Substance Abuse Testing Regulations Quiz

This policy outlines rules and procedures for controlled substance and alcohol use for Houston Fire Department employees.

The Mayor's Executive Order 1-12 outlines the city's policy on controlled substances and alcohol abuse, which the HFD policy complies with.

This refers to the act of abusing controlled substances (drugs) or alcohol, which can impact performance or safety.

This policy requires a designated individual to oversee various testing procedures, such as random, post-accident, and reasonable-suspicion drug and alcohol testing.

This testing is conducted when there is reasonable suspicion that an employee is under the influence of drugs or alcohol.

This testing is implemented randomly to deter substance abuse and ensure compliance with the policy.

This testing is conducted after an accident to determine if drug or alcohol use contributed.

This policy addresses the requirement of the Drug-Free Workplace Act of 1988, which aims to create a drug-free work environment.

A designated person authorized to approve drug testing after an accident.

A designated person authorized to approve drug testing based on reasonable suspicion of impairment.

The person who reviews and interprets drug test results from the lab, communicates results to employees, and makes the final determination.

The department responsible for investigating positive drug test results.

The process of testing an employee for drug use before they return to work.

The designated person authorized to approve drug testing when an employee needs to return to work after an absence.

The process of selecting employees for random drug testing without any prior indication of drug use.

The process of informing employees about their selection for a random drug test.

The responsibility of the DTC to ensure that all test results and related information are protected from unauthorized access.

The requirement for the DTC to submit a monthly report to the Human Resources Physical Exam/Drug Testing Facility outlining results of random controlled substance tests.

An employee must pass a drug test before returning to work after an absence of 30 or more consecutive days.

The employee's Department Supervisor will arrange the drug test on the first day the employee returns to work.

Only non-DOT controlled substances are tested for return-to-work purposes.

All employees are subject to alcohol and drug testing after any type of work accident, not just vehicle accidents.

Post-accident testing is required even if the employee is not directly involved in the accident.

The District Chief must notify the employee's assigned District Chief if an accident happens in a different district to ensure the employee is temporarily removed from safety-related work.

The driver of any moving Fire Department vehicle must be tested for alcohol and drugs if involved in a vehicle accident resulting in immediate medical treatment, a tow-away vehicle, or a fatality.

The District Chief investigating the accident will notify the Office of Emergency Communications (OEC) and request an Incident Safety Officer (ISO) for the post-accident testing process.

The designated individual responsible for receiving and processing drug test results.

An employee who has undergone drug testing cannot return to safety-sensitive work duties until the test results are received.

Supervisors of non-classified employees are tasked with determining whether an employee's job involves safety implications and if a temporary role is necessary while awaiting test results.

An employee who suspects a co-worker is under the influence of drugs or alcohol should report it to their supervisor.

The employee reporting a suspicion must explain the details and any supporting information to their supervisor, highlighting the potential impact on the co-worker's performance.

This process involves the collection and handling of original drug test forms within a specific timeframe.

This includes all classified employees of the Houston Fire Department and any non-classified employees with safety-sensitive job duties.

The person authorized to oversee the drug testing process is responsible for notifying the DTC and the Assistant Chief of Human Resources in case of a positive test.

An employee must complete all steps of the collection process before any sick leave can be approved.

Before taking a drug test, an employee must sign forms consenting to the test and allowing release of results to city officials.

If an employee refuses to sign the consent form, the drug test will not be conducted.

An employee refusing to sign the consent form will be placed on paid administrative leave pending an investigation.

A private restroom stall or similar enclosure must be provided for privacy during urine sample collection.

No personal items like bags, phones, or purses are allowed in the collection area.

The water in the toilet may be colored blue to prevent dilution of urine samples.

Employees must provide their own urine sample and cannot substitute someone else's.