Source: http://docplayer.net/839105-One-gateway-plaza-metropolitan-transportation-authority-los-angeles-ca-90012-2952-metro-approve-changes-to-drug-and-alcohol-policy.html
Timestamp: 2016-12-09 13:32:15
Document Index: 285320995

Matched Legal Cases: ['art 655', 'arts 40', 'arts 40', 'arts 40', 'art 40', 'art 40', 'art 655', 'art 655', 'arts 40', 'ART 120', 'ART 120']

⭐One Gateway Plaza Metropolitan Transportation Authority Los Angeles. CA metro. APPROVE CHANGES TO DRUG AND ALCOHOL POLICY
One Gateway Plaza Metropolitan Transportation Authority Los Angeles. CA metro. APPROVE CHANGES TO DRUG AND ALCOHOL POLICY
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1 @ Metro Los Angetes Courrty One Gateway Plaza Metropolitan Transportation Authority Los Angeles. CA metro. EXECUTIVE MANAGEMENT AND AUDIT COMMITTEE JULY 21,201 1 SUBJECT: ACTION: DRUG AND ALCOHOL POLICY APPROVE CHANGES TO DRUG AND ALCOHOL POLICY RECOMMENDATION Approve revisions to the Los Angeles County Metropolitan Transportation Authority's Drug and Alcohol-Free Work Environment policy. The Federal Transit Administration (FTA) has issued changes to Drug and Alcohol Policy guidelines, and changes related to the purchase of Union Station and a court decision require Board approval to be included in Metro's policy. DISCUSSION Federal Transit Administration regulation 49 CFR Part 655 requires that recipients of FTA funding have a drug and alcohol policy that meets federal guidelines and that the Board of Directors adopt the policy. The Drug and Alcohol Free Work Environment policy establishes Metro's commitment to comply with all federal and state regulations to ensure a safe and substance abuse-free environment. This revision is the first update of the policy since May 26, The policy applies to employees identified as safety-sensitive under the FTA's guidelines and complies with the latest amendments to the federal regulations. The policy also applies to non-safety-sensitive employees as permitted by law. In the revised policy, the requirement for pre-employment testing of non-safetysensitive employees is eliminated based on a gth Circuit Court of Appeals Decision (Lanier v. City of Woodburn). The policy encourages employees with alcohol or drug dependency issues to seek professional rehabilitation assistance through Metro's Employee Assistance Program. To ensure sobriety and safety, this policy revision allows Metro to require monitoring of evaluation and treatment when self-disclosure or legal action reveals a substance abuse problem.2 The policy previously prohibited the use of alcohol on all Metro property. The definition of "Metro property" specific to this policy has been changed as a result of Metro's purchase of Union Station, which contains facilities and designated areas where alcohol consumption is permitted. All significant revisions to the policy are summarized in Attachment A. ALTERNATIVES CONSIDERED As an urban mass transit authority, subsidized in part by federal funds provided by the United States Department of Transportation (DOT) through the FTA, Metro has no alternative but to ensure compliance with federal regulations 49 CFR Parts 40 and 655. These regulations cover all such granteeslrecipients and mandate that they adopt and implement a drug and alcohol program policy. Failure to comply would risk loss of federal funding. Not changing the definition of Metro property to allow for the consumption of alcohol in designated areas at Union Station is not recommended because it would put the sale of alcoholic beverages at Union Station in conflict with policy. ATTACHMENT A. Summary of Revisions to Drug and Alcohol-Free Work Environment Policy B. Revised Drug and Alcohol-Free Work Environment Policy Prepared by: Kathi Harper, Director of Human Resources Jessica Gil, Medical Standards and Compliance Administrator Drug and Alcohol Policy Page 2 of 403 Chief Administrative Services Officer Arthur T. Leahy Chief Executive Officer Drug and Alcohol Policy Page 3 of 404 DRUG AND ALCOHOL FREE WORK ENVIRONMENT POLICY (#HR46) (ATTACH SUMMARY OF REVISIONS SECTION 2005 POLICY TEXT PROPOSED TEXT RATION Policy Statement Application (Covered Employees) Application (Covered ~K~lo~ees) ' Alcohol - Safety- Sensitive Em lo ees 1- An employee's use of prohibited drugs and misuse of alcohol poses a / sigxficant risk to public safety:as well as-to the employee's health and safety. N/A Unless otherwise noted in specific provisions, this policy applies to all Metro employees regardless of their / functions.- 1t.applie~to off-site lunch periods or breaks when an employee is scheduled to return to work or is on-call. As a condition of employment, safetysensitive (covered) employees are required to submit to all drug and alcohol tests administered in compliance with the requirements of 49 CFR Parts 40 and 655. Non-safetysensitive employees are subject to all such drug and alcohol tests, with the noted exception of random tests. 1.2 Alcohol - Safety-Sensitive Employees Safety-sensitive employees are prohibited from consuming alcohol: A. While on Metro property; B. While uerforming safetv-sensitive An employee's use of prohibited drugs and misuse of alcohol poses a significant risk to the safety of the employee, his or her coworlters, and the public. N/A Unless otherwise noted in specific provisions, this policy applies to all LACMTA employees regardless of their functions and to LACMTA property as defined in Section It applies to split assignments, off-site lunch periods, and/or brealts when an employee is scheduled to return to work or is bnicall. As a condition of employment, safetysensitive (covered) employees are required to submit to all drug and alcohol tests administered in compliance with the requirements of 49 CFR Parts 40 and 655 and other conditions and testing required under LACMTA authority. Non-safetysensitive employees are subject to all incident-based testing (reasonable suspicion, post-accident, return-to-duty and follow-up). N/A 1.2 Alcohol A. All LACMTA employees are prohibited from: 1. Consuming alcohol and/or having an open container of alcohol while on duty or while on LACMTA Modified lan Simplified th Modified lan and refers to property spec Decision was employment sensitive emp opinion and agencies, afte Decision (La Woodburn). at various are Modified the language Added boldin alcohol consu property, in r observation t LACMTA aut for clarificati to further exp requirements Drug and Alcohol Policy Page 4 of 405 functions; C. Within 4 hours prior to performing safety-sensitive functions; D. While on call*; and/or E. Within eight hours following an accident requiring a post-accident alcohol test or until undergoing a post-accident test, whichever occurs first. $;On-call employees are prohibited from alcohol consumption for the duration of the on-call status. If an employee is called to report to duty, the employee has the opportunity to acknowledge alcohol use and inability to perform his or her safety-sensitive function. If the employee acknowledges alcohol use but claims ability to perform his/her safety-sensitive function, the employee must first take an alcohol test and test negative before performing such function. property, including parking areas, whether on-duty or not. 2. Having alcohol in their system at 0.02 alcohol concentration or greater while performing safetysensitive functions or while on duty. 3. Consuming alcohol within four (4) hours prior to performing safetysensitive functions or prior to reporting for duty. 4. Consuming alcohol within eight (8) hours following an accident requiring a post-accident alcohol test or until undergoing a postaccident test, whichever occurs first. B. All safety-sensitive employees are prohibited from alcohol consumption while on-call and for the duration of the on-call status. If an employee is called to report to duty, the employee has the opportunity to acknowledge alcohol use and inability to perform his or her safety-sensitive function. If the employee acknowledges alcohol use but claims ability to perform hislher safety-sensitive function, the employee must first take an alcohol test and test negative before performing such function. and consump LACMTA pro prior to duty. 1.3 Non-Safety- Sensitive Employees Consequences Of Positive Drug And/or Alcohol Non-safety-sensitive employees are 1 subject to the same prohibitions as safety-sensitive employees for both drugs and alcohol, and may be subject to drug and alcohol testing provisions, except for random testing. Any employee who has a verified positive drug test result, an alcohol concentration of 0.02 or greater, or Text deleted (Affects numbering of subsequent paragraphs) Any employee who has a verified positive drug test result, an alcohol concentration of 0.02 or greater, or refuses to submit to a I ~ Requirement under Applic Addedlmodi clarification consequence Drug and Alcohol Policy Page 5 of 406 2.0 Consequences Of Positive Drug And/or Alcohol refuses to submit to a drug and/or alcohol test, including adulteration or substitution and all the other actions deemed to constitute a refusal (see Section Definitions for more details), shall be considered to have violated this policy and shall be: drug and/or alcohol test, including adulteration or substitution and all the other actions deemed to constitute a refusal (for more details see Section Definitions), shall be considered to have violated this policy. The consequences of a violation are listed below and shall be imposed in all the types of tests listed in section Immediately removed from duty. 2. Referred to a Substance Abuse 1. Immediate removal from duty. Professional (SAP) for evaluation, 2. Referral to a Substance Abuse education or treatment and provided Professional (SAP) for evaluation, educational materials. education and/or treatment. 3. Subject to discipline, up to and 3. Discipline, up to and including including termination. Prior to assessing discipline, management termination. Prior to assessing shall consider pertinent information discipline, management will consider including any aggravating and/or pertinent information including any mitigating circumstances and shall aggravating and/or mitigating meet with Metro's Drug and Alcohol circumstances and will meet with Disciplinary Review Committee (DAD LACMTA's Drug and Alcohol Review Committee). Disciplinary Review Committee, 4. Responsible for the cost of any (DADRC). treatment or rehabilitation will be 4. Responsibility for the cost of any paid directly by the employee or treatment or rehabilitation services will though their insurance provider... be paid directly by the employee or through histher insurance provider The employee will be Text deleted from this location Moved text to permitted to take accrued sick area under se leave or administrative leave to participate in the SAP prescribed treatment program if this extends beyond any disciplinary suspension. If the employee has ins&icient accrued leave, the employee shall be placed on leave without pay until the SAP has determined that the emplo ee has tests. Drug and Alcohol Policy Page 6 of 407 3.0 Contact Person 4.0 Types Of Testing 4.1 Pre-Employment Testing 4.1 Pre-Employment Testing 4.1 Pre-Employment Testing successfdy completed the required treatment program and releases him/her to return to duty. Any leave taken either paid or unpaid shall be considered leave taken in accordance with the Family and Medical Leave Policy (HR Drug and Alcohol Program Administrator Not included in the 2005 Policy. Employees must satisfj. all qualification requirements including medical, physical agility, fitness for duty and the successful completion of mandated pre-employment drug and alcohol tests. Metro hiring authorities will select or retain only those deemed to be qualified and suited for the positions. All candidates for employment, All candidates for employment, or any employee transferring from a non-safety-sensitive position to a safety-sensitive position will be required to undergo a preemployment drug and alcohol test at a time and place designated by Metro Drug and Alcohol Program - Manager - (DAPM) A test refusal, a verified positive drug test result or an alcohol test result of 0.02 alcohol concentration or above, on any of the types of tests listed below will subject the c&ployee to consequences as desdribed in Section 2.0. Text deleted Word deleted Candidates for employment into a safety-sensitive position or any employee transferring from a nonsafety-sensitive position to a safetysensitive position will be required to undergo a pre-employment drug and alcohol test at a time and place designated by LACMTA. Changed title with FTA's la Added langu consequence tests. The issue is a Fitness-for-D Removed "A non-safety-se Change stem result of Lan case. Removed bol observation t optional but u Drug and Alcohol Policy Page 7 of 408 4.1 Pre-Employment Testing 4.1 Pre-Employment Testing In instances where a safety-sensitive employee is on extended leave for a period of 90 days or more, regardless of the reason, the employee will be required to take a drug test and have negative results prior to performing any safety-sensitive functions. A positive result will be considered a violation of this policy. In instances where a safety-sensitive employee is on extended leave, regardless of the reason, for a period of 90 days or more and is removed from the random testing pool, the employee will be required to take a drug test and have negative results prior to performing any safety-sensitive functions. Text deleted. under Sectio 4.2 Reasonable Suspicion Testing 4.2 Reasonable Suspicion Testing 4.2 Reasonable Suspicion Testing 4.3 Post-Accident Testing The supervisor who makes the referral need not be the employee's own supervisor as long as he/she has received training in detecting the signs and symptoms of drug use and alcohol misuse. Not included in the 2005 Policy under the definition of "Reasonable Suspicion Testing"; text only under "Random Testing". If testing is not conducted within two hours, the reason for the delay must be documented and forwarded to the Metro Drug and Alcohol Program Administrator. All employees who are involved in a traffic accident while operating a mass transit vehicle, other The supervisor or LACMTA official who maltes the testing determination need not be the employee's own supervisor as long as helshe has received training in detecting the signs and symptoms of drug use and alcohol misuse. All LACMTA employees may be subjected to reasonable suspicion testing for drugs anytime while on duty. Under FTA authority, a covered employee may only be subjected to reasonable suspicion testing for alcohol immediately before, during, or immediately after performance of any safety-sensitive function. However, under LACMTA authority all employees may be subject to reasonable suspicion testing for alcohol at any time while on duty. If testing is not conducted within two hours, the reason for the delay must be documented and forwarded to the LACMTA Drug and Alcohol Program Manager, along with other documentation on decision to test. All safety sensitive employees who are involved in a traffic accident while operating a mass transit vehicle will be Modified lan auditor's obs purposes. Drug and Alcohol Policy Page 8 of 409 LACMTA vehicle, their own personal vehicle or another private vehicle while conducting LACMTA business at the time of an accident shall be required to submit to drug and alcohol tests as soon as practicable after the accident, if as a result... : required to submit to drug and alcohol tests as soon as practicable after the accident, if as a result... : This requirement also applies to any employee who is operating any other LACMTA vehicle at any time, or who is driving a private vehicle while conducting LACMTA business at the time of the accident. 4.6 Follow-up Testing 4.7 Commercial Driver's License (CDL) Testing Not included in the 2005 Policy under "Follow-up Testing"; text only under "Random Testing". A verified positive drug test will subject the employee to consequences as described in Section 2.0. If the test is administered on-duty, the employee is subject to disciplinary proceedings up to and including termination. If the test is administered off-duty, the employee will be given a mandatory SAP referral and must successfully complete the return-to-duty process as described in Section 4.5 and be subject to follow-up testing as described in Section 4.6. Employees are required to proceed immediately to the designated collection site following notification. An unreasonable delay shall be considered a test refusal. Text deleted Added langu consistent wi and actual pr Treats CDL d violation, sub consequence Drug and Alcohol Policy Page 9 of 4010 4.8 Rail Safety Incident Testing 5.2 Drug Testing Procedures Any rail (safety-sensitive) employee directly involved in one of the following safety rule violations shall be required to submit to drug and alcohol tests as soon as practicable after the violation: (a) non-compliance with a train order, Automatic Train Protection (ATP) bypass or manual blocking procedure, signal indication, or safety-related special instruction or direction with respect to the movement of a rail vehicle; (b) alignment of a switch in violation of a Metro rule, operation of a switch under a train, unauthorized movement through a switch or entering a crossover before both switches are lined for movement; (c) in the case of a person performing a control function or manual block operations, issuance of an order or establishment of a route that fails to provide proper protection for the rail vehicle.... If the specimen is positive for one or more of the drugs tested, then a confirmation test will be performed using a gas chromatography/mass spectrometry (GC/M S) analysis. Any employee directly involved in, or who contributed to, a rail incident compromising the safety of employees, passengers, the general public or that could have potentially resulted in loss of life, injury or significant damage to property due to non-compliance with LACMTA safety and/or LACMTA Standard Operating Procedures, shall be required to submit to drug and alcohol testing as soon as practicable after the incident. This includes: (a) non-compliance with a verbal and/or written train directive, unauthorized by-pass of a safety system, violation of manual block procedures, or violation of a stop indication signal or safety-related special instruction; (b) operating through a misaligned switch in violation of LACMTA rules and/or procedures, unauthorized operation of a switch under a train, unauthorized movement through a switch, or entering a crossover prior to ensuring switches are aligned for intended movement; (c) providing improper, unsafe and/or conflicting directions during the performance of a control function, which results in an unsafe condition; (d) non-compliance with other safety rules and/or procedures that create unsafe conditions.... If the specimen is positive for one or more of the drugs tested, then a confirmation test will be performed using mass spectrometry analysis. Modified lan Operations. Change mad HHS guideli mass spectro Drug and Alcohol Policy Page 10 of 4011 5.3 Directly Observed Urine Specimen Collections The observer shall be the same gender as the employee, but need not be the collector. The observer is responsible for ensuring that the specimen goes from the employee's body into the collection container. If the employee declines to allow a directly observed collection when required or permitted under this policy, it is considered a refusal to test. I I The observer must be the same gender as the employee, but need not be the collector. The observer must request the employee to raise hislher shirt, blouse, or dresslsltirt, as appropriate, above the waist; and lower clothing and underpants to show the observer, by turning around, that they do not have a prosthetic device. The observer must also watch the specimen go from the employee's body into the collection container. If the employee declines to allow a directly observed collection when required or permitted under this policy, it is considered a refusal to test. Modified lan with federal r 7.0 Voluntary Rehabilitation Modified the language 7.0 Voluntary Rehabilitation Metro strongly encourages employees to voluntarily seek professional assistance for problems dealing with drug and/or alcohol abuse or misuse. Voluntary rehabilitation means selfidentification before the problem is detected as a result of Metro-directed drug and/or alcohol tests. If in-patient or full-time day treatment is required, the employee is allowed to take a medical leave of absence to participate in the prescribed rehabilitation and may use paid leave time in accordance with Metro policy or the applicable provisions of a collective bargaining agreement. Voluntary enrollment in an Employee A. Voluntary Rehabilitation: LACMTA strongly encourages employees to voluntarily seek professional assistance for problems dealing with drug abuse and/or alcohol misuse. Voluntary rehabilitation means seeking treatment before the problem is detected as a result of LACMTA-directed alcohol and/or drug tests. LACMTA provides an Employee Assistance Program (EAP) to help employees identify the problem and obtain treatment. However, participation in the EAP does not excuse or exempt an employee from discipline following a positive test result or other violation of this policy. Adds languag require and m treatment for LACMTA bec self disclosur employee has problem. Th of assuring re protecting th employee, co public. Pro after those re Motor Carrie (FMCSA) in Drug and Alcohol Policy Page 11 of 4012 Assistance Program (EAP) for treatment does not excuse or exempt an employee from discipline following a positive test result or other violation of this policy. Likewise, voluntary or mandatory enrollment in EAP or assessment by a SAP does not shield an employee from disciplinary action or guarantee employment or reinstatement with Metro. Self Disclosure to Management: When an employee admits alcohol misuse or drug abuse to a supervisor or manager, LACMTA has a responsibility to act on this information to protect the safety of the employee, his or her coworkers and the public. Therefore, the employee will be referred to the SAP for an assessment. The employee must successfully complete the rehabilitation, treatment and/or education that are prescribed by the SAP and pass the return-to-duty test(s) as determined by the SAP. The employee will also be subject to follow-up testing as prescribed by the SAP. Self-disclosure, on its own, would not be considered a violation of the policy; however, it does not exempt the employee from any testing required under company or federal testing authority. Drug and Alcohol Related Legal Actions: If an employee incurs outside legal action related to a drug or alcohol offense that impacts work responsibilities such as driving a vehicle, LACMTA will follow the same process detailed in paragraph B above. In most cases the employee will be removed from duty until the SAP process and return-to-duty testing have been successfully completed; however, management, in collaboration with the DADRC, has Drug and Alcohol Policy Page 12 of 4013 the discretion to allow the employee to work during this process if safety will not be compromised. The employee will be permitted to take accrued sick leave or administrative leave to participate in the SAP prescribed treatment program. If the employee has insufficient accrued leave, the employee will be placed on leave without pay until the SAP has determined that the employee has successfully completed the required treatment program and releases himlher to return to duty. LACMTA leave policies will apply including Medical Disability Leave Policy (HR 44) and Family Medical Leave Policy (HR 33). Free Workplace Act of 1988 (DFWA) Not included in the 2005 Policy under DFWA All LACMTA employees must abide by the requirements ofthis statement as a condition of employment. Added langua auditor's obs Definitions 11.0 Definitions Adulterated Specimen: A urine specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine. BAC: Blood alcohol concentration; refers to reading on EBT during alcohol testing. Adulterated Specimen: A urine specimen that has been altered, as evidenced by test results showing a substance that is not a normal constituent for that type of specimen or showing an abnormal concentration of an expected substance. Alcohol Concentration: The alcohol in a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by a breath test. Modified in a regulatory ch Drug and Alcohol Policy Page 13 of 4014 Definitions Definitions Definitions Definitions Invalid Dmg Test: The result of a urine drug test that contains an unidentified adulterant or an unidentified interfering substance, has abnormal physical characteristics, or has an endogenous substance at an abnormal concentration that prevents the laboratory from completing or obtaining a valid test result. Not included in the 2005 Policy under Definitions. Medical Prescriptions: A medication prescription written by a physician which indicates the employee's name, date, substance, dosage (quantity or amount to be taken), and period of authorization. It is a violation of this policy to use any controlled substance that is inconsistent with the prescription. Not included in the 2005 Policy under Definitions Positive Drug Test: Any urine specimen that shows the presence of controlled substances and is verified by the MRO. The confirmatory cut- Invalid Drug Test: The result reported by a HHS-certified laboratory, in accordance with HHS Mandatory Guidelines, when a positive, negative, adulterated or substituted result cannot be established for a specific drug or specimen validity test. LACMTA Property: For the purpose and application of this policy, LACMTA property includes all facilities where employees are assigned and their respective employee parking areas and LACMTA vehicles and facilities used for public transit. It does not include the public facilities and spaces at Union Station, nor does it include LACMTA property used for authorized commercial activities. Medical Prescriptions: A medication prescription written by a physician which indicates the employee's name, date, substance, dosage (quantity or amount to be taken), and period of authorization. It is a violation of this policy to use any controlled substance that is inconsistent with the prescription. Please note that the legality of a prescribed medication is based on U.S. Federal law; for example, a prescription for "medical marijuana" under California code is not recognized by the DOTIFTA. Negative Drug Test: The result reported by an HHS-certified laboratory to an MRO, when the specimen contains no drug or the concentration of the drug is less than the cutoff and the sample is a valid specimen. Positive Drug Test: The result reported when the specimen contains a dmg or drug metabolite equal to or greater than the cutoff concentrations and is verified by the Added as a r Union Statio designated a consumptio permitted. Added langu Definition a Modified in regulatory c Drug and Alcohol Policy Page 14 of 4015 Definitions Definitions off (ng/ml) for the prohibited controlled substances is as follows: Marijuana 15 Cocaine 150 Opiates 2000 Amphetamines/includes methamphetamines 500 Phencyclidine (PCP) 2 5 Refusal to Test: H. Failure to cooperate with any part of the testing process (for example, refusing to empty pocltets when so directed by the collector, behaving in a confrontational way that disrupts the collection process, refusing to sign the testing forms when required). Not included in the 2005 Policy under the definition of "Refusal to Test" Definitions / MRO. Effective October , the confirmatory cut-off (ng/ml) for the prohibited controlled substances is as Marijuana Cocaine Opiates Amphetamines phencyclidine (PCP) 25 Refusal to Test: H. Failure to cooperate with any part of the testing process (for example, refusing to empty pockets or wash hands when so directed by the collector, behaving in a confrontational way that disrupts the collection process, refusing to sign Step 2 of the alcohol testing forms when required, etc). Refusal to Test: K. For an observed collection, failure to follow the observer's instructions to raise or lower clothing and turn around. L. Possessing or wearing a prosthetic or other device that could be used to interfere with the collection. M. Admitting to the collector or MRO to having adulterated or substituted the specimen. I Reconfirmed: The result reported for a split specimen when the secondary laboratoryzis able to corroborate the original result reported for the primary specimen. Federal regul the confirmat cocaine and a Deleted inclu methamphet other derivati Added text to consistent wi in response t a test refusal "Refusal to T fdefinitions a "Shy bladderj' Procedures: Protocol for handling situations when a donor has difficulties in providing a sufficient urine sam~le (45 ml\ in a single bladder void. Drug and Alcohol Policy Page 15 of 4016 12.0 RESPONSIBILITIES References Employees at all levels are responsible for reading, understanding, adhering to this policy and meeting the specific standards of performance. Each employee shall receive and sign for a copy of this policy. 1. Omnibus Transportation Employee Testing Act of CFR Part CFR Part Federal Drug Free Workplace Act of 1988 (41 U.S.C. Sections ) 5. California Drug-Free Workplace Act of 1990 (CA Government Code Section 8350 et seq) 6. Americans with Disabilities Act (ADA) CFR HR 3-10 Discipline 9. HR 29- Fitness for Duty Policy 10. HR 40- Employee Assistance Program 11. What Employees Need To Know 12. Prohibited Behaviors 13. Dmg: Collection Procedures 14. Alcohol Testing Procedures 15. Facts About Random within the maximum time allowed. If the donor is ultimately unsuccessful, a medical examination is conducted to determine if the failure to vrovide is the result of a legitimate medical condition. All LACMTA employees, at all levels, must abide by the requirements of this policy as a condition of employment. Each employee must receive and sign for a copy of this policy and is responsible for reading, understanding and meeting its specific standards and obligations. The following references are available at httv:i!mvmetrolhrlprograms~dna.asv Regulations Omnibus Transportation Employee Testing Act of CFR Part CFR Part 40 Federal Drug Free Workplace Act of 1988 (41 U.S.C. Sections ) 49 CFR Resources Discipline (HR 3-10) Fitness for Duty (HR 29) Employee Assistance Program (HR Modified lan Revised and consistent wi Drug & Alco Drug and Alcohol Policy Page 16 of 4017 Testing 1G. The Role of the Medical Review Officer 17. The Role of the Substance Abuse Professional 18. Loolting For Help? {Resource & Referral Listing) 19. Contact List What Employees Need To Know Prohibited Behaviors Drug Collection Procedures Alcohol Testing: Procedures Facts About Random Testing The Role of the Medical Review Officer The Role of the Substance Abuse Professional Loolting For Help? (Resource & Referral Listing) Contact List I Drug and Alcohol Policy Page 17 of 4018 Los Angeies County Metropolitan Transportation Authority HUMAN RESOURCES Drug and Alcohol Free Work Environment (Attachment B) POLICY STATEMENT (HR 46) The Los Angeles County Metropolitan Transportation Authority (LACMTA) is dedicated to providing safe, dependable and efficient transportation services to customers and a safe work environment for employees. An employee's use of prohibited drugs and misuse of alcohol poses a significant risk to the safety of the employee, his or her coworkers, and the public. By this reference, all applicable state and federal regulations governing workplace anti-drug use and alcohol misuse programs in the transportation industry are incorporated herein, as though fully set forth, as part of this policy. These regulations include, but are not limited to, Department of Transportation (DOT) regulations 49 CFR Part 40, as amended ("Procedures for Transportation Workplace Drug Testing Programs"); Federal Transit Administration (FTA) regulations, 49 CFR Part 655, ("Prevention of Alcohol Misuse and Prohibited Drug Use in Transit Operations"); 41 U.S.C. Section ("Federal Drug-Free Workplace Act of 1988"); and California Government Code section 8350 et seq., ("Drug-Free Workplace Act of 1990"). PURPOSE NOTE: Additional requirements and/or disciplinary actions established under LACMTA authority are entered in bold-faced type. Requirements of the Federal Drug-Free Workplace Act (not covered under 49 CFR Part 655) are in italics. The purpose of this policy is to: A. Create a work environment free from the adverse effects of drug abuse and alcohol misuse; B. Deter and detect employees' use of illegal drugs and misuse of alcohol; C. Prohibit the unlawful manufacture, distribution, dispensing, possession, or use of controlled substances; D. Encourage employees to seek professional assistance anytime personal problems, including drug or alcohol dependency, adversely affect their ability to safely perform their assigned duties; and E. Discipline employees who violate the policy, up to and including termination. L Drug and Alcohol Policy Page 18 of 4019 APPLICATION Unless otherwise noted in specific provisions, this policy applies to all LACMTA employees regardless of their functions and to LACMTA property as defined in Section It applies to split assignments, off-site lunch periods and/or breaks when an employee is scheduled to return to work or is on-call. The application of this policy to non-safety-sensitive employees comes under LACMTA's own authority. Volunteers, visitors, invitees, licensees, contractors and vendors are also governed by the requirement to remain drug and alcohol free while on LACMTA property or when performing any business for or providing a service to LACMTA. As a condition of employment, safety-sensitive (covered) employees are required to submit to all drug and alcohol tests administered in compliance with the requirements of 49 CFR Parts 40 and 655 and other conditions and testing required under LACMTA authority. Non-safety-sensitive employees are subject to all incident-based testing (reasonable suspicion, post-accident, return-to-duty and follow-up). As defined by the FTA, safety-sensitive employees include those who perform, or may be called upon to perform, the following safety-sensitive functions: A. Operating a revenue service vehicle, even when it is not in revenue service; B. Operating a non-revenue service vehicle when required to be operated by a Commercial Driver's License (CDL) holder; C. Controlling dispatch or movement of a revenue service vehicle; D. Maintaining (including repairs, overhaul and rebuilding) a revenue service vehicle or equipment used in revenue service; or E. Carrying a firearm for security purposes. Managers and supervisors are considered safety-sensitive if they perform, or may be called upon to perform any of the above safety-sensitive functions. The job classifications listed on Appendix A are considered safety-sensitive for the purposes of this policy. 1.0 PROHIBITED BEHAVIORS 1.1 Illegal Drugs All LACMTA employees are prohibited from consuming the following products at all times: A. Marijuana B. Cocaine C. Opiates D. Amphetamines E. Phencyclidine (PCP) Drug and Alcohol Policy Page 19 of 4020 All LACMTA employees are prohibited from possessing or distributing the above products and are prohibited from reporting to work with these products or their metabolites in their systems. 1.2 Alcohol A. All LACMTA employees are prohibited from: 1. Consuming alcohol and/or having an open container of alcohol while on duty or while on LACMTA property, including parking areas, whether on-duty or not. 2. Having alcohol in their system at 0.02 alcohol concentration or greater while performing safety-sensitive functions or while on duty. 3. Consuming alcohol within four (4) hours prior to performing safety-sensitive functions or prior to reporting for duty. 4. Consuming alcohol within eight (8) hours following an accident requiring a postaccident alcohol test or until undergoing a post-accident test, whichever occurs first. B. All safety-sensitive employees are prohibited from alcohol consumption while on-call and for the duration of the on-call status. If an employee is called to report to duty, the employee has the opportunity to acknowledge alcohol use and inability to perform his or her safety-sensitive function. If the employee acknowledges alcohol use but claims ability to perform his/her safety-sensitive function, the employee must first take an alcohol test and test negative before performing such function. 1.3 Prescriptions or Over-the-counter Medications (Refer to Fitness-for-Duty Policy, HR 29) 1.4 Volunteers, Visitors, Invitees, Licensees, Contractors and Vendors Whenever there is evidence or reasonable suspicion that a volunteer, visitor, invitee, licensee, contractor or vendor possesses, is distributing or may have used drugs or alcohol, they may be prohibited from entering or remaining on LACMTA property and may be prohibited from conducting any further business with or on behalf of LACMTA. 2.0 CONSEQUENCES OF POSITIVE DRUG AND/OR ALCOHOL TESTS Any employee who has a verified positive drug test restdt, an alcohol concentration of 0.02 or greater, or refuses to submit to a drug and/or alcohol test, including adulteration or substitution and all other actions deemed to constitute a refusal (for more details see Section Definitions), shall be considered to have violated this policy. The consequences of a violation are listed below and shall be imposed in all the types of tests listed in section Immediate removal from duty. Drug and Alcohol Policy Page 20 of 40 View more
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