30 Questions
What is the purpose of the drug-free workplace policy according to the Bonita Springs Fire Control and Rescue District?
To establish and maintain a safe, healthy working environment for all employees
In which situation are employees required to notify the Deputy Chief of EMS?
If they are required to take any controlled substances that may affect their ability to perform their job duties safely and efficiently
What federal law requires the implementation of a drug-free workplace policy?
Drug-Free Workplace Act
What is the main goal of the Bonita Springs Fire Control and Rescue District regarding employee safety?
To reduce the incidence of accidental injury to persons or property
What substances must employees notify the Deputy Chief of EMS about, as per DOT Rule 49 CFR Part 40 Section 40.85?
Controlled substances, including marijuana metabolites, cocaine metabolites, amphetamines, opiate metabolites, and phencyclidine (PCP)
What is the District's stance on rehabilitation for employees with substance abuse problems?
To provide assistance toward rehabilitation for any employee who seeks the District's help
When was the Drug-Free Workplace policy effective?
7/12/2010
What section of the Florida Statutes requires the Drug-Free Workplace policy?
Section 112.0455 F.S.
What is the District's commitment regarding employee safety?
Firm commitment to maintaining a safe working environment for all employees
What is required of employees in relation to controlled substances and their job duties?
Notify the Deputy Chief of EMS if they are required to take any controlled substances that may affect their ability to perform their job duties
Who is authorized to perform drug testing according to the policy?
Certified labs by the State of Florida Agency for Health Care Administration or the National Institute of Drug Abuse (NIDA)
What action may the District take if an employee tests positive for alcohol and/or illegal drugs?
Corrective and rehabilitative action as provided for in the article, and/or disciplinary action
What is the consequence for an employee who refuses to submit to alcohol and/or substance abuse testing?
Subject to discipline, up to and including discharge from employment with just cause
Who will pay for the physical examinations and tests required by the policy?
The District
When will physical examinations and/or blood/breath/urine specimens be obtained?
While the Employee is on duty
Who can access the records of examinations and tests as per the policy?
Managers or officials whose job requires direct access to such information
When can the test results be disclosed to any other person, agency, or organization?
When written authorization is obtained from the Employee
How are the test results intended to be kept?
Confidential medical records
What should be affixed to the test results if they have been refuted?
The subsequent refutation
What will the District do if a positive testing result is later determined to be refuted?
Affix the subsequent refutation to the result
What is the definition of 'reasonable suspicion' in the workplace drug and alcohol policy?
Suspicion based on specific, objective facts warranting further investigation
Under what circumstances is legal use of prescribed drugs allowed in the workplace?
If it doesn't impair job performance or endanger others
What are the prohibited activities related to alcohol or illegal drug use in the workplace?
Possession, distribution, and being under the influence
What may violations of the drug and alcohol policy lead to?
Disciplinary action, termination, or substance abuse program participation
What types of tests may be used for alcohol testing in the workplace?
Breath analysis equipment and blood tests
What is required before notifying anyone of initial positive results in drug testing?
Confirmation
What requires physician approval for workplace use?
Prescription medication
What is the threshold for alcohol and illegal drugs testing?
Not specified in the text
What is included in the definitions provided by the workplace drug and alcohol policy?
Alcohol abuse, drug abuse, and illegal drugs
What is the definition of 'prohibited activities' related to alcohol or illegal drug use?
Alcohol or illegal drug use, possession, distribution, and being under the influence
Study Notes
Workplace Drug and Alcohol Policy Summary
- Prescription medication requires physician approval for workplace use
- Prohibited activities on and off premises include alcohol or illegal drug use, possession, distribution, and being under the influence
- Legal use of prescribed drugs allowed if it doesn't impair job performance or endanger others
- Violations may lead to disciplinary action, termination, or substance abuse program participation
- Definitions include alcohol abuse, drug abuse, and illegal drugs
- "Reasonable suspicion" defined as suspicion based on specific, objective facts warranting further investigation
- Circumstances warranting testing include reasonable suspicion or involvement in accidents
- Procedure for testing employees under reasonable suspicion, including providing written summary to the employee
- Threshold levels for alcohol and illegal drugs testing
- Use of breath analysis equipment and blood tests for alcohol testing
- Procedures for testing for the presence of illegal drugs
- Confirmation required before notifying anyone of initial positive results
Test your knowledge of workplace drug and alcohol policies with this quiz. Covering prescription medication, prohibited activities, legal use of prescribed drugs, definitions, reasonable suspicion, testing procedures, and more.
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