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• (4) The random selection procedure will be a computer-based number <br />generator that is matched with an employee's social security <br />number. <br />(5) The selection procedure will select sufficient additional <br />numbers (names) to be used to reach the appropriate testing <br />level during each test period. These alternate numbers <br />(names) will be tested in order of selection only if persons <br />selected are unavailable for testing due to vacations, medical <br />leave or travel requirements. <br />(6) Random testing will be done on a quarterly basis. <br />c) Post -accident testing <br />(1) Employees working in positions covered by this policy whose <br />performance either contributed to an accident or cannot be <br />completely discounted as a contributing factor to the accident <br />will be tested. <br />(2) The employee will be tested as soon as possible, but no later <br />than 32 hours after the accident. Because certain drugs or <br />drug metabolites do not remain in the body for extended <br />periods of time, testing should be as soon as possible. <br />• (3) An "accident" on a gas pipeline or LNG facility is defined as <br />an "incident" in 49 CFR, Section 191.3. <br />(4) An "accident" on a hazardous liquid pipeline is defined as an <br />"accident" in 49 CFR Section 195.50. <br />(5) All reasonable steps will be taken to obtain a urine sample <br />from an employee after an accident. In case of a conscious <br />but hospitalized employee, the hospital or medical facility <br />will be requested to obtain a sample and if necessary, <br />reference will be made to the DOT drug testing requirements. <br />If an employee is unconscious or otherwise unable to evidence <br />consent to the procedure, the medical facility shall collect <br />the sample. <br />(6) If an employee who is subject to post -accident testing is <br />conscious, able to urinate normally (in the opinion of a <br />medical professional) and refuses to be tested, that employee <br />will be removed from duty as an employee covered by this <br />policy. <br />d) Reasonable cause testin <br />(1) When there is reasonable cause to believe that an employee <br />covered by this policy is using a prohibited drug, the <br />employee will be required to take a drug test. <br />• (2) Only one supervisor of the employee must substantiate the <br />decision to test for reasonable cause. This supervisor must <br />be EAP trained in drug use symptoms. <br />3 <br />