Questions and Answers
What actions can MDFR take if an employee is found to be in violation of substance abuse directives?
What might an adulterated urine sample indicate?
What is necessary for a Conditions of Employment Agreement to be proposed?
What might be included in the laboratory analysis for substance abuse screening?
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What is a common method used to attempt to alter urine test results?
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Which department's guide should supervisors refer to for implementing the substance abuse policy?
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What can excessive consumption of herbal teas lead to in regard to urine testing?
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What type of test results can indicate that a urine sample has been tampered with?
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What happens to personnel who receive notification of a positive drug test result?
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What is required before an employee can return to duty after a positive drug test?
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What must personnel do if they have a subsequent positive test result while under a Conditions of Employment Agreement?
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What happens to probationary personnel who test positive for substance abuse?
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How are random substance abuse tests scheduled?
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What document is necessary for personnel to attend their scheduled substance abuse test?
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If a laboratory specimen taken during random testing is rejected, what action follows?
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Participation in a County approved substance abuse program is mandatory under which circumstances?
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How long does an employee waive their rights to sit for promotional exams after signing the Conditions of Employment Agreement?
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Who is notified of all positive test results?
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What action cannot be taken against personnel solely based on a positive drug test result linked to a felony arrest?
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What document reflects the Conditions of Employment Agreement required after a positive test?
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What is necessary when a disciplinary action report (DAR) is initiated?
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What must personnel do prior to returning to their regular work assignment?
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Where are confidential files containing medical information stored?
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What does a positive test result indicate in laboratory analyses?
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Which is a valid reason for initiating a drug test based on reasonable suspicion?
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What happens if a supervisor rates a subordinate less than satisfactory only due to a first-time positive test result?
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Within how many days must personnel notify MDFR of any drug statute conviction?
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What constitutes substance abuse according to the provided content?
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What action can be taken if an employee's urine sample does not meet the color or temperature standards?
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What timeframe does MDFR have to notify the granting agency of a drug statute conviction?
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What action will MDFR take after receiving notice of a conviction within 30 days?
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What action follows if both samples from a urine test are found to be adulterated?
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What is the maximum amount of administrative leave granted for the first ESS assessment appointment?
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Which group of personnel must abide by the terms of the substance abuse policy when involved in federal grant programs?
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What condition might require mandatory participation in the ESS Program?
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What must the MDFR HR do if a certified EMT or Paramedic violates substance abuse regulations?
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What does urine sample dilution lead to?
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What is the primary responsibility of an employee according to the guidelines?
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What is a requirement for an employee after completing the ESS Program?
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What must be submitted to MDFR HR upon completing the ESS Program?
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What is the role of the MDFR HR Division Manager upon receiving a positive test result?
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What defines reasonable suspicion in substance testing?
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Which of the following might indicate an employee is under the influence of substances?
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What action is taken when personnel receive a positive test result from a physical examination?
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What must happen before personnel can be required to submit to a drug or alcohol screening based on reasonable suspicion?
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What documentation is necessary for personnel to take to their drug or alcohol screening appointment?
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Under what circumstance will the MDFR HR notify the Deputy Fire Chief?
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What happens if personnel do not comply with a direct order to submit to screening?
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Who will the Division Chief/Manager contact to determine if a reasonable suspicion screening is appropriate?
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What is the role of the escort when personnel are taken for a drug screening?
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What should the Division Chief/Manager do when after-hours or weekend testing is necessary?
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What happens if a specimen is rejected more than two times?
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What must an employee do if they are arrested for substance abuse?
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What documentation must be attached to notifications in the case of a positive test result?
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What role does the Miami-Dade County HR Department play in the testing process?
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What form must a supervisor fill out to document reasonable suspicion observations?
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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.