1. Have the job applicant sign the pre employment drug testing agreement. We suggest you attach the form to your applications. If the job applicant is hired the application with the signed pre employment agreement will be placed in his/her permanent personnel record.

2. If the job applicant is considered for employment you should give him/her a copy of the "Employee Information Package" and instruct him/her to read it and sign the "Education and Training Form" attached to the back of the package. This form should then go into his/her permanent personnel record.

3. Discuss with the applicant an appropriate time for them to go to a designated collection site for his/her drug test. At that time you will give them a chain of custody form (AHCA Form 3170-5006) with the upper block completed (see instructions.) Drug testing must be completed within twenty four (24) hours from the time you give the applicant the form. You should call the designated collection site in the presence of the applicant to confirm an appointment and to be sure the site is and will remain open for the collection procedure.

4. The collection site person can be instructed to notify you if the applicant misses his/her appointment.

5. You will usually be notified within 24 hours of negative test results but it may take up to 10 days for the results of a verified positive test. You should notify the applicant that their employment is contingent upon a negative test result. You can let an applicant begin work prior to knowing their test results, but inform them that if a verified positive result does occur that they will only be paid for the hours or days they have worked and will not be employed. You are not required in any way to offer a job applicant assistance in an EAP Program but should let them know that they may re-apply in six (6) months and the positive test will not be held against them.

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1. The injured employee should immediately be taken to a medical treatment facility and have any injuries treated prior to any drug testing.

2. The individual transporting the injured employee to be treated should be given a AHCA Form 3170-5006 with Section I completed by you (check the Post Accident box in section D.).

3. Once the injured employee has been treated he/she is to proceed to a designated collection site if the treating facility is not a designated collection site. If the injury requires the employee to remain at the treatment facility it would be acceptable for the treatment facility personnel to collect the necessary specimen. They will the follow the instructions on the AHCA Form 3170-5006 and mail the specimen to the approved laboratory.

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1. If a manager or supervisor notices or is suspicious that an employee is impaired by methods as outlined in the Drug Free Workplace Plan he/she will come to you and you will give them a "Reasonable Cause Declaration" form to complete.

2. With the "Reasonable Cause Declaration" form completed you will instruct the employees supervisor or other designated official to transport the employee to the designated collection site. You will provide them with AHCA Form 3170-5006 with Section I completed by you (check the reasonable Suspicion/Cause box in section D.) If you are testing for alcohol be sure to check that off also in section E.

3. Upon completion of the specimen collection procedure, the official accompanying the suspected impaired employee must take the employee to his/her residence. It should be emphasized not to let the suspected impaired employee drive.

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Within five (5) working days after receipt of a confirmed positive test result from the Medical Review Officer, you must inform the employee or job applicant in writing of the positive test result and the consequences of such result. (Form included in your program guide)

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If an employee refuses to submit to a required drug test he/she is assumed to be a drug abuser and is considered to have a positive test. This is grounds for termination. They can be offered an opportunity to enter a qualified (EAP) Employee Assistance Program but this is optional. If the employee refuses to enter a program they may be terminated.

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