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�t <br /> What is the testing procedure? <br /> Evidential breath testing (EBT), non-evidential breath testing (approved by National Highway <br /> Traffic Safety Administration), and saliva testing are the primary testing methods for alcohol. <br /> If an initial alcohol test result is less than 0.02 percent, the test is negative. If a test result is <br /> 0.02 percent or greater, a breath alcohol technician (BAT) must conduct a confirmation test <br /> using an EBT that prints results, date and time, a sequential test number, and the name and <br /> serial number of the EBT. The primary method of drug screening is urinalysis. Collection <br /> and custodial procedures make sure that a valid sample undergoes screening. First, a <br /> DHHS/NIDA certified lab performs a screening test. If the initial test reads positive for one <br /> or more drugs, the lab performs a confirmation test with gas chromatography/mass <br /> spectrometry (GC/MS) analysis. A physician, called a medical review officer (MRO), reviews <br />' all positive test results before reporting them to the employer. The MRO will contact the <br /> employee to determine if an alternative medical explanation accounts for the positive test <br /> result. If a valid explanation exists, the MRO reports a negative test result. As an alternative <br /> to the methods listed above, blood analysis may serve as the testing method in some cases <br /> as the law allows. <br /> What are the consequences of positive intoxicant test results? <br /> Dunn Company will terminate those individuals with conditional employment offers who <br /> have violated the intoxicant abuse standards. Employees (exclusive of those with <br /> conditional employment offers) who have violated the prohibited intoxicant abuse <br /> standards will be removed from duty for at least 24 hours and be referred to a substance <br /> abuse professional or MRO for evaluation and prescribed treatment. In addition, <br /> disciplinary action, including termination, applies to violators of intoxicant abuse policy. <br /> Dunn Company will solely determine whether to offer continued employment and whether <br /> to offer rehabilitation leave. Continued employment, if offered, depends upon the <br /> employee agreeing to the terms of a return to work agreement. Terms of such an <br /> agreement include, but are not limited to, following the prescribed treatment program and <br /> passing unannounced follow-up intoxicant screenings. For alcohol, passing a follow-up test <br /> means less than 0.02 percent. The employee will receive at least 6 follow-up screenings in a <br /> 12 month period after return to duty. The follow-up period may last as long as 60 months <br /> after return to duty. The employee will be responsible for any counseling and/or follow up <br /> testing as required by a return to work agreement. The employee acknowledges that Dunn <br /> Company may use positive intoxicant screening results in the defense of any claim by the <br /> employee. Additionally, the positive test result may be submitted to a court of competent <br /> jurisdiction in any legal, quasi-legal, or administrative hearing including, but not limited to <br /> State and Federal Courts, the Illinois Industrial Commission, the Department of Human <br /> Rights and the Human Rights Commission, State and/or Federal Departments of Labor, and <br /> the Illinois Department of Employment Security. <br /> i <br />