Opinion ID: 525548
Heading Depth: 2
Heading Rank: 1

Heading: The Testing Program

Text: 2 On September 15, 1986, President Reagan issued Executive Order No. 12,564, which called for various measures designed to create a drug-free Federal workplace. 51 Fed.Reg. 32,889 (September 17, 1986). That order required, inter alia, that [t]he head of each Executive agency shall establish a program to test for the use of illegal drugs by employees in sensitive positions. Id. at 32,890. Pursuant to the Executive Order, the Department of Justice Drug-Free Workplace Plan (the DOJ Plan) was issued on September 25, 1987, and amended on December 17, 1987. On June 27, 1988, DOJ issued the Department of Justice Drug-Free Workplace Program for the Offices, Boards and Divisions, OBD 1792.1 (the OBD Plan). On the same day, the Department notified its employees that random drug testing could begin as soon as 60 days thereafter. 3 Under the OBD Plan, five categories of DOJ employees in sensitive positions may be subjected to random drug testing. 1 These categories include (1) [a]ll incumbents currently authorized to have access to top secret classified information in accordance with Executive Order 12356; (2) [a]ll attorneys responsible for conducting grand jury proceedings and all personnel deemed necessary to assist such attorneys in the performance of their duties; (3) [a]ll incumbents serving under Presidential appointments; (4) [a]ll incumbents whose assigned position duties include the prosecution of criminal cases; and (5) [a]ll incumbents whose assigned position duties include maintaining, storing or safeguarding a controlled substance.... OBD Plan at 6 (J.A. 307). Under the OBD Plan, testing is to be conducted for marijuana, cocaine, opiates, amphetamines, and phencyclidine (PCP). Id. at 7 (J.A. 308). 4 An employee selected for random testing will be notified on the same day, preferably within two hours, of the scheduled testing. DOJ Plan at 18 (J.A. 670). The Department's procedures for obtaining and testing urine specimens are governed by the Mandatory Guidelines for Federal Workplace Drug Testing Programs issued by the Department of Health and Human Services (the HHS Guidelines). See 53 Fed.Reg. 11,970 (April 11, 1988). After arriving at the test site, the employee will present photographic identification and will remove any outer garment such as a coat or jacket. The individual will be supervised by a monitor of the same gender, but will be allowed to urinate within a stall or partitioned area. The toilet water will be tinted with a bluing agent to ensure that the water is not used to adulterate the specimen. After the employee has furnished a specimen, the monitor will inspect the sample to ascertain that a sufficient volume is present, and that the sample is of normal color and temperature. 5 The laboratory to which specimens are sent will first employ an immunoassay test; any sample identified as positive will then be tested using gas chromatography/mass spectrometry (GC/MS) techniques. If this second test confirms the positive result, a Medical Review Officer shall review and interpret the test, examin[ing] alternate medical explanations for any positive test result. 53 Fed.Reg. 11,985. Before verifying a positive result, the Officer must allow the employee an opportunity to discuss the test. 2 If the Officer verifies the positive result, the employee will be removed from his sensitive position and will be subject to disciplinary proceedings. Possible penalties range from a reprimand to dismissal. See Declaration of Joseph A. Norris III at 15 (J.A. 468). 3