2008-82 AUTHORIZING CONTRACT PAY AND BENEFITS - I.A.F.F. LOCAL 505, FIRE ASSOCIATION

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(a) Use only a clinical laboratory or hospital facility that is licensed pursuant to the Illinois Clinical Laboratory Act that has been or is capable of being �ccredited by the National Institute of Drug Abuse (NIDA). (b) Insure that the laboratory or facility selected conforms to all NIDA standards, including blind testing. (c) Use tamper proof containers, have a chain-of-custody procedure, maintain confidentiality, and preserve specimens for a minimum of twelve (12) months. (d) Collect a sufficient sample of the same bodily fluid or material from a firefighter to allow for initial screening, a confirmatory test and a sufficient amount to be set aside reserved for later testing is requested by the employee. (e) Collect samples in such a manner as to insure a high degree of security for the sample and its freedom from adulteration. (fl Confirm any sample that tests positive in the initial screening of drugs by testing the second portion of the same sample by gas chromatography, plus mass spectrometry or an equivalent or better scientifically accurate and accepted method that provide quantitative data about the detected drug or drug metabolites. (g) Provide the employee tested with an opportunity to have the additional sample tested by a clinical laboratory or hospital facility of the employee's own choosing, at the employee's own expense provided the employee notifies the Human Resources Manager in writing within seventy-two (72) hours of receiving the results of the tests of the employee's desire to utilize another laboratory or hospital facility. (h) Require that with regard to alcohol testing, for the purpose of determining whether the employee is under the influence of alcohol, test results that show an alcohol concentration of .04 or more. (i) Provide each employee tested with a copy of all information and reports received by the City in connection with the testing and the results. (j) Insure that no employee is subject to any adverse employment action except temporary reassignment with pay or relief from duty shall be immediately discontinued in the event of a negative test result, and all records of the testing procedu�re will be expunged from the employee's personnel files. (k) Require that the laboratory or hospital facility report to the City that a blood or urine sample is positive only if both the initial and confirmatory tests are positive for particular drug. The parties agree that should any information concerning such testin� or the results thereof be obtained by the City inconsistent with the understanding expressed herein, the City shall not use such information in any manner or forum adverse to the employee's interests. (I) Engage the services of a medical expert experienced in drug testing to design an appropriate questionnaire to be filled out by an employee being tested to provide information of food or medicine or other substance eaten or taken by or administered to the employee which may affect the test results and to interview the employee in the event of positive test results to determine if there is any innocent explanation for the positive reading. , 33