2014/05/21 Council Agenda Packet

15 An employee who is allowed to re-enter the workforce after receiving a confirmed positive test must successfully complete the treatment and rehabilitation program prescribed by an SAP and must agree to an Everett Fire Department Last Chance Agreement. Section 9 Medical Review Officer The Medical Review Officer (MRO) shall be a licensed physician with knowledge of substance abuse disorders. The MRO shall be familiar with the characteristics of tests (sensitivity, specificity and predictive value), the laboratories conducting the tests and the medical conditions and work exposures of the employees. The role of the MRO will be to review and interpret the positive test results. He/she must examine alternative medical explanations for any positive test results. This action shall include conducting a medical review with the affected employee, review of the employee's medical history and review of any other relevant biomedical factors. The MRO must review all relevant medical records made available by the tested employee when a confirmed positive test result could have resulted from legally prescribed medication. Section 10 Laboratory Results The MRO will advise the employee of any confirmed positive results. The results of any positive drug or alcohol test can only be released to the City by the MRO once the MRO has finished review and analysis of the laboratory's test. Unless otherwise required by law, the City will keep the results confidential in accordance with established policies and procedures. Section 11 Testing Program Costs The City shall pay for costs involving the original drug and alcohol testing, including mileage and time associated with any off-duty testing. Employees will be paid at the straight time rate of pay for time spent traveling to and from and participating in any off-duty testing. The City will also pay for all expenses associated with the MRO. Any additional split-sample testing costs at the request of the employee shall be borne by the employee. Section 12 Voluntary Rehabilitation Program An employee may voluntarily enter rehabilitation without a requirement for prior testing. Employees who enter the program on their own shall not be subject to random retesting by the City. Employees may, with prior approval, use their accrued and earned leave for the necessary time off involved in the rehabilitation program. If an employee tests positive during the one (1) year period following completion of voluntary rehabilitation, the employee will be re-evaluated by a SAP to determine if the employee requires additional counseling and/or treatment. The employee will be solely responsible for any costs, not covered by medical insurance, which arise from counseling or treatment. Section 13 Duty Assignment If the duty assignment for an employee is modified or changed as a result of a voluntary rehabilitation program, and the employee successfully completes his/her rehabilitation program, the employee may be returned to the regular duty assignment. Once treatment and follow-up 190 58