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58 <br /> <br /> <br />It is agreed to use only a blood draw for marijuana testing. Testing for marijuana levels will be a THC <br />concentration of 4.00 nanogram per milliliter (ng/ml) or higher as shown by analysis of the person’s blood. THC <br />concentration means nanograms of delta-9 tetrahydrocannabinol per milliliter of a person’s whole blood. <br />An employee who is allowed to re-enter the workforce after receiving a confirmed positive test must successfully <br />complete the treatment and rehabilitation program prescribed by an SAP and must agree to an Everett Fire <br />Department Last Chance Agreement. <br /> <br />Drug test results gathered under this article will not be used in a criminal investigation or prosecution. <br /> <br />Section 8 Alcohol Testing <br /> <br />Tests for alcohol concentration will be conducted using a National Highway Traffic Safety Administration <br />(NHTSA)-approved evidential breath testing device (EBT) operated by a trained breath alcohol technician <br />(BAT). The test will be considered positive if the amounts meet the thresholds as established in 49 CFR Part 40, <br />as amended. <br />No employee should report for duty, or remain on duty, when his/her ability to perform assigned functions is <br />adversely affected by alcohol or when his/her percentage of blood alcohol concentration (BAC) is 0.04 or <br />greater. <br /> <br />Any employee who tests positive for alcohol with a confirmed BAC level of 0.04 or higher will be placed on paid <br />administrative leave pending investigation and referred to a Substance Abuse Professional (SAP) through the <br />City’s EAP. A positive alcohol test may result in discipline depending upon the circumstances related to the <br />positive test. <br /> <br />An employee who is allowed to re-enter the workforce after receiving a confirmed positive test must successfully <br />complete the treatment and rehabilitation program prescribed by an SAP and must agree to an Everett Fire <br />Department Last Chance Agreement. <br /> <br />Section 9 Medical Review Officer <br /> <br />The Medical Review Officer (MRO) shall be a licensed physician with knowledge of substance abuse disorders. <br />The MRO shall be familiar with the characteristics of tests (sensitivity, specificity and predictive value), the <br />laboratories conducting the tests and the medical conditions and work exposures of the employees. <br />The role of the MRO will be to review and interpret the positive test results. He/she must examine alternative <br />medical explanations for any positive test results. This action shall include conducting a medical review with the <br />affected employee, review of the employee's medical history and review of any other relevant biomedical factors. <br />The MRO must review all relevant medical records made available by the tested employee when a confirmed <br />positive test result could have resulted from legally prescribed medication. <br /> <br />Section 10 Laboratory Results <br /> <br />The MRO will advise the employee of any confirmed positive results. The results of any positive drug or alcohol <br />test can only be released to the City by the MRO once the MRO has finished review and analysis of the <br />laboratory's test. Unless otherwise required by law, the City will keep the results confidential in accordance with <br />established policies and procedures. <br /> <br />Section 11 Testing Program Costs <br /> <br />The City shall pay for costs involving the original drug and alcohol testing, including mileage and time associated <br />with any off-duty testing. Employees will be paid at the straight time rate of pay for time spent traveling to and <br />from and participating in any off-duty testing. The City will also pay for all expenses associated with the MRO.