DEPARTMENT OF THE ARMY EP 600-1-3 

 U.S. Army Corps of Engineers 

CEHR-D Washington, DC 20314-1000 

Pamphlet 28 February 2001 

No. 600-1-3 

Personnel-General 

USACE DRUG TESTING PROCEDURES 

for 

THE ARMY’S DRUG-FREE FEDERAL WORKPLACE (DFW) 

CIVILIAN DRUG TESTING PROGRAM 

TABLE OF CONTENTS 

PARAGRAPH PAGE 

 

1 Purpose.................................................................................... 1 

2 Applicability............................................................................... 1 

3 Distribution................................................................................. 1 

4 References................................................................................ 1 

5 Responsibilities.......................................................................... 2 

6 Categories of Drug Testing and Testing Procedures.......................... 2 

7 Specimen collection.................................................................... 9 

8 Medical review........................................................................... 10 

9 Personnel Actions....................................................................... 11 

10 Records.................................................................................... 11 

 

APPENDICES 

Appendix A – Memorandum, CEHR-D, 13 March 2000, subject: Drug-Free 

 Workplace..................................................................... A-1 

Appendix B – Sample Voluntary Testing Agreement................................. B-1 

Appendix C – Sample Follow-Up Testing Notification................................ C-1 

Appendix D – Notice to Applicant or Current Employee of Random Drug 

 Testing under the Department of the Army Drug-Free 

 Federal Workplace Program............................................. D-1 

Appendix E – USACE Specific Testing Designated Position (TDP) 

 Categories..................................................................... E-1 

Appendix F – DoD Directive 1010.9, DoD Civilian Employee Drug Abuse 

 Testing Program............................................................. F-1 

Glossary Glossary-1 
3 

 DEPARTMENT OF THE ARMY EP 600-1-3 

 U.S. Army Corps of Engineers 

CEHR-D Washington, DC 20314-1000 

Pamphlet 28 February 2001 

No. 600-1-3 

Personnel-General 

USACE DRUG TESTING PROCEDURES 

FOR 

THE ARMY’S DRUG-FREE FEDERAL WORKPLACE (DFW) CIVILIAN DRUG 

TESTING PROGRAM 

1. Purpose. On 15 September 1986, Executive Order (EO) 12564 established the goal 

of a Drug-Free Federal Workplace (DFW). This EO recognized the serious impact of 

illegal drug use on the national workforce and required Federal agencies to develop a 

plan for achieving the objective of a DFW, with due consideration to the rights of the 

government, the employees, and the general public. To achieve this goal, the Army 

implemented the DFW drug abuse testing program for DA civilian employees. The 

following procedures provide guidelines for administration of civilian drug testing in the 

Corps of Engineers. These guidelines should be used in conjunction with AR 600-85, 

Alcohol and Drug Abuse Prevention and Control Program, and the Department of 

Health and Human Services (DHHS) Mandatory Guidelines for Federal Workplace Drug 

Testing Programs 

2. Applicability. This pamphlet applies to all HQUSACE elements and all USACE 

commands. 

3. Distribution. Approved for public release; distribution is unlimited. 

4. References.

 a. EO 12564, Drug-Free Federal Workplace, 15 September 1986. 

 b. DoD Directive 1010.9, Civilian Employee Drug Abuse Testing Program, 

administrative re-issuance incorporating Change 1, 20 January 1992. 

 c. AR 380-67, Personnel Security Program. 

 d. AR 600-85, Alcohol and Drug Abuse Prevention and Control Program. 

 e. AR 690-700, Chapter 751, Discipline. 

 f. ER 385-1-91, Training, Testing, and Licensing of Boat Operators. 
4 

 g. Memorandum, CEHR-D, 13 March 2000, subject: Drug-Free Workplace, 

Appendix A. 

 h. Mandatory Guidelines for Federal Workplace Drug Testing Programs, 

published by the Department of Health and Human Services, which includes Scientific 

and Technical Requirements and Certification of Laboratories Engaged in Urine Drug 

Testing, 59 FR 29908-29931; 62FR 51118-51119; 63FR 63483-63484. 

5. Responsibilities. Implementation of an effective testing program requires the 

cooperation and involvement of the supervisor, the Alcohol and Drug Control Officer 

(ADCO), the Employee Assistance Program (EAP) provider, the Drug Program 

Administrator, the Labor Counselors, the servicing Civilian Personnel Advisory Center 

(CPAC), and the Division/MSC and District/FOA Drug Program Coordinators (DPCs). 

Commanders will appoint alternate DPCs to assist with the program. Division/MSC 

DPC responsibilities include: establishing and maintaining databases for random and 

voluntary testing; generating random lists and notifying the District/FOA DPCs of 

employees to be tested; and serving as POC for the Medical Review Officer. 

District/FOA DPC responsibilities include: scheduling collections (including applicant 

tests) with the contractor; notifying supervisors when their employees are selected for 

testing; and serving as POC for the collector when an employee fails to report for 

testing, refuses to provide a sample or an observed collection is required. All DPCs will 

be responsible for maintaining appropriate files (see paragraph 10.) and will provide 

training for their workforce about the program. 

6. Categories of Drug Testing and Testing Procedures. To realize the objectives of 

EO 12564, the Army, in AR 600-85, implemented the six required categories of drug 

testing. These categories are: reasonable suspicion, accident or unsafe practice, 

voluntary, follow-up, applicant, and random testing. Specimen collection, laboratory 

analysis and medical review officer (MRO) services will normally be obtained under the 

COE-wide collection and testing contracts. Exceptions to this must be coordinated with 

the HQUSACE Drug Program Administrator. Testing must be conducted at a 

DOD/DHHS-certified forensic drug testing laboratory as specified by DA; results from 

other laboratories will not be accepted. Specimens will be tested for all five drugs 

authorized by DHHS for testing under this program. These drugs are: amphetamines, 

opiates, phencyclidine (PCP), cocaine and marijuana. 

 a. Reasonable suspicion testing. 

 (1) All civilian employees are subject to reasonable suspicion testing when there is 

a reasonable suspicion of on-duty use or on-duty impairment. 

 (2) Civilian employees in Testing Designated Positions (TDPs) are subject to testing 

when there is a reasonable suspicion that an employee uses illegal drugs, whether on 

or off duty. 
5 

 (3) The supervisor will initiate testing when there is "reasonable suspicion" of illegal 

drug use (i.e., an articulable belief that an employee uses illegal drugs drawn from 

specific and particularized facts and reasonable inferences from those facts); mere 

hunches or rumors are not sufficient to initiate testing. Reasonable suspicion may be 

based upon: 

 (a) Direct observation of drug use or possession and/or physical symptoms of being 

under the influence of an illegal drug. 

 (b) A pattern of abnormal conduct or erratic behavior. 

 (c) Arrest or conviction of a drug-related offense. 

 

 (d) Observation of drug use or possession and/or physical symptoms of being under 

the influence of an illegal drug provided by a reliable and credible source or 

independent corroboration. 

 (e) Newly discovered evidence that the employee has tampered with a previous 

drug test. 

 (4) When a supervisor suspects an employee is using illegal drugs, the supervisor 

will gather information, facts, and circumstances leading to and supporting this 

suspicion and consult with the next higher level supervisor, the Labor Counselor and the 

servicing CPAC to review the evidence. The supervisor will prepare and maintain a 

written report to include, at a minimum, the appropriate dates and times of reported 

drug-related incidents; reliable/credible sources of information, including statements 

from sources; rationale leading to the test, findings of the test, and the action taken. 

Notification to test is prepared by the supervisor and approved by the next higher level 

supervisor after coordination with the Labor Counselor and the CPAC. The employee 

may be asked to provide a urine specimen under observation if there is reason to 

believe the employee may alter or substitute the specimen to be provided. A decision to 

obtain a urine specimen under observation will be determined by the supervisor, in 

consultation with the Labor Counselor and the CPAC. Additional instructions dealing 

with observed collections are provided at paragraph 7.b. 

 (5) The supervisor will promptly notify the District/FOA DPC and provide the 

information necessary to arrange for the reasonable suspicion drug test, which will be 

conducted as soon as possible on the same day the test was approved. 

 (6) The supervisor will promptly notify the CPAC if an employee fails to report for 

testing, refuses to provide a specimen, or is found to use illegal drugs. The procedures 

in paragraph 6.f.(6) below apply when an employee fails to report for testing or refuses 

to provide a specimen. 

 b. Accident or unsafe practice testing. Any employee may be subject to testing 

when there is an accident examination authorized by an appropriate USACE 
6 

commander regarding an accident or unsafe practice. Accordingly, employees may be 

subject to testing when, based on circumstances of the accident, their actions are 

reasonably suspected of having caused or contributed to an accident that results in a 

death or personal injury requiring immediate hospitalization or in damage to government 

property estimated in excess of $10,000. 

 (1) The supervisor will gather information, facts, and circumstances leading to and 

supporting this suspicion and consult with the next higher level supervisor, the USACE 

command safety program manager, Labor Counselor and CPAC to review the 

evidence. The supervisor will prepare a notification to test when approved by the next 

higher level supervisor. Additionally, the supervisor will prepare and maintain a written 

report that will include the date, time, and description of reported accident/mishap(s), 

rationale leading to the decision to test, findings of the test, and the action taken. 

 

 (2) The supervisor will notify the District/FOA DPC promptly and provide the 

information necessary to arrange for the drug test. The supervisor will assure the drug 

test is conducted as soon as possible.

 c. Voluntary testing is available for employees who choose to demonstrate their 

commitment to the Army’s goal of a DFW and who want to set an example for other 

employees. Civilian employees not occupying a TDP may volunteer for unannounced 

random testing. The supervisor will ask the employee who volunteers to submit a 

written request to be included in a random drug testing program. The supervisor will 

advise the next higher supervisor, the CPAC, and the District/FOA DPC. The 

supervisor will arrange a meeting with the employee to review the program’s conditions 

and the employee’s obligations, and to obtain a signed voluntary consent to drug 

testing. As soon as the required administrative procedures are complete, the supervisor 

will notify the District/FOA DPC and provide the information necessary to include the 

volunteer employee in a random pool, separate from the testing pool for TDPs. The 

employee may withdraw from participation by submitting a written request to the 

supervisor, who will promptly notify the District/FOA DPC of the employee's withdrawal. 

(See Appendix B for a sample voluntary testing agreement.) 

 d. Follow-up testing. All DA civilian employees who have successfully completed 

rehabilitation and/or are enrolled in rehabilitation for illegal drug use may be subject to 

unannounced follow-up testing for 12 months. Follow-up testing is not to be confused 

with regular random testing and with rehabilitation testing which may be part of the 

employee's treatment plan. Supervisors of employees who are enrolled in a treatment 

program for illegal drug use, or who have successfully completed drug rehabilitation will 

consult with the CPAC and the Employee Assistance Program Provider (EAPP) to 

determine the frequency of unannounced follow-up drug testing, which is generally 

conducted for a period of one year. The supervisor will meet with the employee to issue 

a written notice of the requirement for follow-up testing. (See Appendix C for a sample 

follow-up testing notification.) The supervisor will promptly notify the District/FOA DPC 

and provide the information necessary to arrange for the follow-up testing. Only verified 
7 

positive results obtained as a result of a follow-up test may be used to support a 

disciplinary or adverse action. 

 e. Applicant testing. Applicants tentatively selected for appointment to TDPs are 

required to participate in applicant drug urinalysis testing, which is designed to screen 

out applicants who use illegal drugs. 

 (1) If the appointment to the TDP is for 30 days or less, or the applicant currently 

occupies a TDP within the Department of Defense (DOD), no applicant testing is 

required. 

 (2) The tentatively selected applicant will be required to a sign a “Notice to Applicant 

or Current Employee of Random Drug Testing Under the Department of the Army DrugFree Workplace Program” (Appendix D), acknowledging the Department of the Army’s 

right to require TDP selectees to participate in applicant and random drug urinalysis 

testing. The CPAC will furnish this form to the applicant along with other preappointment forms. 

 (3) All applicants who refuse to be tested must be refused employment. All 

applicants with verified positive test results shall be refused employment. Applications 

from such individuals shall not be considered for employment for a period of 6 months 

from the date of the test results. 

 (4) Managers will annotate the request for personnel action to show that the 

vacancy is a TDP, subject to applicant and random testing. The CPAC specialist will 

inform the CPOC that the position vacancy announcement must specify that refraining 

from illegal drug use and submitting to drug testing, when directed, are conditions of 

employment. 

 f. Random testing. Employees in TDPs are subject to random testing. 

 (1) Random drug testing is a system of drug testing imposed without suspicion that 

a particular individual is using illegal drugs. A statistically random sampling of 

employees from each Division-level (or equivalent) testing pool will be made. Separate 

testing pools will be established for the Engineer Research and Development Center 

(ERDC) and each Division. Additionally, HQUSACE, the Humphreys Engineer Center 

Support Activity (HECSA), the Transatlantic Support Center (TAC), the 249th Engineer 

Battalion, the Water Resources Support Center (WRSC), and the Army Engineer 

Support Center (HNC) constitute a single pool. The HECSA DPC will perform the 

“Division/MSC DPC” duties for these organizations. Table 1 below summarizes the 

testing pools and indicates where the DPCs are assigned. 
8 

Table 1 

DRUG TESTING POOLS 

ORGANIZATION TESTING POOL DIVISION/MSC 

DPC 

DISTRICT/ 

FOA DPC 

 

HQUSACE HECSA HECSA HECSA 

HECSA HECSA HECSA HECSA 

TAC HECSA HECSA TAC 

249th Engineer Battalion HECSA HECSA 249th

Institute for Water 

Resources 

HECSA HECSA WRSC 

HNC HECSA HECSA HNC 

 

ERDC ERDC ERDC ERDC 

Each Division & its 

subordinate Districts 

constitute a Division-level 

pool. Each District has its 

own DPC. For example: 

SAD 

 Charleston District 

 Jacksonville District 

 Savannah District 

 Mobile District 

 Wilmington District 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

SAD 

Charleston 

Jacksonville 

Savannah 

Mobile 

Wilmington 

 (2) Identification 

 (a) Supervisors are responsible for ensuring that all positions which meet the 

established criteria in paragraph 5-14.b. of Change 3, AR 600-85 (reference d.), and the 

additional Corps-specific categories approved under the provisions of paragraph 5-14.c. 

of the same reference are identified as TDPs. (See Appendix E.) Supervisors must 

ensure that the position descriptions for TDPs clearly document the critical safety or 

security responsibilities. The servicing CPAC personnel specialist is responsible for 

ensuring that TDPs are identified as such in the automated personnel database. 

 (b) The Division/MSC DPC with the assistance of the managers, District/FOA DPCs 

and the servicing CPAC will establish and maintain an updated TDP roster which 

identifies the TDPs and incumbents in those positions. The TDP roster may be in any 

format, but will contain at a minimum: 

 Position title and number. 

 Name, social security account number, work telephone of incumbent. 

 Name, work telephone of first line supervisor, and the date supervisor was trained 
9 

 on the Army's DFW Civilian Drug Testing Program. 

 (c) Supervisors will manage the issuance of the 30 day individual notices, “Notice 

to Applicant or Current Employee of Random Drug Testing Under the Department of the 

Army Drug-Free Workplace Program” (Appendix D), to current USACE employees 

whose positions have been identified as TDPs. The original signed notices will be 

forwarded to the District/FOA DPC. 

 (3) Selection Process. The Division/MSC DPCs will use the Division/MSC TDP 

Roster to create and maintain a drug testing database of employees who occupy TDPs. 

This group of employees constitutes a division-level drug testing pool. A separate 

database and testing pool will be created for Division employees who volunteer for 

testing, but are not in TDPs. The Division/MSC DPC will use the “Random Record 

Selector” feature of “Manager +” (or other program designated by the Drug Program 

Administrator) to randomly select records from their database. Division/MSC DPCs will 

provide names of employees selected to the District/FOA DPCs. The District/FOA DPC 

will verify that an original signed notice is on file for each employee selected. 

 (4) Notification 

 (a) The District/FOA DPC (or other individual as designated by the District 

commander) will, normally within 2 hours of the scheduled testing, notify the first line 

supervisors of those employees selected for random drug testing. If the District/FOA 

DPC is on the random testing list, the Division/MSC DPC will notify the employee’s 

supervisor. If the first level supervisor is unavailable, the next higher level supervisor 

will be contacted. In a Memorandum for the Record (MFR) the District/FOA DPC 

should record the names of employees selected, names of supervisor(s), time notified, 

and the time scheduled for specimen collection. 

 (b) The supervisor will explain privately to employees that they are under no 

suspicion of taking drugs, that the individuals chosen were selected randomly, and that 

employees are to report promptly to the testing facility point with photo identification. 

Supervisors should record in an MFR the names of individuals advised to report for drug 

testing, the time notified, and times employees were advised to report for testing. 

 (c) Supervisors of employees who work shift duty, are assigned special duty hours 

(i.e., not the normal day shift), are assigned to surface vessels or who routinely work at 

TDY sites will advise the District/FOA DPC. The District/FOA DPC will develop a plan 

to ensure those employees are tested. 

 (5) Deferral of test 

 (a) Supervisors will notify the District/FOA DPC promptly when employees selected 

for drug testing obtain a deferral of test. The District/FOA DPC will reschedule the 

employee for an unannounced test within the next 60 days. 
10 

 (b) A deferral of an employee's random test may be authorized when the employee's 

first line and next level supervisors concur in writing that a compelling need necessitates 

a deferral because the employee is: 

• In a status such as annual leave, sick leave, suspension, absent without 

leave, or continuation of pay. 

• On official travel away from the work site or is about to embark on official travel 

that was scheduled before testing notification. 

• Performing a task or project that prevents the employee from leaving the work 

site during the time the test is scheduled. 

 (c) The EAP provider may request that an employee be exempted from random drug 

testing for a period not to exceed 60 days while undergoing treatment. The EAP 

provider will consult with the supervisor, and the servicing CPAC. The EAP provider will 

submit a written request to the supervisor that the employee be exempted from random 

testing during a specific period of time. The supervisor will concur or non-concur with 

the request and sign the document. The supervisor has final authority to grant or not 

grant the deferral. The supervisor will advise the District/FOA DPC when and for how 

long an employee is to be exempted from the random testing program. 

 (6) Failure to appear for random drug test; refusal to provide a sample 

 (a) The collector will promptly notify the District/FOA DPC when an employee 

refuses to provide a sample or fails to report to the designated collection site within the 

designated time. The District/FOA DPC will then inform the employee’s first line 

supervisor. The collector will prepare and sign a Memorandum for Record, 

documenting the employee’s failure to appear for testing or refusal to provide a sample. 

The collector will provide a copy to the District/FOA DPC. 

 (b) The supervisor will notify the next higher level supervisor and the servicing 

CPAC. Refusal to be tested or failure to report can result in the same type of 

disciplinary action as a verified positive test result. The supervisor will document followup actions in accordance with the guidance of the higher level supervisor and the 

CPAC. The supervisor will furnish a copy of the documentation to the District/FOA 

DPC. 

 (7) Frequency of random testing 

 (a) Effective deterrence requires a random selection process which ensures that all 

employees subject to random testing believe that they may be required to provide a 

urine sample on any day they report to work. 

 (b) The Division/MSC DPC will ensure that the frequency of random drug testing 

conforms to DOD guidance requiring agencies/components and the military services 
11 

having civilian employees encumbering TDPs to conduct a minimum of 50% random 

tests per TDP per year. For example, if the Division testing pool includes 200 TDPs, 

100 tests should be conducted during the year. The Division commander or equivalent 

(in consultation with the ADCO and other drug control organizations) may increase the 

random percentage with the approval of HQUSACE. 

 (c) The Division/MSC DPC will ensure that the random selection for testing is evenly 

distributed throughout the year. Random pulls should be done at least quarterly. 

Testing should occur on different days of the week 

7. Specimen Collection. The collector will meet all the collection requirements 

prescribed by the DHHS Mandatory Guidelines for Federal Workplace Drug Testing 

Programs. Additional guidance designed to assist the collector can be found in the 

"Urine Specimen Collection Handbook for Federal Workplace Drug Testing Programs” 

prepared by the Division of Workplace Programs, DHHS, which is available at Web Site: 

http:// www.health.org/workplace/urinebook.htm. General guidance includes: 

 a. Unobserved Collection. The individual subject to be tested generally will be 

permitted to provide a urine specimen privately in a restroom or similar enclosure so 

that the employee is not visually observed while providing a sample. Collection site 

personnel of the same gender will escort the individual into the restroom and remain 

outside the stall during collection. 

 b. Observed Collection 

 (1) When the collector observes behavior clearly indicating an attempt to tamper 

with the specimen or when the specimen temperature is outside the normal range, the 

collector will contact the District/FOA DPC promptly who will notify the employee's 

supervisor. The collector will describe the situation and request approval to observe the 

collection. 

 (2) The supervisor will consult with a higher level supervisor, Labor Counselor and 

the servicing CPAC; discuss the collector’s request to observe; document the decision; 

and notify the collector of the decision. 

 (3) The collector will conduct the observed collection (if approved) and promptly and 

fully document the circumstances leading to the request. If the employee refuses to 

undergo an observed test, the collector will again notify the District/FOA DPC who will 

notify the supervisor. The collector will prepare and sign a MFR concerning the refusal. 

 (4) A collector of the same gender as the employee performs directly observed 

collections. In accordance with DHHS guidelines, if no collection site person of the 

same gender is available, the agency shall select an observer of the same gender. 

8. Medical Review. The medical review serves as a critical safeguard in the urine 

drug-testing program to ensure that positive drug tests resulting from legitimate 

medications and foods are not misinterpreted as illegal drug use. As noted in 
12 

paragraph 7., MRO services will normally be obtained under the COE-wide collection 

and testing contracts. 

 a. All laboratory results (positives and negatives) are forwarded to the Medical 

Review Officer (MRO) according to DHHS Mandatory Guidelines for Federal Workplace 

Drug Testing Programs. The MRO should be especially familiar with the guidelines and 

only accept test results that fully comply with those guidelines. 

 b. The MRO is responsible for reviewing, evaluating, and interpreting a positive test 

result. The MRO will contact (face-to-face contact not required) the applicant or 

employee with the positive test result and provide the individual with the opportunity to 

document (e.g., medical records, valid prescriptions, or other pertinent data) authorized 

use of the identified drugs, and to discuss the test results with the MRO. Proper 

attention must be paid to the doctor-patient confidentiality in all phases of the medical 

review process. 

 c. When the MRO determines there is no medical justification for the positive result, 

such result will then be considered a verified positive test result. 

 d. After verifying a positive test result, the MRO will notify the Division/MSC DCP 

who will contact the District/FOA DPC. The District/FOA DPC will advise the 

employee’s first line supervisor to contact the CPAC about an EAP referral and initiation 

of disciplinary or adverse action. The supervisor must also notify the security officer of 

the verified positive test if the employee is required to maintain a security clearance as a 

condition of employment. (See reference c., paragraph 8.101.) 

 e. The MRO will provide relevant documentation, including a positive drug test 

result form indicating that the positive result is verified along with a summary of findings, 

to the Division/MSC DPC who will forward it to the employee’s supervisor. 

 f. Should any question arise as to the accuracy or validity of a positive test result, 

only the MRO is authorized to order a re-analysis of the original sample. Such a retest is 

authorized only at a DHHS-certified laboratory. 

 g. The MRO may also request quantitative levels from the civilian drug-testing 

laboratory, but the request must be made in writing. 

 h. If the MRO determines there is a legitimate medical explanation for the positive 

test result, the MRO shall determine that the result is consistent with legal drug use and 

take no further action. 

 i. The MRO will take steps necessary to ensure confidentiality of medically sensitive 

information obtained during the review process. The MRO is the custodian of such 

information and is both legally and professionally responsible for its security. The 

Privacy Act requirements for safeguarding these records apply fully. 
13 

9. Personnel Actions – Referral to EAP, Removal from the TDP, and 

Disciplinary/Adverse Action. When an employee is found to use illegal drugs, the 

supervisor must consult with the servicing CPAC for advice about referral of the 

employee to EAP, removal of the employee from the TDP, and initiation of disciplinary 

or adverse action. For additional information, see DODD 1010.9, 6.2 (included as 

Appendix F to this Pamphlet); AR 690-700, Chapter 751, Discipline (reference e.); and 

AR 600-85, paragraphs 5-5 and 5-14.d. (reference d.). 

10. Records. Forms, records or other documents required by AR 600-85 to ensure 

proper and accurate operation of the drug testing program under EO 12564 will be 

maintained consistent with the Department of Army Privacy Act System of Records and 

with all applicable Federal laws, rules and regulations regarding confidentiality of 

records including the Privacy Act (5 U.S.C. §552a). These documents include: 

 a. Signed “Notice to Applicant or Current Employee of Random Drug Testing 

Under the Department of the Army Drug-Free Workplace Program” 

 b. Random testing lists generated by the Division/MSC DPCs 

 c. Notices of verified positive results referred by the Medical Review Officer 

 d. Written materials justifying reasonable suspicion testing or evidence that an 

individual may have altered or tampered with a specimen 

 e. Anonymous statistical reports. 
APPENDIX A 

 S: 27 Mar 00 

 S: 14 Apr 00 

 13 Mar 00 

CEHR-D (600-85) 

MEMORANDUM FOR COMMANDERS/DIRECTORS, USACE COMMANDS AND 

 STAFF PRINCIPALS, HQUSACE 

SUBJECT: Drug Free Workplace 

1. References: 

 a. AR 600-85, 21 Oct 88, Alcohol and Drug Abuse Prevention and Control 

Program. 

 b. Memorandum, CEHR-D, 28 Apr 97, subject: Drug Free Workplace (Encl 1). 

 c. Memorandum, CEHR-D, 15 Aug 97, subject: Drug Free Workplace (Encl 2). 

2. Executive Order (EO) 12564 mandates a Federal Drug Free Workplace. 

AR 600-85 prescribes policies and procedures to implement the objectives of the EO. 

3. The Corps of Engineers, while ensuring employee assistance programs at 

local levels, never instituted a command-wide Alcohol and Drug Abuse Prevention and 

Control Program, to include random drug testing. This issue became paramount 

because the Corps operates vessels under the provisions of a 1969 memorandum of 

agreement for inspection and certification with the Coast Guard. The Coast Guard will 

issue Certificates of Inspection when vessels are found to comply with applicable Coast 

Guard statutes and vessel inspection regulations that require a random drug testing 

program. 

4. The Office of the Deputy Chief of Staff for Human Resources, in partnership 

with the Office of the Deputy Commanding General for Civil Works, has analyzed the 

process to implement a random drug testing program within the Corps. AR 600-85, 

Change 3, paragraph 5-14b, identifies 12 categories of testing designated positions 

(TDPs) based on their critical safety or security responsibilities. Since these categories 

did not include many Corps-specific positions, a request was forwarded through DA and 

DoD to the Department of Health and Human Services (HHS) for approval of additional 

TDPs. (See Encls 1 and 2. The enclosures to these documents are not attached.) We 

anticipate approval from HHS shortly. It is now time to push forward toward 

implementation of our random drug testing program. Our target date is 1 Oct 00. 
5. During the HR Bottom-Up Review briefing to the Chief in Mar 99, he directed 

that the random drug testing program not be centrally funded and that each Corps 

activity pay their own costs for local administration of the program and testing. 

Headquarters will be responsible for policy development and guidance while all 

operational aspects of the Federal Drug Free Workplace program, to include random 

drug testing, will be delegated to the field. Commanders of MSCs will administer the 

drug testing program within their area of responsibility. The Director of HECSA will be 

responsible for HQUSACE, HECSA and other support activities. An agreement will be 

established with the Department of the Interior (DOI) to ride their collection, medical 

review and laboratory analysis contracts. 

6. Commanders of MSCs and the Director of HECSA must ensure the following 

start-up tasks are accomplished by the dates indicated. See Encl 3 for reporting 

requirements. 

 a. Identify a Drug Program Coordinator in HECSA and in each MSC and 

district to administer the drug testing program. This should be accomplished NLT 27 

Mar 00. 

 b. Identify positions that meet the Army-wide TDP criteria specified in 

Change 3 to AR 600-85, 26 Apr 99, paragraph 5-14b (reference 1.a.) and those that 

meet the Corps-specific TDP criteria (Encl 4). This should be accomplished NLT 14 Apr 

00. 

 c. Obtain funding to support drug testing beginning 1 Oct 00. 

7. Enclosure 3 contains details of the ‘next steps.’ Additional implementing guidance 

on annotating position descriptions, coordination with CPOCs, and funding, as well as 

Corps of Engineers drug testing procedures will be provided. 

8. You are reminded that this information should be shared with appropriate 

exclusive representatives for bargaining unit employees through Labor Management 

Partnership Councils or meetings with labor unions prescribed by negotiated 

agreements for the purpose of exchanging information that may impact bargaining units. 

9. For additional information or assistance, please contact Nancy Stragand, 

CEHR-D, (202)761-1698, DSN 763-1698. Funding questions should be directed to 

Cathy Hille, CERM-F, (202)761-1926, DSN 763-1926. 

FOR THE COMMANDER: 

 /s/ 

4 Encls RUSSELL L. FUHRMAN 

as Major General, USA 

 Deputy Commander 

CF: USACE HROS/CPAC Chiefs
APPENDIX B 

Sample Voluntary Testing Agreement 

I (name of employee)_________________________________ hereby volunteer 

for unannounced random drug testing. I do so to demonstrate my commitment to 

the USACE goal of a drug-free workplace and to set an example for others. I 

 

understand that I will be subject to the same consequences for a finding of illegal 

drugs as an employee who occupies a Testing Designated Position (TDP). I further 

understand that I may withdraw from participation in voluntary testing at anytime 

by submitting a written request to my supervisor. 

__________________________________ _______________

Employee’s Signature Date 

PRIVACY ACT STATEMENT 

Collection of this information is authorized under Executive Order 12564, “Drug-Free Federal Workplace.” The 

information will be used to document your wish to participate in voluntary drug testing. Your name will be included 

in a testing pool from which names of volunteers will be randomly selected for unannounced drug testing. 

Completion of this form is voluntary; however, if you do not sign it, you will not be included in voluntary drug 

testing. IAW EO 12564 and 5 U.S.C. 7301, test results may only be disclosed to agency officials on a need-to-know 

basis. This may include the agency Medical Review Officer, the administrator of the Employee Assistance 

Program, and a supervisor with authority to take adverse personnel action. This information may also be disclosed 

to a court or the Department of Justice where necessary to defend against a challenge to an adverse personnel action.
APPENDIX C 

Sample Follow-Up Testing Notification 

TO:______________________________ 

This is to notify you that you will be subject to unannounced follow-up drug testing 

during the 12-month period beginning _________________. You will be tested for 

all five drugs authorized in the Department of Health and Human Services (DHHS) 

Mandatory Guidelines for Federal Workplace Drug Testing Programs. The drugs are: 

amphetamines, opiates, phencyclidine (PDP), cocaine and marijuana. This testing is 

separate from regular random testing and from rehabilitation testing which may be 

part of your treatment plan. 

ACKNOWLEDGMENT OF RECEIPT 

Your signature below acknowledges that you have read this notice. 

__________________________________________________________________ 

 Employee’s Signature Date 

Note: If the employee refuses to sign the acknowledgment above, the supervisor must sign below, 

thereby certifying that a copy of the notice was provided to the employee. 

____________________________________________________________________ 

 Supervisor’s Signature Date 

PRIVACY ACT STATEMENT 

Collection of this information is authorized under Executive Order 12564, “Drug-Free Federal Workplace.” The 

purpose of this form is to notify you that you will be subject to unannounced follow-up drug testing in accordance 

with EO 12564. Completion of this form is voluntary. Failure to sign the form does not release you from the 

requirement to participate in follow-up drug testing. IAW EO 12564 and 5 U.S.C. 7301, test results may only be 

disclosed to agency officials on a need-to-know basis. This may include the agency Medical Review Officer, the 

administrator of the Employee Assistance Program, and a supervisor with authority to take adverse personnel action. 

This information may also be disclosed to a court or the Department of Justice where necessary to defend against a 

challenge to an adverse personnel action.
EP 600-1-3 

28 Feb 01 

D-1 

APPENDIX D 

Condition of Employment for Certain Civilian Positions Identified Critical under 

the Department of the Army Drug-free Federal Workplace Program

From: 

To: (Applicant/Employee name, title, series, and grade) 

Subject: NOTICE TO APPLICANT or CURRRENT EMPLOYEE OF RANDOM DRUG 

TESTING UNDER THE DEPARTMENT OF THE ARMY DRUG-FREE 

FEDERAL WORKPLACE PROGRAM 

 

1. Your position, or the position for which you have applied, meets the criteria for 

random drug testing under the Department of the Army Drug-Free Federal Workplace 

Program. Performance of the duties of your position is sufficiently critical that screening 

to detect the presence of drugs is warranted as a requirement of your position. It is 

mandatory for your continued employment in this position that you refrain from the use 

of illegal drugs and submit to drug testing when directed. 

2. If you are an applicant and fail to sign this notice, you will not be selected for the 

position. If you sign this notice and later in the selection process refuse to submit to 

drug testing, or if illegal drug use is detected through a verified positive applicant drug 

test result, you will not be selected for the position. If selected, you will be subject to 

random drug testing on an unannounced basis as a condition of continued employment. 

3. If you are currently in a testing designated position (TDP), you will be subject to 

random drug testing on an unannounced basis no sooner than 30 days from receipt of 

this notice. 

4. You will be allowed individual privacy while providing the urine specimen unless 

there is reason to believe the specimen will be altered. The collection, handling, and 

testing of the urine sample will be conducted under chain-of-custody procedures 

established by the Department of Health and Human Services. The procedures used to 

test the urine specimens are very accurate and tightly monitored to ensure reliable 

results. The test results will be handled with maximum respect for individual 

confidentiality. In the event your specimen tests positive, you will be given an 

opportunity to submit medical documentation to a designated medical review officer that 

may support legitimate use of the specific drug(s) before any administrative action is 

taken. 

5. If you are an employee and you refuse to furnish a urine specimen or fail to report for 

testing as directed, you will be subject to the same range of administrative action as a 

verified positive test result for illegal drug use for failure to meet a condition of 

employment. If, by any means, illegal drug use is detected, you will be (1) immediately 

taken out of your TDP through reassignment, detail, or other personnel action to ensure 
EP 600-1-3 

28 Feb 01 

D-2 

that you do not occupy a TDP, and (2) referred to the Employee Assistance Program 

(EAP). In addition, you may be reassigned, demoted, or separated from the Federal 

service according to applicable regulations. 

6. If you believe you have a drug problem, you are encouraged to seek counseling 

and/or referral services by contacting the EAP (provide name, address, telephone 

number of point of contact). If you voluntarily identify yourself to the supervisor or other 

higher level management official in your chain of command as a user of illegal drugs 

before being identified through other means, obtain counseling or rehabilitation 

assistance through an employee assistance program, and thereafter refrain from using 

illegal drugs, you may be subject to discretionary disciplinary actions for prior drug use; 

however such disciplinary actions are not mandatory. 

ACKNOWLEDGMENT OF RECEIPT 

APPLICANT: 

Your signature below acknowledges that you have read this notice. 

____________________________________________________________________ 

APPLICANT’S SIGNATURE DATE 

EMPLOYEE: 

Your signature below acknowledges that you have read this notice. 

____________________________________________________________________ 

EMPLOYEE’S SIGNATURE DATE 

Note: If an employee refuses to sign the acknowledgment above, the supervisor must 

sign below, thereby certifying that a copy of the notice was provided to the employee. 

____________________________________________________________________ 

SUPERVISOR’S SIGNATURE 

PRIVACY ACT STATEMENT 

Collection of this information is authorized under Executive Order 12564, “Drug-Free Federal Workplace.” The 

purpose of this form is to notify you of the requirements and procedures for applicant and random drug testing under 

EO 12564. Completion of this form is voluntary. Applicants who fail to sign this form will not be selected for the 

position. Employees who fail to sign this form are still subject to random drug testing. IAW EO 12564 and 

5 U.S.C. 7301, test results may only be disclosed to agency officials on a need-to-know basis. This may include the 

agency Medical Review Officer, the administrator of the Employee Assistance Program, and a supervisor with 

authority to take adverse personnel action. This information may also be disclosed to a court or the Department of 

Justice where necessary to defend against a challenge to an adverse personnel action. 
EP 600-1-3 

28 Feb 01 

E-1 

APPENDIX E 

USACE-SPECIFIC TDP CATEGORIES 

CATEGORY 1. OPERATE SURFACE VESSEL - Positions that require the incumbent 

to operate any surface vessel*, whether powered or not, including dredging equipment, 

in which the duties include operating, navigating, steering, directing, or sailing the 

vessel, operating the engines of a vessel while underway, or operating the spud(s) 

[anchor(s)] on a dredge. 

Use of illegal drugs could result in failure of the incumbent to make timely and crucial 

assessments and judgments leading to serious threats to public safety, and a high 

potential for excessive cost in loss of life or damage to high value marine equipment. 

Many vessels operate in busy commercial harbors and on the open seas 24 hours a 

day, seven days a week. Drug usage by an incumbent could result in loss of life or 

injury or environmental degradation should the vessel collide with another vessel or 

structure resulting in spills of oil or other toxic or hazardous substances. 

Positions in this category include 

 5479 Dredging Equipment Operator 

 5782 Ship Operator 

 5784 Riverboat Operator 

 5786 Small Craft Operator 

 **4742 Engine & Machinery Operation and Repair 

 **5788 Vessel Deck Crew (Boatswain, Deckhand, Shipkeeper) 

 

*Category 1 does not include USACE boats/vessels less than 26 feet in 

length, for which the District issues operator licenses IAW ER 385-1-91.

 **Basis for inclusion – involved in engine operation while vessel is 

 underway. 

CATEGORY 2. OPERATE NAVIGATIONAL LOCKS - Positions that require the 

incumbent to operate navigational locks for passage of marine surface traffic or that 

involve dispatching and clearing marine surface traffic in and out of narrow ship canals, 

to include marine traffic controllers. 

Use of illegal drugs by the incumbent could result in loss of life or serious injury and 

property damage to the public from improper control of vessels or improper operation of 

lock and dam gates. 
EP 600-1-3 

28 Feb 01 

E-2 

Positions in this category include: 

 2101 Transportation Specialist 

 2150 Transportation Operations 

 5426 Lock & Dam Operator 

CATEGORY 3. OPERATE FLOOD CONTROL GATES - Positions that require the 

incumbent to operate flood control gates to control water levels on waterways, to 

include dam operators. 

Use of illegal drugs by the incumbent could result in loss of life or serious injury and 

property damage to the public from improper operation of lock and dam gates. 

Positions in this category include: 

 5426 Lock & Dam Operator 

 *4749 Flood Control Maintenance Worker 

 *5407 Power Plant Operator 

 *Basis for inclusion - involved with flood control gate operation. 

CATEGORY 4. OPERATE WATER TREATMENT PLANT - Positions that require the 

incumbent to operate a water treatment plant to produce potable water for community 

and government use in which the duties include laboratory testing of water samples or 

the introduction of potentially hazardous chemicals and compounds into the water in the 

course of treatment. 

Use of illegal drugs by the incumbent could result in loss of life or serious injury and 

property damage to the public from improper addition of chemicals or toxic substances 

into the potable water system. 

Positions in the category include: 

5409 Water Treatment Plant Operator (Washington Aqueduct only) 
EP 600-1-3 

28 Feb 01 

F-1 

APPENDIX F 

 DOD Directive 1010.9 

DoD Civilian Employee Drug Abuse Testing Program

6.2. Personnel Actions

6.2.1. Drug Use Determination. The determination that an applicant or 

employee has used illegal drugs may be made on the basis of direct observation, a 

criminal conviction, confirmed positive results of a test conducted under the DoD 

Component's drug testing program, the employee's own admission, or other 

applicable evidence. Actions taken against an employee, on a finding of illegal drug 

use under 5 U.S.C. 75, must be supported by the evidence. 

6.2.2. Applicants. 

6.2.2.1. Applicants who are not current employees and who refuse 

to be tested must be refused that employment. 

6.2.2.2. All applicants with verified positive test results shall be refused employment. 

Applications from such individuals shall not be considered for employment for a period 

of 6 months from the date of the test results. 

6.2.3. DoD Components, in addition to any applicable personnel 

actions, shall refer any employee found to have used illegal drugs to an EAP for 

assessment, counseling, and, if applicable, referral for treatment or rehabilitation. 

Employee participation in treatment or rehabilitation programs through the EAP does 

not prevent the DoD Component from initiating any disciplinary action authorized on a 

finding of illegal drug use, including removal from Federal service. 

6.2.4. DoD Components shall not allow any employee to remain on duty in a 

sensitive position who is found to use illegal drugs before successful completion of 

rehabilitation through an EAP. As part of a rehabilitation or counseling program, the 

Secretary of Defense, or the head of each DoD Component, may allow an employee 

to return to duty in a sensitive position if it is determined that this action should no 

longer pose a danger to public health or safety or to U.S. national security. 

6.2.5. DoD Components shall initiate action to discipline any employee 

found using illegal drugs provided that such action is not required for an employee 

who does the following: 

6.2.5.1. Voluntarily identifies himself or herself as a user of illegal 

drugs or who volunteers for drug testing under paragraph 5.5.3., above, before being 

identified through other means. 

6.2.5.2. Obtains counseling or rehabilitation through an EAP. 

6.2.5.3. Thereafter, refrains from using illegal drugs. 

6.2.6. Discretionary Disciplinary Actions. Upon the first findings that an 
EP 600-1-3 

28 Feb 01 

F-2 

employee has used illegal drugs, a range of disciplinary actions are available to a DoD 

Component from a written reprimand to removal. Except for employees who 

voluntarily identify themselves as users of illegal drugs, obtain applicable counseling 

and rehabilitation, and, thereafter, refrain from illegal drug use, DoD Components are 

required to begin disciplinary action against employees who are found to use illegal 

drugs. DoD Components have discretion in deciding what disciplinary measures to 

initiate, consistent with the requirements of the "Civil Service Reform Act" (Public Law 

95-454, October 13, 1978) and other applicable factors. Among the disciplinary 

measures available to the DoD Components are the following: 

6.2.6.1. Reprimanding the employee in writing. 

6.2.6.2. Suspending the employee for 14 days or less consistent 

 with the procedural requirements in 5 CFR 752.203. 

6.2.6.3. Suspending the employee for 15 days or more consistent 

with the procedural requirements in 5 CFR 752.404. 

6.2.6.4. Suspending the employee, consistent with the procedural 

requirements in 5 CFR 752.404, until such time as he or she successfully completes 

counseling or rehabilitation or until the DoD Component determines that action other 

than suspension is more applicable to the individual situation. 

6.2.6.5. Removing the employee from Federal service, consistent 

with the procedural requirements of 5 CFR 752.404, for confirmed illicit use of an 

illegal drug; refusal to take a drug test authorized by E.O. 12564; refusal to obtain or 

successfully complete counseling or rehabilitation as required by E.O. 12564; or once 

having completed counseling or rehabilitation, failing to refrain from illegal drug use. 

6.2.7. Mandatory Disciplinary Action. Initiation of removal from Federal 

service is required after a second finding that the employee has used illegal drugs. 

6.2.8. Verified positive test results and information developed by the DoD 

Component in the course of the drug testing of the employee, subject to the limitations 

of 5 U.S.C. 552a (“Privacy Act”), may be considered in processing any adverse action 

against the employee or for other administrative purposes. Preliminary test results 

may not be used in an administrative proceeding. 

6.2.9. Drug testing shall not be conducted under this Directive for gathering 

evidence for use in criminal proceedings. DoD Components are not required to report 

to the Attorney General for investigation or prosecution any information, allegation, or 

evidence of violations of any provision of 21 U.S.C. 13 received as a 

result of drug testing conducted under this Directive. 

6.2.10. An employee who refuses to be tested, when so required, shall be 

subject to the full range of disciplinary action, including dismissal. 
EP 600-1-3 

28 Feb 01 

Glossary-1 

GLOSSARY 

Alcohol and Drug Control Officer (ADCO) 

The person having staff responsibility for implementing, operating, and monitoring the 

Alcohol and Drug Abuse Prevention and Control Program (ADAPCP) at MACOM, 

installation, or major tenant unit level. 

Alcohol and Drug Abuse Prevention and Control Program (ADAPCP) 

A manpower conservation program that includes prevention, identification, education 

and rehabilitation services. The ADAPCP is responsive to the chain of command and 

supports the morale, safety and combat readiness of the Army. 

Aliquot 

A fractional part of a specimen used for testing. It is taken as a sample representing the 

whole specimen. 

Chain of Custody

Procedures to account for the integrity of each urine specimen or aliquot, by tracking, 

handling, and storing from point of specimen collection to the final disposition of the 

specimen. Documentation of this process must include the date and purpose each time 

a specimen or aliquot is handled or transferred and identification of each individual in 

the chain of custody. 

Confirmation 

The process of using a second analytical procedure to identify the presence of a specific 

drug or metabolite that is independent of the initial test and which uses a different 

technique and chemical principle from that of the initial test in order to ensure reliability and 

accuracy. 

District/Field Operating Activity Drug Program Coordinator (District/FOA DPC) 

The person responsible for administration of the drug testing program at the District or 

FOA level. Duties include arranging for collection of specimens and notifying 

supervisors when employees are selected for testing. (NOTE: The DPC at HNC, 

WRSC and TAC will perform these duties for their respective organizations.) 

Division/Major Subordinate Command Drug Program Coordinator (Division/MSC 

DPC) 

The person responsible for administration of the drug testing program at the 

Division/MSC level. Duties include maintenance of the TDP roster; random selection of 

employees for testing; and serving as agency point of contract for the Medical Review 

Officer. (NOTE: The HECSA DPC will perform these functions for the random testing 

pool made up of HQUSACE, HECSA, 249th Battalion, TAC, HNC, and WRSC 

employees.) 
EP 600-1-3 

28 Feb 01 

Glossary-2 

Drug Abuse 

The illegal, wrongful, or improper use of any narcotic substance or its derivative, 

cannabis or its derivative, other controlled substances or dangerous drugs. This 

includes the improper use of drugs prescribed by a physician. 

Drug Program Administrator 

The individual who is responsible to the ADCO for civilian aspects of the ADAPCP. 

Drug Testing Pool 

All TDP employees within a particular Division/MSC (or equivalent). Names of 

employees from the pool are randomly selected for testing. 

Employee Assistance Program (EAP) Provider 

The individual who conducts diagnostic interviews and makes referrals to community 

resources. EAP services are provided by in-house resources, contract personnel, or 

through a consortium of Federal agencies. 

Follow-up Testing 

Unannounced testing which may be administered during or after counseling or 

rehabilitation. It is not to be confused with testing which is undertaken as part of 

rehabilitation or counseling (i.e., rehabilitation testing). Only verified results of follow-up 

testing may be used to support a disciplinary or adverse action. 

Initial Test 

A screening test to identify those specimens that are negative for the presence of drugs or 

their metabolites. When negative, these specimens need no further examination and need 

not undergo a more costly confirmation test. 

Medical Evaluation 

Examination of an individual by a physician to determine whether there is evidence of 

alcohol or other drug abuse or dependency. 

Medical Review Officer (MRO) 

A licensed physician responsible for receiving laboratory results generated from a drug 

test who has knowledge of substance abuse disorders and has appropriate medical 

training to interpret and evaluate employee/applicant confirmed positive test results 

together with their medical histories and any other relevant biomedical information. 

Random Testing

Testing which occurs without suspicion that a particular individual is using illegal drugs. 

(See paragraph 6.f.) 

Reasonable Suspicion 

An articulable belief that an employee uses illegal drugs or misuses alcohol drawn from 

specific and particularized facts and reasonable inferences from those facts. 

(See paragraph 6.a.) 
EP 600-1-3 

28 Feb 01 

Glossary-3 

Testing Designated Position (TDP) 

A position identified by the Army in AR600-85 or additional positions identified by 

USACE IAW AR 600-85, 5.14.c. as having critical safety or security responsibilities 

related to the Army mission. 

Testing Designated Position (TDP) Roster 

A list of TDP employees within a division or other designated organization(s). 

Verified Positive Test Result 

A positive test result for which the MRO determines there is no medical justification.