prescribed and intended.
Overall Policy Enforcement
- Consequences for Supervisors: Ignore or obstruct enforcement of policy leads to disciplinary actions, including termination.
- Accountability in Drug Testing: Ensures a fair and systematic approach to maintaining a drug-free workplace within KCFD.
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