Marketing and Regulatory Programs 

DRUG FREE WORKPLACE PROGRAM 

MPR 4792 

Animal and Plant Health Inspection Service (APHIS) 

 

Agricultural Marketing Service (AMS) 

March 2009

 
TABLE OF CONTENTS 

1. WHAT IS THE PURPOSE OF THE MRP DRUG FREE WORKPLACE PROGRAM? 

2. WHAT AUTHORIZES THE DRUG FREE WORKPLACE PROGRAM? 

3. WHAT IS THE MRP POLICY ON DRUG TESTING? 

4. WHO IS SUBJECT TO TESTING? 

TABLE 1 MRP DRUG FREE WORKPLACE PROGRAM DRUG TESTING JOB 

SERIES 

5. WHAT ARE THE RESPONSIBILITIES OF MRP MANAGEMENT AND 

EMPLOYEES UNDER THE MRP DRUG FREE WORKPLACE PROGRAM? 

TABLE 2 MRP DRUG FREE WORKPLACE PROGRAM DRUG TESTING 

NOTIFICATION FORM 

6. WHAT ARE THE PROCEDURES FOR DRUG TESTING? 

TABLE 3 REASONABLE SUSPICION AND POST ACCIDENT/UNSAFE 

PRACTICE CHECKLIST 

 ISSUANCE CHANGE 1 (JUNE 17, 2010) 

7. IS THE TESTING AND REPORTING CONFIDENTIAL? 

8. WHAT PERSONNEL ACTIONS IS AN EMPLOYEE SUBJECT TO FOR REFUSAL 

OR POSITIVE TEST RESULTS? 

9. WHAT RESOURCES ARE AVAILABLE TO SUPERVISORS AND EMPLOYEES? 

10. HOW IS THE AGENCY BILLED FOR DRUG TESTING? 

11. IF I HAVE MORE QUESTIONS ON THE MRP DRUG TESTING PROGRAM, WHO 

DO I CONTACT? 

APPENDIX A DEFINITIONS 

APPENDIX B POSITION TITLES DESIGNATED FOR RANDOM TESTING 

APPENDIX C RANDOM DRUG TESTING CHECKLIST FOR SUPERVISORS 

APPENDIX D RANDOM DRUG TESTING CHECKLIST FOR EMPLOYEES 

APPENDIX E MRP STANDARD OPERATING PROCEDURES FOR NEW 

APPLICANT DRUG TESTING 
 

APPEDNIX F REASONABLE SUSPICION AND POST-ACCIDENT DRUG TESTING 

FACT SHEET 

 ISSUANCE CHANGE 1 (JUNE 17, 2010) 
 

1. What is The Purpose of the MRP Drug Free Workplace Program? 

The purpose of this Handbook is to provide the policies and procedures for the MRP drug 

free workplace program for APHIS employees, both nationally and internationally. 

MRP has a responsibility to provide a safe and secure environment for employees. To 

ensure that such an environment exists, MRP implemented a drug free workplace 

program which prohibits the possession or use of illegal drugs in the workplace. MRP 

will identify illegal drug and alcohol use through drug testing on a carefully controlled 

and monitored basis. 

MRP is committed to providing a safe, efficient, and productive work environment for all 

employees. Using or being under the influence of drugs or alcohol on the job may pose 

serious safety and health risks. To help ensure a safe and healthful working environment, 

job applicants and employees will be asked to provide a collection sample (urine) to 

determine the illicit or illegal use of drugs. Refusal to submit to drug testing may result 

in denial of employment for job applicants and employees will face disciplinary action, 

which can include termination of employment. 

2. What Authorizes the Drug Free Workplace Program? 

On September 15, 1986, the President signed Executive Order (E.O.) 12564, Drug-Free 

Federal Workplace, establishing the goal of a drug-free workplace in the Federal 

government. The E.O. recognized that illegal drug use is seriously impairing a portion of 

the national workforce, resulting in the loss of billions of dollars each year The E.O. 

made it a condition of employment for all Federal employees to refrain from using illegal 

drugs on or off-duty, and required all Federal agencies to implement a drug-free 

workplace program. 

On July 11, 1987, legislation was signed implementing the E.O. under Section 503 of the 

Supplemental Appropriations Act of 1987, Public Law (P.L.) 100-71, 101 Stat. 391, 

468-471, codified at 5 U.S.C. Section 7301 (referred to as the "Act"). 

The Secretary of Agriculture expressed the support of the United States Department of 

Agriculture (USDA) for a Drug-Free Federal Workplace on October 10, 1986. USDA is 

concerned with the well-being of its employees, the successful accomplishment of 

agency missions, and the need to maintain employee productivity. The intent of the 

policy is to offer a helping hand to those who need it, while sending a clear message that 

any illegal drug use is, quite simply, incompatible with Federal service. 

This plan includes the Department of Transportation (DOT) requirements for employees 

with commercial drivers licenses (CDL). DOT guidelines require all drivers with a CDL 

to be periodically tested for alcohol and drug use. 
 

3. What is the MRP Policy on Drug Testing? 

A. It is MRP policy to provide a drug-free, healthful, and safe workplace. To 

 promote this goal, employees are required to report to work in appropriate mental 

 and physical condition to perform their job in a satisfactory manner. 

B. While on MRP premises and while conducting business-related activities off 

 MRP premises (including leased property and Government vehicles), no 

 employee may use, possess, distribute, sell, or be under the influence of illegal 

 drugs. The legal use of prescribed drugs is permitted on the job only if it does not 

 impair an employee's ability to perform the essential functions of the job 

 effectively and in a safe manner that does not endanger other individuals in the 

 workplace. 

C. Violations of this policy may lead to disciplinary action, up to and including 

 immediate termination of employment, and/or required participation in a 

 substance abuse rehabilitation or treatment program. Such violations may also 

 have legal consequences. 

D. Employees with drug problems that have not resulted in, and are not the 

 immediate subject of, disciplinary action may request approval to take time off to 

 participate in a rehabilitation or treatment program through their health insurance 

 benefit coverage. Annual and sick leave or leave without pay (LWOP) may be 

 granted if: 

 (1) The employee agrees to abstain from use of the problem substance; 

 (2) The employee abides by all MRP policies, rules, and prohibitions relating 

 to conduct in the workplace; and 

 (3) Approval of the leave will not cause MRP any undue hardship. 

E. MRP employees will be tested for the presence of marijuana, cocaine, opiates, 

 amphetamines, and phencyclidines (PCP). Employees being tested for reasonable 

 suspicion can be tested for any drug in Schedule I or II of the Controlled 

 Substances Act. 

F. MRP will provide supervisory training and employee education on alcohol and 

 drug use and abuse, and the impact on the work environment. 

4. Who is Subject to Testing? 

Based on the E.O., employees who occupy safety sensitive positions are required to be 

tested. USDA has identified positions believed to be safety sensitive, as shown in 

Table 1, Designated Testing Positions. Some of these positions are subject to new 

applicant testing, and all positions are subject to random drug testing. 
 

Employees who have a change in status, i.e., their position is classified as top secret, will 

receive an individual notice informing them of the Drug Free Workplace Program and its 

requirements (see Table 2). 
 

 Table 1 

MRP Drug Free Workplace Program 

Drug Testing Job Series

 Subject to Random 

Testing 

Title Series Subject to 

Applicant 

Testing

APHIS AMS

Administrator/Agency Head x x 

Aircraft Mechanic GS-1670, 

WG-8853 

x x 

Aircraft Operator AD-404, GS-486 

GS-2181, 

GM-2150 

x x 

Boat Operator WG-5723 x x 

Criminal Investigator GS-1811 x x x 

Drug Free Workplace Program 

Personnel 

All x 

Employees Authorized to Carry 

Firearms 

All x x 

Employees with Top Secret Security 

Clearances 

All x x 

Veterinary Services - FADDL Biocontainment Laboratories All x x 

Health Technician All x x 

Motor Vehicle Operator WG-5703 x x x 

Personnel with Access to Controlled 

Substances 

All x 

Presidential Appointees All x x 

Special Sensitive Positions All x x 

Commercial Drivers License All x x x 
 

5. What are the Responsibilities of MRP Management and Employees under the MRP 

 Drug Free Workplace Program? 

A. The APHIS Administrator must: 

 (1) Designate, in writing, to the Director, USDA Office of Human Capital 

 Management (OHCM), Quality Worklife Division (QWLD), that a 

 workplace program is established and implemented in the respective 

 agencies. 

 (2) Ensure that an Employee Assistance Program (EAP) Coordinator is 

 appointed in APHIS and AMS, and that the EAP is implemented within 

 the agency in accordance with this plan and other applicable laws, 

 regulations, and guidelines. 

 (3) Make recommendations for additional job series to be included for 

 applicant testing (if any) within MRP to the Assistant Secretary for 

 Administration, through the APHIS Safety Health and Employee Wellness 

 Branch. 

 (4) Make recommendations to the Director, USDA OHCM, QWLD, for 

 exemption of positions from drug testing on the basis of hardship due to 

 remote location, unavailability of onsite testing, or the lack of an 

 appropriate site for the test to be administered, through the APHIS Safety 

 Health and Employee Wellness Branch. 

B. The AMS and APHIS Deputy Administrators must: 

 (1) Ensure that supervisory training and employee education on drug testing 

 and illegal drug usage is delivered within their program units or divisions. 

 (2) Ensure that each program unit or division establishes a Drug Testing 

 Contact (DTC) who is responsible for entering the drug testing requests, 

 tracking, and following up on the requests. Entering a request takes only a 

 few minutes and is done electronically by accessing the contractor’s 

 internet Web site. 

C. The MRP Agency Personnel Officer must make determinations of reasonable 

suspicion and post accident/unsafe practice testing based on facts and 

circumstances that have been documented. This authority can only be 

 re-delegated one level below the MRP HR Director. 

D. The MRP Drug Testing Liaison (DTL), will: 
 

 (1) Coordinate the drug testing requests (new applicant, random, reasonable 

 suspicion, post accident/unsafe practice and followup), with the selected 

 USDA contractor and ensure that all notices are delivered to employees 

 subject to random testing. 

 (2) Provide support to the Agency Heads. 

 (3) Forward notification of verified positive test results to the Employee 

 Relations Staff. 

 (4) Establish a user ID and password for the DTC to schedule drug testing 

 requests. The DTL will ensure that the DTC has a copy of the contractor 

 access manual and basic instructions to access the system. 

 (5) Ensure that employees in the Designated Testing Positions receive a 

 30-day notification of drug testing requirements. 

 (6) Provide training for supervisors/managers covering the signs and 

 symptoms of alcohol and drug use and abuse. 

E. Employee Relations Specialists (ERS) will: 

 (1) After receiving notification from the DTL, inform and consult with 

 supervisors and management on appropriate disciplinary actions for 

 employees who have been identified with positive drug test results or 

 employees who have refused to submit to testing. 

 (2) Initiate the appropriate disciplinary action as identified in Section 8 of this 

 Handbook. 

(3) Inform the DTL, in writing, of the disciplinary actions taken for 

employees who have been identified with positive drug test results. 

 (4) Provide supervisors with training and assistance on the disciplinary action 

 process. 

F. Human Resources Staff will: 

(1) Provide employees who are applying for top secret security clearance, the 

 Drug Testing Notification Form (see Table 2) which verifies the employee 

 is aware of the drug testing requirements once top secret security 

clearance is obtained. 

 (2) Ensure that position descriptions and vacancy notices for E.O. series 

 inform employees and new applicants that APHIS is a drug free 

 workplace. 
 

G. EAP Coordinators will: 

 (1) Implement the EAP within the agencies, ensuring that EAP services are 

 available to all employees, and ensuring that supervisors and employees 

 know how to access the program. 

 (2) Serve as liaison with the USDA EAP Coordinator to provide educational 

 materials and training on illegal drugs to managers, supervisors, and 

 employees. 

 (3) Coordinate with supervisors, the Employee Relations Staff (ERS), and 

 union representatives on drug testing issues and EAP services that are 

 available to employees with problems that may be related to illegal drug 

 use. 
 

 Table 2

MRP Drug Free Workplace Program 

Drug Testing Notification Form

On September 15, 1986, President Ronald Reagan signed Executive Order (E.O.) 12564, 

Drug-Free Federal Workplace, establishing the goal of a drug-free workplace in the 

Federal government. The E.O. made it a condition of employment for all Federal 

employees to refrain from using illegal drugs on or off-duty, and required all Federal 

agencies to implement a drug-free workplace program. 

On October 10, 1986, the Secretary of Agriculture endorsed E.O. 12564 for a Drug-Free 

Federal Workplace. The United States Department of Agriculture (USDA) is concerned 

with the well-being of its employees; the successful accomplishment of agency missions; 

and the need to maintain employee productivity. The intent of the policy is to offer a 

helping hand to those who need it, while sending a clear message that illegal drug use is 

not acceptable. 

The USDA Drug-Free Workplace Program includes random drug testing for employees 

whose positions are characterized by critical safety or security responsibilities as related 

to the mission of USDA. Furthermore, job functions associated with these positions that 

directly and immediately affect public health and safety, the protection of life and 

property, and law enforcement or national security require a drug-free environment. 

All employees who occupy positions requiring a top secret security clearance are subject 

to random drug testing. Your signature acknowledges that you have received notification 

and understand you will now be subject to random drug testing conducted by USDA. 

_____________________________________

Full Name (printed) 

______________________________________ _________________

Signature Date 

Return this form to: 

 Denise Patterson 

MRP Drug Testing Liaison 

USDA/MRP/APHIS/SHEWB 

4700 River Road, Unit 124, 2A.02.46 

Riverdale, MD 20737
 

H. Supervisors must: 

(1) Ensure that new applicants in applicable drug testing series have testing 

conducted as soon as a position is offered with MRP. 

 (2) Ensure that employees have knowledge of EAP services and the toll free 

 number. 

 (3) Refer an employee to the EAP for counseling and rehabilitation when an 

 employee’s test results are reported positive. 

 (4) Initiate procedures for reasonable suspicion or post-accident testing. 

I. Employees must: 

 (1) Submit to drug testing as required. 

 (2) Participate in employee education when offered. 

 (3) Use the EAP services for counseling and rehabilitation referral for illegal 

 drug use and alcohol abuse, if desired. 

6. What are the Procedures for Drug Testing? 

The MRP Drug Free Workplace program consists of several components of drug testing: 

 Applicant testing; 

 Random testing of employees in testing designated positions; 

 Reasonable suspicion testing; 

 Post-accident testing; 

 Voluntary testing, and 

 Followup. Procedures for each component vary; a brief description is provided 

below: 

A. New Applicant Drug Testing. The MRP, in collaboration with the USDA, 

determined that certain positions with MRP are either safety or security sensitive 

positions. This means that if an employee who occupies a safety or security 

sensitive position used an illegal drug, the employee could jeopardize the safety 

or security of the employee, co-workers and the Agency. Table 1 identifies the 

title, job series, and agency with positions in these categories, and, if the positions 

require applicant testing. 
 

 Applicant testing can only be conducted when a job applicant has been offered a 

 position with MRP. This is done to screen out potential drug problems before 

 he/she enters the workplace. After an applicant has accepted the position and 

 drug testing has occurred with negative results (no drug use detected), the 

 applicant can be placed in the safety or security sensitive position. 

 (1) Supervisors/managers must contact the DTC after selecting an applicant 

 who is in the designated series for drug testing. New applicants in the 

 designated series must be drug tested before reporting to duty. The 

 supervisor/manager must provide the DTC with the applicant’s first and 

 last name; last 5 digits of Social Security Number; and city, State, and zip 

 code. 

 (2) The DTC will enter the request within 24 hours of receiving the 

 information from the supervisor/manager into the contractor’s Web site to 

 request drug testing. Once a request has been entered, it can be tracked 

 through the reports section in the Web site. 

 (3) When notifying the applicant, the DTC will advise the applicant of the 

 opportunity to submit medical documentation that may support a 

 legitimate use of a specified drug. Such information will be reviewed only 

 by the contracted Medical Review Officer (MRO) to determine whether 

 the individual is licitly using a controlled substance or otherwise illegal 

 drug. 

 (4) The applicant must report to the collection site within 48 hours of being 

 notified of employment. If an applicant fails to appear or refuses testing, 

 he/she will not be extended an offer of employment. Attempts to alter or 

 substitute the specimen are deemed a refusal to test. 

 (5) The DTL will contact the DTC and Human Resources with the applicant’s 

 test results. A final offer of employment will not be extended to any 

 applicant with a positive result and the applicant may not reapply for any 

 MRP position for 6 months. 

 (6) Detailed procedures for ordering new applicant tests can be found in 

 Appendix E. 

 B. Random Drug Testing. USDA is required to randomly test ten percent of 

 employees who are in E.O. Testing Designated Position. A random list is 

 generated through the National Finance Center (NFC) Personnel database, and is 

 distributed to each Agency DTL, on a monthly basis. When the DTL receives the 

 list with the agencies’ respective employees, the DTL will: 

 (1) Verify the list, ensuring that all applicants are within the designated series 

 and not located internationally. 
 

 (2) Select a clinic for the employees to report for testing from the contractor’s 

 Web site. 

 (3) Send out notifications to supervisors/managers that employees have been 

 selected for random drug testing, with the clinic location and phone 

 number, and a deadline for testing to be completed. 

 (4) Work with the contractor to establish clinics within a 20 mile radius of all 

 employees to be tested or closer when requested by supervisors/managers. 

 (5) Notify the USDA DFWP Program Manager of all employees deferred for 

 testing and the reason for the deferment. An employee whose random 

 drug test is deferred will be subject to unannounced testing within the 

 following 60 days. 

C. Reasonable Suspicion. The E.O. states that the determination for illegal drug use 

 testing can be made on the “basis of any appropriate evidence, including direct 

 observation, criminal conviction, administrative inquiry or the results of an 

 authorized testing program.” Reasonable suspicion must be clearly 

 documented with written and factual evidence (mere “hunches” are not 

 sufficient), before the MRP Human Resources Director can authorize testing. To 

 ensure the safety of employees, Table 3 provides a checklist for supervisors and 

 the ERS to utilize when an employee has been referred for reasonable suspicion. 

 The DTL must order the test and coordinate with the testing contractor. 

 D. Accident/Unsafe Testing. 

 

 (1) The National Institute of Drug Abuse has found that users of illegal drugs 

 have a higher incidence of accidents and injuries on the job. Therefore, 

 the E.O. requires that accidents/unsafe practices resulting in death or 

 personal injury, or resulting in damage to property in excess of $10,000 

 must be investigated. Additionally, the Federal Property Management 

 Regulations state that all vehicle accidents must be investigated. 

 Supervisors may obtain assistance for accident investigations from the 

 MRP Safety, Health, and Employee Wellness Branch. 

(2) If during an accident investigation, the supervisor determines that an 

employee has been negligent and at fault, causing injury, death, or 

property or equipment damage in excess of $10,000, the supervisor will 

request that the employee be tested for illegal drug use. 

 (3) The supervisor must submit all documentation to the ERS, who will 

 forward it to the Personnel Officer to make a determination. Table 3 

 provides a checklist for supervisors to use when investigating an accident. 
 

 (4) It is imperative that the post accident/unsafe practice test be conducted 

 within 32 hours, as some drugs only stay in the body for a limited time. If 

 the employee is hospitalized, the contractor can contact the hospital and 

 obtain collection. 

E. Followup. Followup testing is conducted on employees who have positive 

 random drug test results and have completed counseling/rehabilitation. 

 Employees are subject to follow up unannounced testing for 2 years, for no more 

 than 2 drug screens each year. If the employee at any time tests positive for drug 

 use, the employee is subject to further disciplinary action, including removal from 

 service. 

 F. Volunteer Drug Testing. 

 (1) Volunteers who wish to be tested must contact their supervisor/manager 

 and request to complete the Drug Free Notification Form (see Table 2). 

 (2) The volunteer will complete and submit the form to the DTL who will 

 notify personnel to change the employee’s coding in the NFC database. 

 (3) The employee is now subject to random drug testing. 
MRP 123 

AUG 2010 

United States Department of Agriculture 

Marketing and Regulatory Programs Reasonable Suspicion and Post-Accident/Unsafe Practice Checklist 

Employee Name: Date of Occurrence: 

Location Address: 

Reporting Supervisor: Phone Number: 

According to USDA policy, before reasonable suspicion or post-accident/unsafe practice testing is conducted, the Director of Personnel must approve 

the procedure. To assist in the determination, please complete this entire form to record employee observed behavior. A supervisor who is trained in 

the signs and symptoms of substance use and abuse must make the observation. Supervisors are not trained to diagnose any condition, only to 

describe the employee’s behavior. 

Based on absorption and elimination rates of alcohol and drugs in the body, post-accident/unsafe practice testing must be conducted within 32 hours of 

the accident/incident. 

Personnel Officer 

This is to certify that I have reviewed the documentation on __________________________________________________ submitted by 

 (Employee’s Name) 

_________________________________________________ and _____________________________________________________. 

 (Supervisor’s Name) (Employee Relations Specialist) 

Based upon the review, I have determined that drug testing should should not be conducted for reasonable suspicion post accident/unsafe 

practice testing. 

The employee must be notified of testing within 2 hours of signature of this form. 

MRP Personnel Director: Date: 

Did the employee admit to using alcohol or drugs? Yes No 

When: What time: Substance: 

 Legal Employee Prescription 

 Prescription Drug (not employee’s) 

 Illegal Substance 

 Alcohol 

How much: Dosage: Where taken:    Home Work Other 

Employee Behavior 

1. Walking/Balance 

 Stumbling Staggering Falling Unable to stand 

 Swaying Unsteady Holding On Rigid 

 Sagging at knees Feet wide apart Other 

2. Speech 

 Shouting Whispering Slow Rambling 

 Slurred Slobbering Incoherent Other 

3. Actions 

 Resisting communication Insulting Hostile Drowsy 

 Unresponsive Using profanity Threatening Erratic 

 Hyperactive Crying Indifferent Fighting/insubordinate 

 Other 

4. Eyes 

 Bloodshot Watery Dilated Glassy 

 Droopy Closed Wearing sunglasses Other 

5. Face 

 Flushed Pale Sweaty Other 

6. Appearance/Clothing 

 Disheveled Messy Dirty Partially dressed 

 Having odor Stains on clothing Other 
MRP 123 

AUG 2010 

7. Breath 

 Alcohol odor No alcohol odor Marijuana odor Pungent odor 

 Other 

8. Movements 

 Fumbling Jerky Slow Nervous 

 Hyperactive Exaggerated reflexes Nodding Body tremors 

 Other 

9. Eating/Chewing 

 Candy Mints Gum Tobacco 

 Other 

Post-Accident/Incident Information 

10. Accident/Incident Reports 

Did employee receive a police citation? Yes No 

If so, please attach. 

Was a police report completed at the accident/incident scene? Yes No 

If so, please provide report number. 

Was an SF-91, Report of Motor Vehicle Accident, completed? Yes No 

If so, please attach. 

11. Injured at Accident/Incident Scene 

Employee Injured Yes No Fatality Yes No Medical Treatment Yes No 

Passenger in Vehicle Injured Yes No Fatality Yes No Medical Treatment Yes No 

Other Vehicle Driver Injured Yes No Fatality Yes No Medical Treatment Yes No 

Other Vehicle Passenger Injured Yes No Fatality Yes No Medical Treatment Yes No 

12. Vehicle Damage 

 Estimated Damage 

GOV Car Yes No Under $10,000 Over $10,000 

Truck Yes No Under $10,000 Over $10,000 

ATV Yes No Under $10,000 Over $10,000 

Aircraft Yes No Under $10,000 Over $10,000 

Boat Yes No Under $10,000 Over $10,000 

POV Yes No Under $10,000 Over $10,000 

Other Vehicle Yes No Under $10,000 Over $10,000 

Property Damage Yes No Under $10,000 Over $10,000 

Description: 

13. Pyrotechnics/Firearms 

 A firearm discharged causing bodily injury or death to a person. 

 A firearm discharged causing damage to Government or privately owned property. 

 A firearm, accessories (e.g., scope, suppressor), or ammunition requiring repairs and/or replacement. 

 Ammunition missing and/or damaged. 

Witness Statement and Signature 

Witness Factual Account of Accident/Incident (Additional sheets can be provided.) 

Witness Signature: Title: Date: Time: 

Supervisor Statement and Signature 

Supervisor Factual Account of Accident/Incident (Additional sheets can be provided.) 

Supervisor Signature: Title: Date: Time: 
7. Is the Testing and Reporting Confidential?

A. All test results and counseling are protected under the provisions of the Privacy 

Act. This means that any samples, records, and counseling are considered 

confidential information and will be released to MRP personnel, when deemed 

necessary, as with positive drug test results. 

B. All records and information on employees with positive test results will be 

maintained by the ERS as confidential records, and will be kept in a locked and 

secure area with access only by authorized staff. Records must be disposed of in 

accordance with the Records Management guidelines. 

8. What Personnel Actions is an Employee Subject to for Refusal or Positive Test 

 Results? 

A. According to the E.O., employees should be referred to EAP for counseling 

and/or referral for rehabilitation. Employees who are found to be using illegal 

drugs and are referred to EAP, but do not obtain counseling or rehabilitation, and 

do not refrain from using illegal drugs, can be removed from Federal service. 

B. Disciplinary action will be initiated against any employee found to use illegal 

drugs or refusing to submit to drug testing, with the exception of voluntary 

admissions. Disciplinary action will depend on the circumstances of each case, 

but will be consistent with the E.O. and the Civil Service Reform Act of 1978. 

Disciplinary action includes: 

(1) Reprimanding the employee in writing. 

 

(2) Placing the employee in enforced leave status. 

(3) Suspending the employee without pay. 

(4) Suspending the employee without pay until the employee successfully 

completes rehabilitation, or until it is determined that action other than 

suspension is more appropriate. 

(5) Reducing the employee’s grade or rate of pay. 

(6) Reassigning the employee to another position if the employee is not 

performing essential duties of the current position. 

(7) Removal from service. Employees can be removed from Federal service 

if they: 

(a) Refuse to obtain counseling or rehabilitation, 

(b) Continue to use illegal drugs after the first finding of illegal drug 

use, 
(c) Refuse required testing, 

(d) Attempt to alter or substitute specimens during collection, or 

(e) Distribute or sell illegal drugs. 

C. An employee who occupies a sensitive position may not be allowed to perform 

sensitive duty functions until counseling or rehabilitation has been successfully 

completed. 

(1) Employees may be detailed to another position or may use annual or sick 

leave or LWOP. 

(2) An employee can be allowed to return to work in a sensitive position if it 

will not endanger public health or safety, or national security. A written 

determination must be placed in the employee’s personnel file clearly 

indicating the reason for returning to the position. Only the individuals 

identified in the table below have the authority to approve returning to 

work in a sensitive/top secret security position. 

Re-appointment Authority Positions

Secretary of Agriculture Presidential Appointees 

Assistant Secretary for Administration Senior Executives 

USDA Director, Office of Human Resources 

Management 

Schedule C Employees and 

GS/GM/14 and above 

Agency Head (cannot be re-delegated) All other positions 

 

9. What Resources are Available to Supervisors and Employees?

A. Employee Assistance Program (EAP). 

 MRP cares about the health and well-being of its employees and recognizes that a 

variety of personal problems can disrupt their personal and work lives. While 

many employees solve their problems either on their own or with the help of 

family and friends, sometimes employees need professional assistance and advice. 

 Through the EAP, MRP provides confidential access to professional counseling 

services for help in confronting such personal problems as alcohol and other 

substance abuse, marital and family difficulties, financial or legal troubles, and 

emotional distress. The EAP is available to all employees and their immediate 

family members offering problem assessment, short-term counseling, and referral 

to appropriate community and private services. 

 The EAP is strictly confidential and is designed to safeguard employees’ privacy 

and rights. Personal information concerning employee participation in the EAP is 

maintained in a confidential manner. No information related to an employee's 
participation in the program is entered into the personnel file. Information given 

to the EAP counselor may be released only if requested by the employee, in 

writing. 

 There is no cost for employees to consult with an EAP counselor. If further 

counseling is necessary, the EAP counselor will outline community and private 

services available. The counselor will also let employees know whether any costs 

associated with private services may be covered by their health insurance plan. 

Costs that are not covered are the responsibility of employees. 

 Supervisors may grant employees 1 hour of administrative leave during the initial 

assessment and referral phase of counseling, which cannot exceed 6 visits and 12 

hours of administrative leave. The supervisor can use his/her discretion to allow 

employees an additional hour of travel time (1⁄2 hour to and from the counseling 

session). 

B. Supervisory Training. 

Supervisory training is required within 2 years of implementation of this program. 

Supervisors must be provided with information about drug and alcohol use and 

abuse, EAP, and how to recognize and address illegal drug use. The training can 

be conducted by EAP, the DTL, and/or Human Resources Staff and must include 

the following areas: 

 

(1) EAP and DTL. 

 (a) Signs and symptoms of alcohol and drug use and abuse. 

 

 (b) How to recognize employees with possible problems and 

 treatment alternatives. 

 (c) The roles of medical staff, supervisors, and EAP. 

 (d) Reintegration of employees into the workforce. 

 

 (e) Written materials that can be used at the worksite. 

 

 (f) EAP pamphlets and wallet cards. 

 

(2) Human Resources Staff. 

 (a) How to document employee performance/behavior. 

 (b) How to approach the problems and the employee. 

 (c) How to initiate disciplinary action. 

 (d) How to arrange for details from sensitive positions. 
C. Employee Education. 

 (1) The DTCs are responsible for providing employee education within the 

 program unit, at least quarterly, to employees subject to drug testing. To 

 the greatest extent possible, employee education should be made available 

 to all employees, as they are subject to post-accident testing and 

 reasonable suspicion. The DTC should contact the DTL for assistance 

 and can schedule training sessions through the EAP. The employee 

 education should cover: 

 (a) Types and effects of drugs; 

(b) Symptoms of drug use and the effects on performance and 

conduct; 

 (c) Relationship of EAP to the drug testing program; and 

 (d) Treatment, rehabilitation, and confidentiality issues. 

 (2) Employee education can be conducted in several ways. Approved 

 training methods are: 

 (a) Lunch time employee forums; 

 (b) Employee Drug Awareness Days; 

 (c) Videotapes, DVD’s, or other multimedia; 

 (d) Distribution of written materials; 

 (e) Formal training sessions; and 

(f) Self-directed internet/intranet training courses.

10. How is the Agency Billed for Drug Testing? 

USDA has an interagency agreement with the Department of Interior, to “ride” on the 

established contracts with a private corporation that provides drug testing collection sites, 

analysis of findings, and reports. 

The contractors bill USDA for collection kits and analysis and DOI bills USDA an 

administrative fee to ride the contracts. These costs are charged back to the USDA 

agencies through Greenbook billing. 

11. If I Have More Questions on the MRP Drug Testing Program, Who Do I 

 Contact? 
Questions concerning this policy or its administration should be directed to the Drug 

Testing Liaison on 301-734-8350.
 APPENDIX A

 DEFINITIONS

Agency Personnel Officer. The Director, Human Resources, Human Resources Division, 

Marketing and Regulatory Programs Business Services. The Director, HRSEU, can redelegate his/her authority one level below to a Personnel Officer. 

Applicant. Any individual tentatively selected for employment with MRP in a Testing 

Designated Position or any individual within MRP tentatively selected for movement into 

a Testing Designated Position who has not, immediately prior to the selection, been 

subject to random testing. 

Drug Testing Liaison (DTL). The person appointed to provide the liaison to the USDA 

DFWP Program Manager, with Agency Heads, supervisors, and employees of their 

agencies on the Drug-Free Workplace Program. 

Drug Testing Contact. An employee who is responsible for entering new applicant drug 

testing requests, tracking and following up on the requests by using the established secure 

Web site, and for ensuring that employees in the required job series are trained on the 

drug free workplace requirements. 

 

Employee Assistance Program (EAP). The MRP counseling program that offers 

assessment, short-term counseling, and referral services to employees for a wide range of 

drug, alcohol, and mental health problems; and monitors the progress of employees while 

in treatment. 

Employee Assistance Program Coordinator. The individual designated in MRP to be 

responsible for implementing and operating the EAP within his/her agency. 

Illegal Drug. A controlled substance as defined by section 802(6), Title 21,United States 

Code, the possession of which is unlawful under chapter 13 of that Title, unless 

possessed or used pursuant to a valid prescription or other lawful means. 

Medical Review Officer (MRO). A licensed physician with appropriate medical training 

in substance abuse disorders to evaluate and interpret all positive test results received 

from the drug testing laboratory together with an individual's medical history and any 

other relevant biomedical information. 

Random Testing. A system of drug testing imposed without individualized suspicion that 

a particular individual is using illegal drugs. Random testing may either be uniform 

unannounced testing of employees occupying Testing Designated Positions in a specified 

area, organizational element or position, or may be a statistically random sampling of a 

percentage of such employees based on a neutral criterion, such as social security 

numbers. 
Sensitive Position. A position: 

(1) Designated as Special-Sensitive, Critical-Sensitive, or Noncritical-Sensitive, or 

designated as sensitive in accordance with Executive Order (E.O.) No. 10450, as 

amended; 

(2) In which employees have either been or will be granted access to classified 

information pursuant to a determination of trustworthiness under Section 4 of 

E.O. No. 12356; 

(3) Filled by a Presidential appointment with the advice and consent of the Senate; 

(4) Entailing law enforcement as defined in 5 U.S.C. Section 8331 (20) and 

8401 (17); or 

(5) Which the Secretary of Agriculture determines involves law enforcement, 

national security, the protection of life and property; public health or safety, or 

other functions requiring a high degree of trust and confidence. 

Supervisor. An employee who has the authority to hire, direct, assign, promote, reward, 

transfer, furlough, layoff, recall, suspend, discipline, or remove employees, to adjust their 

grievances, or to effectively recommend such action, if the exercise of the authority is not 

merely routine or clerical in nature, but requires the consistent exercise of independent 

judgment. 

Testing Designated Position. A position within USDA which has been designated for 

random testing as identified in Appendix B. 

Verified Positive Test Result. A test result that has been screened positive by a Food and 

Drug Administration approved immunoassay test, confirmed by a Gas Chromatography/ 

Mass Spectrometry assay, (or other confirmatory test approved by the Department of 

Health and Human Services (HHS), evaluated by the MRO, and which has been 

determined to be unjustifiable. 
 APPENDIX B 

POSITION TITLES DESIGNATED FOR RANDOM TESTING

 Agency Heads (Not subject to applicant testing). 

Incumbents serve as the top cadre of management personnel of USDA in both career and 

non-career positions. They manage and supervise agencies of the Department, 

participate at the highest levels in policy formulation and direction, and make extremely 

complex and sensitive decisions requiring a high degree of public trust and confidence. 

Drug usage could result in actions and decisions which could lead to a failure to 

implement laws and program delivery which could negatively impact the protection of 

life and property, public health and safety, or lead to the waste of public funds. This 

could lead to a loss of trust and confidence in USDA and the American Government by 

the public and foreign governments. 

 Aircraft Mechanic (GS-1670, WG-8852 or any other occupational series in which the 

 incumbent may perform the duties described below) (Subject to applicant testing). 

Incumbents are involved in the overhaul, installation, maintenance, modification, test 

and/or repair of aircraft systems, electronic equipment, instrumentation, flight control, 

and survival equipment. These duties require keen sensory perception and 

neuromuscular coordination. Incumbents must exercise sound judgment to ensure 

aircraft safety and operation. 

Drug usage could result in loss of life, injury, or destruction of property. For example, if 

an aircraft mechanic failed to properly conduct pre-flight inspections, mechanical failure 

could cause a crash endangering the pilot, passengers, and other personnel on the ground 

and in the surrounding airspace. 

 Aircraft Operator (AD-404, GS-486, GS-2181, GM-2150 or any other occupational series 

 in which the incumbent may perform the duties described below) (Subject to applicant 

 testing). 

Incumbents are required to operate aircraft used in agricultural programs for such 

purposes as crop spraying, fire fighting, insect control, animal damage control, and aerial 

surveillance and photography. Aircraft operators make critical judgments which are 

substantially more demanding than what would be required of operators of aircraft 

carrying only passengers. Flying in agricultural situations usually requires operating in 

and out of less developed airfields, over rural and mountainous terrain, and at low 

altitudes necessitating acute awareness and instantaneous decision making. 

Drug usage produces diminished mental and neuromuscular coordination which could 

lead to the inability to properly operate the aircraft. Inability to properly operate aircraft 

could in turn result in the loss of life and damage to, or destruction of property. Drug 

usage could endanger the aircraft operator, as well as all other passengers and pilots in 

the airspace and personnel on the ground. 
 Boat Operator (WG-5723 or any other occupational series in which the incumbent may 

 perform the duties described below) (Subject to applicant testing). 

Incumbents are required to operate vessels which average approximately 30 feet in 

length. The vessels are used to move people, supplies, and equipment including high 

level State and Federal officials. Vehicles must be operated in a safe manner in order not 

to endanger lives or to risk loss of property. 

Drug usage diminishes the mental and neuromuscular capacity necessary to operate 

vessels of this size. This, in turn, leads to the operator's inability to properly control the 

vessel leading to a possible loss of life, personal injury, or destruction of property. 

 Criminal Investigator (GS-1811) (Subject to applicant testing). 

Incumbents perform, advise on, and administer investigations concerning suspected 

violations of Federal statutes and regulations. Close coordination must be maintained 

with U.S. attorneys, military security, and local, State, and Federal law enforcement 

officials. Incumbents interrogate witnesses and suspects, serve subpoenas, testify before 

grand juries, administer oaths, and conduct searches for physical and documentary 

evidence. 

Some incumbents carry and use firearms in the performance of their duties. The conduct 

of these duties requires the highest level of personal integrity and credibility since it 

involves investigating and charging others who are accused of wrongdoing or violation of 

the law. These duties also require extensive exercise of sound personal judgment. 

Drug usage could result in loss of life or injury and improper adjudication of criminal or 

administrative actions. For example, if criminal investigators fail to obtain key data, 

ascertain witness veracity, follow legal procedures, or execute rules of evidence properly, 

sensitive and costly investigations could be compromised. Additionally, improper or 

unauthorized use of weapons could result in a loss of life. The high level of personal 

integrity required of criminal investigators is inconsistent with the use of illegal drugs. 

 Drug-Free Workplace Program Personnel (Not subject to applicant testing). 

Incumbents who hold the positions of EAP Program Manager and Agency Drug Testing 

Liaison are directly involved in the administration and day-to-day operation of the DrugFree Workplace Program. As such, they are in positions having access to sensitive 

employee and drug testing program information. 

Drug usage by the incumbents could result in incorrect decisions, embarrassment to 

USDA, or the release of information which could undermine the program. Therefore, the 

incumbents have a responsibility to demonstrate the absence of use of illegal drugs to 

maintain the credibility and employee confidence in the program. 

 Employees Authorized to Carry Firearms (Subject to applicant testing). 
Incumbents preserve and protect Government employees and property. They also are 

authorized to carry firearms for self protection in remote locations such as in the U.S. 

forests. 

Illegal drug use calls to doubt the integrity and credibility of the employee and his/her 

ability to perform his/her duties of protecting persons, property, or himself/herself. Drug 

usage produces diminished mental and neuromuscular capacity. This could lead to lifethreatening lapses in judgment or ability. 

 Employees Required to have a Commercial Drivers License (CDL) (Subject to applicant 

 drug testing - not applicant alcohol testing). 

As required by the Department of Transportation (DOT) Regulations (49 CFR et al.), all 

applicants for and employees of positions in which they are required to have a CDL to 

perform their duties are subject to random alcohol and drug testing. See DOT Regulation 

49 CFR et. al. for justification. 

 Employees stationed at Plum Island Animal Disease Center with special access to the 

 biocontainment laboratories. (Subject to applicant testing). 

Incumbents with special access to the biocontainment laboratories either work within the 

confines of the biocontainment laboratories, or have frequent access to the 

biocontainment laboratories, although their primary worksite may be in other buildings. 

This special access authorizes the incumbents to move freely without supervision or 

escort throughout the entire biocontainment facility (approximately 250,000 sq. ft. of 

laboratory/mechanical space and animal rooms), which allows them access to dangerous 

and exotic disease agents which pose a high individual risk of life-threatening disease. 

United States law mandates that certain etiologic microorganisms which are foreign to 

the United States may be studied only at the Plum Island Animal Disease Center. The 

microorganisms included exhibit varying degrees of pathogenicity/infectivity for man (in 

some cases unknown). The risk of extensive damage to the United States livestock 

industry by exposure to these disease agents is extremely high. 

Drug use could result in accidental or deliberate violation of biological safety regulations 

and procedures which could be potentially disastrous to human safety and economic 

welfare of the United States. 

 Employees with Top Secret Security Clearances (Not subject to applicant testing). 

Incumbents have access to national security information with Top Secret classification, 

serve in sensitive Foreign Service or overseas positions which require a Top Secret 

security clearance, or are involved in duties demanding the highest degree of public trust. 

Drug usage could result in inability to properly perform the duties of their positions, 

indiscretions while under the influence of drugs, or susceptibility to financial 

considerations which could cause an incumbent to be susceptible to releasing classified 

information or otherwise compromising national security for personal gain. 
 Motor Vehicle Operator (WG-5703) (Subject to applicant testing). 

Incumbents operate motor vehicles such as buses, trucks, passenger vans, and other 

passenger carrying vehicles as their predominant duty and responsibility. The vehicles 

are used to move people and equipment including providing chauffeur services to high 

level officials. Vehicles must be operated in a safe manner to avoid endangering the lives 

of the public or passengers, or risking the loss of property. 

Drug usage produces diminished mental and neuromuscular capacity. This could in turn 

lead to the operator’s inability to properly control the vehicle, leading to the possible loss 

of life, personal injury, or destruction of property. For example, if the driver of a 

passenger carrying shuttle failed to notice a traffic light, death or serious injury could 

result to USDA employees and the general public. The use of illegal drugs is therefore 

inconsistent with the responsibility of safe vehicle operation. 

 Other Personnel With Access to Controlled Substances (Not subject to applicant testing). 

Incumbents have access to controlled substances. As a result, incumbents must maintain 

the highest level of personal integrity in order that full confidence can be placed in the 

integrity of the agency. 

Drug abuse could result in diminished mental capacity, or personal use of the controlled 

substance to which incumbents have access. Additionally, incumbents who are drug 

users are highly vulnerable to extortion, which could result in the unauthorized release of 

these substances. 

 Presidential Appointees (Not subject to applicant testing). 

These are individuals appointed by the President with the advice and consent of the 

Senate. They serve the American public in the highest levels of the Department in 

positions such as Secretary of Agriculture, Deputy Secretary of Agriculture, assistant and 

under Secretaries, and agency heads. They participate with the President and the 

Congress in developing public policy in the many areas within the scope of USDA, make 

the most complex and sensitive decisions, and require the highest degree of public trust 

and confidence. 

Drug usage could result in loss of trust and confidence by the American public and 

governments throughout the world. In addition, drug usage by incumbents in these 

positions will have a direct and negative affect on USDA and the Federal Government, 

national security, and the efficiency, effectiveness, and cost of USDA programs. 

 Special-Sensitive Positions (Not subject to applicant testing). 

Incumbents of these positions are designated as such under criteria of the Federal 

Personnel Manual, Chapters 731 and 732. Individuals serve in positions of the highest 

level of sensitivity with the potential for greatest degree of damage to the national 

security. Most occupants of these positions require access to Top Secret national security 
information in accordance with E.O. 10450, or access to sensitive compartmented 

information under authority of Director of Central Intelligence Handbook No. 1/14. 

These positions also include any Automated Dated Processing (ADP)-Computer position 

that meets the above criteria or is determined by the head of a USDA agency to impose a 

risk in terms of ADP-Computer security above that at the critical-sensitive level. 

Incumbents are in positions that have potential for inestimable impact involving duties 

especially critical to the agency mission. They have broad scope and authority 

(e.g., overall direction of a major Federal program) or other extremely important 

responsibilities which affect the overall efficiency of the service. 

Drug usage could result in inability to properly perform the duties of their positions or 

indiscretions while under the influence of drugs. Drug usage could cause incumbents to 

be subject to increased financial need which may cause them to be susceptible to 

compromising national security information or otherwise compromising national security 

for personal use. 
 APPENDIX C 

MRP Drug Free Workplace Program 

Random Drug Testing 

Checklist for Supervisors

 The names of your employees who have been selected for random drug testing under the 

 Drug Free Workplace Program are provided. This information is confidential. This list 

 also contains the name, address, and phone number of the collection site where these 

 employees are to report. 

 Prior to sending the employee for collection, contact the collection site and schedule the 

 date and time of the employee’s collection. Identify yourself and the employee(s) being 

 tested as Department of Agriculture employees and indicate that the supplies for the 

 collection were provided by contract through the Department of Interior. 

 The collection will be performed by a Government contractor, who will ensure the 

 process 

is properly administered. 

 The following procedures should be followed when notifying employee(s) of the 

 collection process: 

 Approximately 2 hours prior to the actual collection, inform the employee 

 verbally, and privately, that he/she has been identified through a random 

 selection process for drug testing urinalysis. Clearly inform the employee as 

 to the time and exact location to report for testing and instruct him/her to take 

 photo identification. 

 Give the employee the attached Checklist for Employees. This provides the 

 employee with helpful information about the collection process. 

 Advise the employee to be prepared to provide a urine specimen at the scheduled 

 time. If an employee is unable to provide a sufficient quantity of urine, he/she 

will be given a reasonable period of time to provide a specimen by the collection 

site. As a general rule, the employee will be allowed to drink a reasonable 

amount of fluid distributed through a period of up to 3 hours, or until the 

employee has provided sufficient amount of urine, whichever occurs first. Failure 

to do so will be presumed to be a refusal to take the test and a proposal for 

removal will result, unless satisfactory medical documentation is furnished to 

support his/her actions. 
 When an employee selected for random testing is unavailable for legitimate reasons 

 (e.g., working different shift, travel leave) you must notify the Agency Drug Testing 

 Liaison, on 301-734-8350. An employee whose random drug test is deferred will be 

 subject to an unannounced test within the following 60 days. 

 In no instance will an employee not identified on the official test list maintained by the 

 DTL during collection be tested. Do not make any unilateral changes. 

 An employee who fails to appear for testing and has not been deferred will be considered 

 as having refused to participate in testing and will be subject to a proposal for removal 

 from service. 

 Immediately report any problems encountered during employee notification to the DTL. 

 Employees who fail to cooperate with the collection procedures will be subject to 

 disciplinary actions consistent with the Department’s Plan for a Drug Free Workplace 

 (available on the Web at http://www.usda.gov.da/shmd/dfwp.htm)

 If you have any questions or concerns, you should share them with the DTL at: 

USDA/APHIS/SHEWB 

ATTN: Drug Free Workplace Program Manager 

4700 River Road, Unit 124 

Riverdale, MD 20737 

301-734-8350 

301-734-7828 (FAX) 
 APPENDIX D 

MRP Drug Free Workplace Program 

Random Drug Testing 

Checklist for Employees

You have been identified through a process of random selection for drug testing by urinalysis. 

Please be assured that your selection and the selection of other employees in your agency for 

such drug testing in to way reflects that the agency has any specific cause to suspect the usage of 

illegal drugs. Please take a few minutes to read the following information which describes your 

role in the collection process. 

 Please arrive at the collection site on time. 

 Collection site personnel will ask you to verify your social security number and provide a 

 photo ID such as a driver’s license or agency badge. Collection site personnel are 

 required to contact USDA for guidance if proper identification is not obtained. You will 

 be asked to verify your social security number and provide your initials/signature at 

 several stages throughout the collection process. These precautions are for your 

 protection and will help ensure that all specimens are labeled correctly. 

 Collection site procedures will be explained by a technician. Personnel will also be 

 available to answer questions you might have or they will refer you to the appropriate 

 individual from your agency. 

 You will be asked to remove outer garments such as overcoats and suit jackets. You may 

 not take a carrying bag into the collection room, but you may take your wallet with you. 

 Your technician will provide you with a sample collection container and instructions. 

 You must wash and dry your hands before entering the collection room. 

 Unless otherwise directed by the agency, you may provide the specimen in the privacy of 

 a stall or otherwise partitioned area that allows for individual privacy. It will be 

 necessary for you to provide a specimen of at least 30 milliliters for the agency sample. 

If you are unable to provide a sufficient quantity, you will be given a reasonable period 

of time to provide an adequate specimen. As a general rule, you will be provided water 

to drink and allowed until the end of your day’s tour of duty (or a reasonable period of 

time if this is inappropriate) to supply a sample. Failure to do so will be presumed to be a 

refusal to take the test and a proposal for removal will result, unless satisfactory medical 

documentation is furnished to support the inability to supply the sample. 

 Do not flush the toilet at any time while you are in the collection process. 

 You will give the collection container to the technician who, after checking the 

 temperature (within 4 minutes of collection) and general appearance of the sample, 

 will transfer the sample to a sealed shipping bottle. If the temperature reading is found to 
 be outside the acceptable range (90 - 100 F) you may request that the collector take an 

 oral temperature. The technician will tighten the bottle cap and place the prepared 

 evidence tape over the cap and down the sides of the bottle. You should then initial the 

 seal and the label confirming that it is your sample in the bottle and that the social 

 security number and other information is correct. You must observe this process 

 continuously. 

 If the collector has reason to believe that the urine specimen has been altered or 

 substituted, he/she will notify a higher level supervisor. Should you tamper, adulterate, 

or in any other manner attempt to alter the specimen, the collector will request 

authorization from your agency to collect a second specimen under direct observation by 

a same gender collection site individual. Both specimens will be sent to the laboratory 

for analysis. 

 You may then wash your hands. 

 You may elect to have a second sample collected at the same time as the USDA sample 

 and have it submitted by the sample collector to the Department’s contract laboratory for 

 storage. The collection site personnel will assist you in this determination. 

 Failure to appear for testing without a deferral from your supervisor and the USDA 

 Director, Safety Health and Employee Welfare Division, will be considered a refusal to 

 participate in testing, and will result in a proposal for removal from the Federal service. 

 Additionally, failure to cooperate with the collection procedures will result in 

disciplinary action consistent with the Department’s Plan for a Drug Free Workplace. 

This plan is available on the internet at http://www.usda.gov.da/shmd/dfwp.htm

 If you have any questions or concerns, you should share them with the Drug Testing 

 Liaison: 

 USDA/MRP/SHEWB 

 ATTN: Drug Free Workplace Program Manager 

 4700 River Road, Unit 124 

 Riverdale, MD 20737 

 (301) 734-8350 

 (301) 734-7828 (FAX) 
 APPENDIX E 

MRP Standard Operating Procedures 

for 

New Applicant Drug Testing 

1. Before reporting to duty, all new applicants (NA) in the following job series must be drug 

tested before reporting to duty with negative test results. New applicants include 

seasonal and intermittent employees who have not worked for the agency for 6 months or 

more. Permanent seasonal employees may report to duty prior to having drug testing 

conducted. However, testing must be conducted within the first week that the employee 

has returned to duty. 

Title Series

Aircraft Mechanic GS-1670 

WG-8853 

Aircraft Operator GS-2181 

GM-2150 

Boat Operator WG-5723 

Criminal Investigator GS-1811 

Employees Authorized to Carry Firearms All 

Employees with access to Plum Island 

Biocontainment Laboratories 

All 

Employees Required to Have a Commercial 

Drivers License 

All 

2. For each NA drug test you will need the following information to request a drug test: 

Employee’s Full Name 

Social Security Number (last 5 digits) 

City, State and Zip Code 

3. To request a drug test, the following Drug Free Workplace Program (DFWP) point of 

 contacts (POC) (see Drug Free Workplace Point of Contacts, below) have access to a 

Web page to request drug testing. If they are not within your State, you can contact 

Denise Patterson, Drug Free Workplace Program Manager (PM) at 301-734-8350, or for 

Wildlife Services, Carolyn Joyce, at 301-734-4890. 

 Each POC has a unique ID and password which identifies him/her if the scheduling 

 center has any problems contacting the NA or concerns with the entered data. The ID 

 also determines the POC when reporting back test results. 
 After accessing the Pembrooke Web page, double click on “Test Scheduling,” the icon 

 located on the left hand menu. 

 Double click “Customer Schedules Collection.” 

 Enter Social Security Number (SSN) (4 zeros and last 5 digits of SSN) and NA 

 Name. 

 Double click “Find Collection Site.” You will now have to enter the city and 

 State or zip code to find a clinic for the new applicant. Quest Laboratories is the 

 preferred collection site as all collections are sent to Quest Labs for analysis. 

 After a selection of clinics appears, click the “Site Code.” Clicking this will 

 automatically populate the Request Screen. 

 In Comments, enter “2nd day delivery,” to ensure prompt mailing of the collection 

 kit to the clinic. 

 Click “Submit.” You have now entered the request and a message box will 

 appear that the request has been submitted. 

 Allow 48 hours for the test kit to arrive at the selected clinic and call to verify that 

 the collection kit has arrived. If there are problems, use Pembrooke United Parcel 

 Service tracking to determine date and time of delivery to the clinic and who 

 signed for it. 

 Once it has been determined that the collection kit is at the site, call the NA to 

 inform him/her of the name and address of the collection site and that he/she has 

 48 hours to report to the site for the collection. Failure to do so will result in 

 termination of job offer. (USDA regulations require the NA to report within 48 

 hours to decrease the likelihood of drugs being cleansed from his/her system.) 

 Also instruct the NA to contact you after the testing is completed, so test results 

 can be monitored. 

4. The NA goes in for the drug test where he/she has a chance to declare on a chain of 

 custody form if he/she is taking any medications (prescription or medication must be 

 presented) or if there is any reason why he/she may test positive. A urine sample is 

 collected which is forwarded to the contract lab (Quest) who analyzes the sample. 

 The Medical Review Officer (MRO) reviews the final test results and pronounces the test 

 as positive or negative. If the test results are positive, the MRO will contact the NA and 

 ask if there is a bona-fide reason the test is positive. If the NA provides valid 

 documentation for the positive finding, the test results are considered “false positive” and 

 the NA may be hired. If valid documentation is not provided, the MRO pronounces the 

 test as “Positive” and the NA may not be hired. 
 The PM will access Pembrooke’s system daily to report test results to the requesting 

 office. The PM will send a corresponding message to APHIS Human Resources Office 

 (HRO) - Staffing, notifying them that the NA has completed drug testing and has tested 

 negative or positive. HRO-Staffing will then complete the hiring process. 

 In the absence of the PM, Dr. Thomas R. Walker will report test results. 

5. The entire drug testing process should not take longer than 10 business days. Billing for 

 drug testing comes from the USDA Green Book account. NA and MRP programs are not 

 charged directly for testing. 
Drug Free Workplace Point of Contacts 

Program Last Name First Name State Phone Number 

APHIS Program 

Manager Patterson Denise APHIS 301-734-8350 

Veterinary Services Smith Deborah TX 512-916-5553 

Pietig Jo NVSL 515-663-3247 

Wildlife Services Acors Clarissa VA 804-739-7739 

Altizer Berta OK 405-521-4039 

Amundson Mariette WI 608-837-2727 

Berg Robin WA 360-753-9884 

Brinegar Sue NWRC 970-266-6028 

Culver Teres NV 775-851-4848 

Cunningham Chandra WV 304-636-1785 

Davis Joni NE 402-434-2341 

Dixon Donde TX 210-472-5456 x246 

Dyer Robin ME 207-662-8263 

Dyer Vielka FL 352-377-5556 

Golden Cherri MS 662-325-3014 

Gomez Becky Pilots & Mechanics 970-494-7437 

Joyce Carolyn All WS 301-734-4890 

Kerber Theresa MD 410-349-8024 

Nichols Amy CO 303-236-5818 

Rayls Christina OR 503-326-2346 

Roberts Vicky MI 517-376-1928 

Rojo Juan HI & Guam 808-861-8575 x10 

Sargent Arolyn VT 603-223-6832 

Saunders Catherine NC 919-786-4480 x226 

Silva Wendy CA 916-979-2030 x100 

Stjeveland Tharen MO 573-499-3033 

Towell Cheryl IN 765-494-6229 

Vinson Sandy PA 717-236-9451 

Wanczyk Dawn MA 413-253-2403 
APPENDIX F 

Marketing and Regulatory Programs (MRP) 

Drug Free Workplace Program (DFWP) 

Reasonable Suspicion and Post-Accident Drug Testing 

FACT SHEET 

I think an employee is using drugs on the job. Can the employee be tested? 

Testing may be required of any employee in any position where there is a reasonable suspicion of onduty use or impairment, but must be clearly documented before an employee can be tested, to include 

written and factual evidence. The USDA and APHIS Drug Free Workplace Program states that the 

determination for illegal drug use testing is made on the basis of any appropriate evidence, including 

direct observation, criminal conviction, administrative inquiry, or the results of an authorized testing 

program. Testing can be conducted only after the MRP Personnel Officer reviews information 

collected from the supervisor, the Employee Relations Specialist, and the Agency Drug Testing 

Liaison. 

I think an employee was using alcohol and/or drugs before his/her injury/accident occurred. 

What should I do? 

Post accident/incident testing must be conducted within 32 hours of the accident/incident if any of the 

following conditions exists. If: 

(1) There is over $10,000 damage to property; 

(2) There are any fatalities; or if 

(3) Medical treatment is sought by any of the accident/incident victims. 

An accident/investigation report should also be conducted in accordance with the APHIS Safety and 

Health Manual. Immediately contact your respective Program Employee Relations Specialist as postaccident/incident testing is conducted after the MRP Personnel Officer reviews information collected 

from the supervisor, the Employee Relations Specialist, and the Agency Drug Testing Liaison. 

How is Reasonable Suspicion or Post-Accident Testing conducted?

After the MRP Personnel Officer approves either Reasonable Suspicion or Post-Accident testing, the 

Agency Drug Testing Liaison will have a drug collection kit sent to the closest clinic or hospital to 

have the employee tested. The employee being tested may not drive to the testing location and should 

be transported to the clinic via taxicab, and not by other employees. An employee who refuses 

testing will be subject to disciplinary action. 

What personnel actions are employees subject to for a positive drug test, or if the employee 

refuses to submit to drug testing? 

Disciplinary action will be initiated against any employee found to use illegal drugs or refusing to 

submit to drug testing. An employee who is currently engaging in the illegal use of drugs is not 

protected from action by the employer. However, an employee may make use of the “safe harbor” 

admissions. Safe harbor admissions occur when an employee voluntarily discontinues use of illegal 
drugs, obtains immediate counseling, and refrains from substance abuse. To clarify, if the employee 

engages in misconduct, then attempts to use the safe harbor provisions as a shield, the employee is not 

protected from disciplinary action; the safe harbor provision is intended to encourage voluntary 

admission and treatment. An employee who is found to be using illegal drugs is referred to the 

Employee Assistance Program (EAP). If the employee does not obtain counseling or rehabilitation 

and does not refrain from using illegal drugs, the employee can be removed from Federal service. 

Supervisors are not trained in detecting substance abuse in the workplace. How can 

supervisors learn more about reasonable suspicion and post-accident testing? 

Supervisors must be provided with information about drug and alcohol use and abuse, the EAP, and 

how to recognize and address illegal drug use. Additionally, supervisors must have one hour of 

training in both the signs and symptoms of alcohol and drug abuse to formally make a request for 

reasonable suspicion testing. Training is available through USDA Aglearn under the following 

course titles: 

 DOT Drug Testing Regulations for Supervisors 

 DOT Alcohol Testing Regulations for Supervisors 

Where can I get more information?

If you need more information about the Drug Free Workplace program, you can: 

(1) Download a copy of the MRP Drug Free Workplace Handbook at 

http://www.aphis.usda.gov/library/,

(2) Call MRPBS Printing and Distribution at 301-734-5524 to request a copy of the 

Handbook; or 

(3) Call the Drug Free Workplace Program Manager at 301-734-8350.