I-L-12 Substance Abuse 09/03/2010
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Questions and Answers

What actions can MDFR take if an employee is found to be in violation of substance abuse directives?

  • Ignore the violation if it’s the first offense
  • Require personnel to submit to laboratory analysis (correct)
  • Provide immediate rehabilitation without a hearing
  • Terminate the employee without a review

    • What might an adulterated urine sample indicate?

  • A high concentration of creatinine
  • Compliance with testing regulations
  • Ingestion of excessive amounts of water (correct)
  • The use of legal medications

    • What is necessary for a Conditions of Employment Agreement to be proposed?

  • A predetermined penalty structure
  • Case-by-case circumstances discretion of MDFR (correct)
  • Approval from Miami-Dade County government
  • Standard procedures without exceptions

    • What might be included in the laboratory analysis for substance abuse screening?

    <p>An initial screening followed by confirmatory analysis</p> Signup and view all the answers

    What is a common method used to attempt to alter urine test results?

    <p>Adding water or commercial masking agents</p> Signup and view all the answers

    Which department's guide should supervisors refer to for implementing the substance abuse policy?

    <p>Miami-Dade County Human Resources Department</p> Signup and view all the answers

    What can excessive consumption of herbal teas lead to in regard to urine testing?

    <p>Dilution leading to abnormal test characteristics</p> Signup and view all the answers

    What type of test results can indicate that a urine sample has been tampered with?

    <p>Abnormal characteristics for creatinine, pH, or specific gravity</p> Signup and view all the answers

    What happens to personnel who receive notification of a positive drug test result?

    <p>They will be immediately relieved from duty with pay.</p> Signup and view all the answers

    What is required before an employee can return to duty after a positive drug test?

    <p>A return to duty drug/alcohol screening.</p> Signup and view all the answers

    What must personnel do if they have a subsequent positive test result while under a Conditions of Employment Agreement?

    <p>They will be terminated from County service without appeal rights.</p> Signup and view all the answers

    What happens to probationary personnel who test positive for substance abuse?

    <p>They are immediately terminated from employment.</p> Signup and view all the answers

    How are random substance abuse tests scheduled?

    <p>By MDFR HR with a 48-hour prior notice to management.</p> Signup and view all the answers

    What document is necessary for personnel to attend their scheduled substance abuse test?

    <p>A Physical Examination and Drug/Alcohol Appointment cover sheet.</p> Signup and view all the answers

    If a laboratory specimen taken during random testing is rejected, what action follows?

    <p>The personnel will be relieved of duty with pay.</p> Signup and view all the answers

    Participation in a County approved substance abuse program is mandatory under which circumstances?

    <p>Only if the test is positive after a physical examination.</p> Signup and view all the answers

    How long does an employee waive their rights to sit for promotional exams after signing the Conditions of Employment Agreement?

    <p>Two years.</p> Signup and view all the answers

    Who is notified of all positive test results?

    <p>MDFR HR Division Manager, Internal Affairs Bureau, and EMS Division.</p> Signup and view all the answers

    What action cannot be taken against personnel solely based on a positive drug test result linked to a felony arrest?

    <p>Relief from duty without pay.</p> Signup and view all the answers

    What document reflects the Conditions of Employment Agreement required after a positive test?

    <p>A Disciplinary Action Report.</p> Signup and view all the answers

    What is necessary when a disciplinary action report (DAR) is initiated?

    <p>Submission of all supporting documentation to HR.</p> Signup and view all the answers

    What must personnel do prior to returning to their regular work assignment?

    <p>Submit to return to duty drug/alcohol screening</p> Signup and view all the answers

    Where are confidential files containing medical information stored?

    <p>In the MDFR HR office</p> Signup and view all the answers

    What does a positive test result indicate in laboratory analyses?

    <p>Confirming the presence of a suspected substance.</p> Signup and view all the answers

    Which is a valid reason for initiating a drug test based on reasonable suspicion?

    <p>An employee is observed acting erratically.</p> Signup and view all the answers

    What happens if a supervisor rates a subordinate less than satisfactory only due to a first-time positive test result?

    <p>It violates established policy</p> Signup and view all the answers

    Within how many days must personnel notify MDFR of any drug statute conviction?

    <p>Five days</p> Signup and view all the answers

    What constitutes substance abuse according to the provided content?

    <p>Using any substance that impairs job performance or health.</p> Signup and view all the answers

    What action can be taken if an employee's urine sample does not meet the color or temperature standards?

    <p>The employee must submit another sample.</p> Signup and view all the answers

    What timeframe does MDFR have to notify the granting agency of a drug statute conviction?

    <p>Within 10 days of receiving notice</p> Signup and view all the answers

    What action will MDFR take after receiving notice of a conviction within 30 days?

    <p>Administer disciplinary and/or administrative action</p> Signup and view all the answers

    What action follows if both samples from a urine test are found to be adulterated?

    <p>Standard procedures for reasonable suspicion will be enacted.</p> Signup and view all the answers

    What is the maximum amount of administrative leave granted for the first ESS assessment appointment?

    <p>Three hours.</p> Signup and view all the answers

    Which group of personnel must abide by the terms of the substance abuse policy when involved in federal grant programs?

    <p>Personnel engaged in federal grant programs</p> Signup and view all the answers

    What condition might require mandatory participation in the ESS Program?

    <p>Requesting assistance for a second time.</p> Signup and view all the answers

    What must the MDFR HR do if a certified EMT or Paramedic violates substance abuse regulations?

    <p>Report the violation to the Department of Health</p> Signup and view all the answers

    What does urine sample dilution lead to?

    <p>False negative drug test results.</p> Signup and view all the answers

    What is the primary responsibility of an employee according to the guidelines?

    <p>Seek help before substance abuse leads to disciplinary action.</p> Signup and view all the answers

    What is a requirement for an employee after completing the ESS Program?

    <p>They must take a return to duty drug/alcohol screening, if applicable.</p> Signup and view all the answers

    What must be submitted to MDFR HR upon completing the ESS Program?

    <p>A letter of completion.</p> Signup and view all the answers

    What is the role of the MDFR HR Division Manager upon receiving a positive test result?

    <p>To notify the appropriate Division Chief/Manager.</p> Signup and view all the answers

    What defines reasonable suspicion in substance testing?

    <p>Specific, objective facts and rational inferences.</p> Signup and view all the answers

    Which of the following might indicate an employee is under the influence of substances?

    <p>Marked changes in behavior not due to other factors.</p> Signup and view all the answers

    What action is taken when personnel receive a positive test result from a physical examination?

    <p>They are relieved from duty with pay.</p> Signup and view all the answers

    What must happen before personnel can be required to submit to a drug or alcohol screening based on reasonable suspicion?

    <p>A witness must confirm the supervisor's observations.</p> Signup and view all the answers

    What documentation is necessary for personnel to take to their drug or alcohol screening appointment?

    <p>A medical appointment cover sheet.</p> Signup and view all the answers

    Under what circumstance will the MDFR HR notify the Deputy Fire Chief?

    <p>When a positive test result is received.</p> Signup and view all the answers

    What happens if personnel do not comply with a direct order to submit to screening?

    <p>They will be terminated.</p> Signup and view all the answers

    Who will the Division Chief/Manager contact to determine if a reasonable suspicion screening is appropriate?

    <p>The MDFR HR Division Manager.</p> Signup and view all the answers

    What is the role of the escort when personnel are taken for a drug screening?

    <p>To ensure cooperation with medical personnel.</p> Signup and view all the answers

    What should the Division Chief/Manager do when after-hours or weekend testing is necessary?

    <p>Inform the MDFR HR Manager and escort personnel to the emergency room.</p> Signup and view all the answers

    What happens if a specimen is rejected more than two times?

    <p>Personnel will be relieved of duty with pay.</p> Signup and view all the answers

    What must an employee do if they are arrested for substance abuse?

    <p>Notify MDFR immediately upon release.</p> Signup and view all the answers

    What documentation must be attached to notifications in the case of a positive test result?

    <p>A Statement of Confidentiality.</p> Signup and view all the answers

    What role does the Miami-Dade County HR Department play in the testing process?

    <p>They document the tests and follow up with the testing facility.</p> Signup and view all the answers

    What form must a supervisor fill out to document reasonable suspicion observations?

    <p>Reasonable Suspicion Observation Form.</p> Signup and view all the answers

    Study Notes

    Administration of Substance Abuse Policy

    • MDFR is responsible for disciplinary actions related to violations of substance abuse policies.
    • Personnel may be required to undergo laboratory analysis for suspected violations of directives regarding alcohol and drugs.

    Supervisory Guidance

    • Supervisors should be familiar with the Miami-Dade County Employee Support Services Section Guide for policy implementation.

    Urine Sample Integrity

    • Adulterated or diluted urine samples can be detected through specific clinical tests evaluating creatinine, pH, and specific gravity.
    • Dilution may occur due to excessive water intake or diuretics, while adulteration involves substances designed to alter test outcomes.

    Conditions of Employment Agreement

    • A Conditions of Employment Agreement outlines terms for continued employment following substance abuse violations and is proposed at MDFR's discretion.

    Laboratory Analysis Procedure

    • Drug/alcohol screenings consist of an initial screening and a confirmatory test using recognized forensic toxicology methods.
    • A positive test result confirms the presence of a substance in the specimen.

    Reasonable Suspicion Criteria

    • Reasonable suspicion for testing may arise from observed substance use, intoxication, irrational behavior, or accidents involving County equipment.
    • Each case of reasonable suspicion is evaluated individually.

    Voluntary Assistance Requests

    • Employees can voluntarily request assistance for substance dependence, leading them to the county's Employee Support Services Program.
    • Assistance requests are confidential, and employees may receive up to three hours of paid leave for initial assessments.

    Mandatory Assistance

    • Employees requesting assistance more than once will be mandated to participate in the Employee Support Services Program, including drug/alcohol screening and signing a Conditions of Employment Agreement.

    Physical Examination Protocol

    • Regular physical examinations monitor overall health, including substance testing.
    • Positive results lead to immediate relief from duty with pay while disciplinary actions are determined.

    Notification of Positive Test Results

    • Positive test results will be communicated to various departments, including Internal Affairs and EMS.

    Disciplinary Actions

    • Employees testing positive will be relieved from duty and may face disciplinary measures, including reassignments or signing agreements for continuous random testing.
    • Probationary personnel who test positive may be terminated immediately.

    Random Substance Testing

    • Random tests are organized by MDFR HR and require confirmation from division management.
    • Employees must be escorted to testing facilities and adhere to procedures to ensure sample integrity.

    Substance Abuse Program Participation

    • Enrollment in an approved substance abuse program is mandatory following specific triggering events, such as positive test results.
    • Employees must provide completion letters to MDFR HR following successful program participation.

    Limitations on Promotions

    • Employees who sign the Conditions of Employment Agreement forfeit eligibility for promotional exams for two years.

    Return to Duty Testing

    • Employees may be required to complete drug/alcohol screenings before resuming their regular duties after any necessary leave or intervention.

    Confidentiality of Records

    • Medical information and treatment records related to substance abuse are kept confidential and separate from general personnel files.### Confidentiality and Compliance
    • Medical information related to substance abuse and disciplinary actions stored in MDFR HR.
    • Compliance with Florida Statute Chapter 401.411 and 440.101-440.102, along with Miami-Dade County protocols established in 1992.

    Performance Evaluations

    • Supervisors cannot rate subordinates lower than satisfactory solely due to a first-time positive drug test result.
    • DAR (Drug Abuse Results) must be noted on performance evaluations, but it cannot solely dictate job performance ratings.

    Federal and State Reporting Requirements

    • Personnel involved in federal grant programs must acknowledge receipt of the substance abuse policy.
    • Employees must report any drug statute conviction within five days to MDFR.
    • MDFR is required to notify the granting agency within ten days of receiving conviction notice.
    • Appropriate disciplinary actions must be administered within 30 days of receiving notice of a conviction.

    Reporting Violations for EMTs and Paramedics

    • All certified EMTs and Paramedics violating alcohol or substance abuse policies will be reported to the Florida Department of Health.
    • MDFR HR will provide written advisories, including documentation, to the EMS Division Chief regarding violations.

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    Description

    Test your understanding of the Administration of Substance Abuse Policy and its enforcement procedures. This quiz covers disciplinary actions, supervisory guidance, urine sample integrity, and employment agreements related to substance abuse violations.

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