Substance Abuse Awareness Quiz

A formal written statement detailing a specific organization's rules and guidelines.

An individual chosen by the employee to witness the substance abuse testing procedure.

A comprehensive evaluation of an individual's physical health conducted by a medical professional.

A belief that an individual is under the influence of alcohol or drugs based on specific observations of their appearance, behavior, or speech.

A workplace policy prohibiting the use and possession of alcohol or illegal drugs, both on and off duty.

The belief that an employee has demonstrated signs of alcohol or drug abuse based on specific observations concerning the employee’s appearance, behavior, speech or body odors.

A comprehensive evaluation of an individual's physical health conducted by a medical professional.

An individual chosen by the employee to witness the substance abuse testing procedure.

An employee's refusal to take a drug or alcohol test after reasonable suspicion arises.

Signs that indicate a person may be under the influence of alcohol or drugs, including physical appearance, coordination, and behavior.

A written document that records specific observations supporting reasonable suspicion of alcohol or drug use by an employee.

The permissible time window for administering an alcohol test after observing signs of impairment.

A supervisor's responsibility to be aware of and identify common signs and symptoms of substance abuse among employees.

Formal procedures outlining required steps for drug and alcohol testing in an organization.

Disciplinary actions taken against an employee for violating substance abuse policies, ranging from warnings to termination.

Showing a lack of cooperation or unwillingness to comply with requests.

Exhibiting restlessness, anxiety, or an inability to remain calm.

Displaying aggressive or threatening behavior, possibly verbal or physical.

A state of low mood, characterized by sadness, despair, and lack of interest.

Experiencing confusion or disorientation, possibly due to intoxication or mental health issues.

Feeling sudden and intense fear or anxiety, often accompanied by physical symptoms like rapid heart rate.

A state of worry or nervousness, often accompanied by physical symptoms like sweating or trembling.

Easily irritated or angered, often exhibiting impatience or a short temper.

A process where an employee suspected of being under the influence of drugs or alcohol is tested by an external medical authority.

A supervisor's responsibility is to escort the employee to the testing facility and remain with them throughout the testing process.

This involves ensuring the original documents are delivered to the relevant authorities for further review and action.

The supervisor's role begins when signs of impaired judgment or behavior due to possible drug use are observed.

The designated supervisor must be of the same gender as the employee, aiming to ensure a safe and comfortable environment.

This refers to a situation where the employee is unable to perform their job effectively due to possible impairment.

The PMB (Personnel Management Bureau) is responsible for coordinating the drug and alcohol testing procedures.

A formal written statement outlining specific procedures for managing substance abuse in an organization, including drug and alcohol testing, employee representation, and disciplinary actions.

An individual who witnesses the substance abuse testing procedure to ensure fairness and transparency, chosen by the employee being tested.

The division chief, who is responsible for receiving and reviewing completed substance abuse documentation from the HRD.

A supervisor who is responsible for observing the flow of urine into the specimen container during a substance abuse test.

The act of refusing to submit to a substance abuse test when requested by an employer, which can have serious consequences.

A written document that details observations made by a supervisor that suggest an employee may be under the influence of alcohol or drugs.

A supervisor's responsibility to be aware of and identify common signs and symptoms of substance abuse among employees.

A set of actions that may be taken against an employee for violation of substance abuse policies, ranging from warnings to termination.

A person chosen by an employee to witness the substance abuse testing procedure. The observer is allowed one hour to report to the test location and must not interfere with the process.

The supervisor is responsible for dismissing the observer if they interfere with the testing process.

MDCR will not pay overtime for another employee to replace an observer who is on duty. The observer can only leave their duty assignment if there is no impact on manpower and with the permission of the supervisor.

If an employee's representative is present during testing, MDCR must have two supervisors of the same gender present. This ensures equal representation.

All alcohol and substance testing must follow the procedures outlined in the Miami-Dade County Scientific and Administrative Protocol Manual.

Results of the alcohol and drug screening must be kept confidential at all times.

If the employee tests positive for a legal drug, their Drug/Alcohol Usage Analysis Consent and Release Form is reviewed to verify prescribed medications. HRD will be notified for any discrepancies and will contact the employee to obtain missing information.

If information provided by the employee confirms the initial positive test results, it is documented on the toxicology report and no confirmatory test is required.