Lbj American SamoaIbj American Samoa
LBJ will encourage those who have difficulty using or drinking to access help or rehab via the U.S. Samoa Government Human Resources Department's aid programmes, LBJ staff aid programmes or the employee's medical plans.
However, requesting help does not release an operator from further tests, such as spot checks or sensible suspicious measurements. As soon as an operator has been ID'd for the test, he is forced to take the test or is regarded as rejecting. LBJ will also take appropriate security measures to make sure that the tests are conducted in a way that best respects the personal right or personal sphere and complies with the Drug Free Workplace Act of 1988.
B. The intoxicant is the substance in drink liquor, ethanol or other low-molecular alcohols, inclusive methyls or isopropyls, and inclusive of all alcoholic drugs. BAC means the amount of ethanol in a breathing capacity, measured in gram of ethanol per 0210 litres of respiratory fluid, as indicated by a respiratory test.
D. Drinking alcoholic beverages, mixtures or preparations, inclusive of all drugs containing it. E. LBJ Medical Center means Lyndon Bird Johnson Medical Center, a quasi-state organization established under Section 13, A.S.C.A. F. of the A.S.C.A. F. of the BAT, means an operator who is EBT equipment operating certification.
BVT receives both primary and confirmatory breathalysers with or without training. G. Collection centre is a place where drugs and/or breathalysers are tested. A confirmatory test is a second method for assaying active substances, namely gaschromatography / massspectrometry, in order to determine the existence of a particular active substance. A second test for spirit test, after a sieving test with a score of 0. 02 or greater, which provides quantitative dates of spirit content.
J. In the case of medicinal products, a validated test means a test on the basis of a test results on the basis of a test or a screen, which is validated by another test on the same specimen. K. Counselling means support by skilled personnel for employees, especially but not restricted to those employees whose work is or could be affected by the use of alcoholic and/or illicit narcotics or a behavioural health issue; such support may comprise short-term counselling and evaluation, emergency response, referrals to external health care institutions and follow-up benefits for the employee after the end of care and returning to work.
L. Certification of Narcotics is a letter of undertaking that has been entered into in the past by an individual with known past criminal participation as a precondition for maintaining or maintaining a job, and that the individual will not take or be associated with illicit narcotics while in a job at LBJ. Every LBJ staff member is an M. staff member.
To qualify for a pre-job/pre-performance audit, an associate is a candidate for a position at LBJ. N. Staff assistants are programs designed to advise, educate and educate employees about illicit use of drugs and other health, psychological, emotional and/or personnel issues, especially those affecting their behaviour and work productivity.
O. The Evidential Breath Test Apparatus (EBT) is a unit that has been certified by the National Highway Traffic Safety Administration to guarantee the concentrations of alcoholic beverages. P. Illegal drugs, except as otherwise provided, are a regulated substance as described in A.S.C.A. §13. Q. Medical review officer (MRO) is a medical or osteopathic physician with a license with expertise in drugs misuse disorder, hired or used by the LBJ to check the lab results of drugs tests and validate favorable test results for drugs tests.
An MRO checks test methods and assesses and advises staff with results of alcoholic and narcotic tests. Damage to or death of a life-threatening individual resulting in the acts of an LBJ employee. An LBJ employee quoted in connection with work or at any point in the case of alcoholic or illicit narcotics for a road felony.
S. This is unplanned, non-announced urinary test of random persons in tested desigend positions by a procedure aimed at ensuring that the selection is made in a non-discriminatory way. T. Appropriate suspicions are suspicions arising from the conviction that an individual is abusing or abusing alcoholic or illicit substances derived from certain facts and sound conclusions from these facts, as set out in more detail in § 4.
U. Remittance means the instruction of an associate to an employee support program or to an external health care provider by the employee support program proffesional to assist in the preventative care of illicit use of drugs, to treat or rehabilitate the use of drugs or alcoholic beverages or other issues. Transfers to an employer support program can be made by the staff member (self transfer), LBJ supervisor or manager.
V. Re-education is a formality of care designed to solve behavioural health issues, involving the use of drugs or alcoholic beverages, and leads to such a solution. W. Substance Abuse Professionals (SAP) is a registered doctor or a registered or certified shrink, counsellor, social work assistant or counsellor (certified by the National Association of Alcoholism and Drugs Abuse Counselors Certification Commission) with expertise and academic expertise in the detection and management of alcoholic and drug-related illness.
SAP's part in the programme is to assess the need for a recovery scheme for staff referring to the SAP system, to design a recovery programme as needed, to supervise and support the employee's reintegration to full tasks, and to organise reintegration and follow-up examinations. X. Testing-Designated Positions means a post whose officeholders are subjected to narcotics test under this Part.
A. For reporting or remaining in service with a BAC of 0.02 or more; BAC of 0.04 or more require a" drive to Dust Test" according to §2.2. own ing liquor (including holding medications subject to medical prescriptions or containing alcohol).
The use of alcoholic beverages in the performance of a safety-related task. For use 8hrs following an injury or before completing an alcoholic beverage test after an injury. In order to deny taking a necessary breathalyzer test. All 0505 inspection types. Use of any of the following illicit narcotics or drug classes: pot; coke; opiates; phencyclidin; amphetamine and/or control agents specified in A.S.C.A. §13.
Unless ordered by a doctor and only if the doctor has informed the employee that the medication does not impair the employee's capacity to carry out his or her tasks reliably. B. To tell or stay on the force while on narcotics. and C. To reject a necessary test.
Called 0506 candidate test. A candidate for a test-determined post will be screened for the consumption of alcoholic and illicit narcotics prior to making a definitive choice for a job or classification to such a post. Candidates with a record of illicit use or who have refused to undergo a test or a test of positivity shall not be chosen.
Proposers may not postpone a test, except in an emergenc. Candidates will be required by LBJ to give a clearance for LBJ to examine the last two (2) years of employment history, as well as getting the results of previous alcohol and drugs testing. The 0507 incidence of tox screen. Drugs and breathalysers must be tested as soon as possible after an onset.
Breathalyzer test must be performed within 8 hrs of occurrence. Drugs must be taken within 24 hrs of their occurrence. Heraeus 0508 Random testing requirements and identification of the test location. Each year, at least 25 per cent (25 per cent) of the test positions are checked for alcoholic abuse and 50 per cent (50 per cent) for use.
The employees for these assessments are selected on a scientific basis. Unheralded test runs are performed every 12 months. Every employee has the same choice when a test is performed. B. The tested designed positions that are randomly tested for drugs are:
LBJ identifies items that include obligations where an associate cannot perform his/her job properly to cause significant environmental, human or human injury or damage to human or animal welfare or security. 49-509 Appropriate suspicions. Workers may be screened for inappropriate use of alcoholic or illicit substances if the conduct of such workers gives rise to reason to suspect misuse of them.
Any two or more LBJ supervisors or administrators, at least one of whom is in the employee's immediate line of custody, must consent to such an audit being appropriate. Suspicions must be founded on the conviction that an individual has consumed improper amounts of alcoholic or illicit substances derived from certain facts and sound conclusions from these facts.
2. the bodily manifestations of being under the effect of drinking or illicit narcotics; 3. a patterns of behaviour or irregular behaviour; 4. the detention for a condemnation of an offence related to drinking or taking a substance or the employee's identity as the centre of a penal examination of illicit ownership, use or trade in narcotics; 7. the temperature of the sample of the urine is outside the 32.5-37 area.
C. On its own, the fact that an individual has previously had a validated test for the use of illicit narcotics or has gone through a phase of recovery or therapy is not in itself a ground for a test on the strength of a well-founded belief. Workers who are summoned to work outside their regular working schedules must notify their LBJ manager if they have drunk or drink within the last four hour, have cause to believe that their alcoholic strength would be 0.02 BAC or higher or otherwise be out of the scope of the service due to other bans in this program.
Employees may not be disciplined for disclosing information; however, LBJ is not obliged to provide work to employees. 05-11 Returns to the audit. Any time an associate is directed to a Substance Abuse Professional (SAP) to identify the need for help in solving problems related to drug or prohibition of drinking, a re-entry to the service is called for.
The SAP is the only company that can demand that employees carry out both alcoholic and non-alcoholic beverage as well. The test results must be less than 0. 02 BAC and adverse to the use of checked substances before an operator can revert to a test-determined location. 052 Secondary examinations. All employees who SAP believes need extra support to maintain their determination after an associate has received a test score and performs a test designed item are subjected to unexpected follow-up reviews.
SAP may impose the administration of drugs and breathalysers testing, the duration of follow-ups (up to 60 months) and the incidence of surprise follow-ups (at least 6 in the first 12 months). Monitoring testing is in additon to other testing to which the staff member can be subject.
05-13 Methods for the investigation of alcoholic beverages and narcotics. All drug and breathalyzer assays and methods are performed in accordance with Ordinance 49 CFR §40 ff. B. The leave is not taken after the worker has been notified that he or she must undergo an examination. 052 4 Drug test - confirmation test.
Medical Review Officers (MROs) will consult staff who positively test for inappropriate use of alcoholic beverages or narcotics. Staff have the possibility to tell the MRO that the results are not due to inappropriate use of alcoholic or illicit substances. Candidates have 72 working days from the MRO message (or from their manager if the MRO is not able to get in touch with the employee) to make use of this possibility, otherwise the confirmatory test will be performed by the test supplier's lab.
05-15 Breathalyzer test - first examination. The LBJ can use alcoholsaliva smear test methodologies or a evidence respiratory tester to weed out for alcohol abuse. Employers may not use a method of screening or confirming the employee's BAC, but BP test results obtained from criminal prosecution authorities in their investigation may be used to comply with the DOT test following an incident.
Breathalyzer test - confirmation test. A National Highway Traffic Safety Administration accredited ventilator (EBT) is used to validate BAC. This test is performed by a BAT certificated for the operation of the EBT-unit. Employees with a 0.02 or higher are exempt from work for 24h.
Methods for delivering samples of pee must ensure the employee's confidentiality unless there is good cause to believe that a particular employee can change or replace the sample to be delivered. The LBJ uses a chained of custody process to maintain controls and accountsability from sample taking to ultimate disposal, and the test labs use appropriate cut-off values for the sample screen ings to establish whether they are either negatives or positives for a particular medicine, in accordance with 49 CFR §40 ff.
An appropriate amount of fluid and a suitable amount of disposable material can be made available to the staff. Both the collection centre staff member and the person at the collection centre must keep an eye on the copy at all hours. If the staff member does not supply enough pee, the amount gathered is recorded and recorded.
These could be the decision to re-schedule the test, bring the test worker back to his or her workplace and take or both. Failure to give appropriate breathing for breathalysers without a proper health declaration; 4. behaviour or behaviour that clearly hinders the test procedure; and 5. failure to leave the site of the incident without a good cause before the test-run.
In addition, the review officer takes into account the employee's or applicant's clinical records and all other pertinent information on biomedicine. Once a validated test results is received, the employee or applicant is given the option to notify the MRO of the use of either OTC or prescription-free drugs.
When the MRO establishes that there is a valid unambiguous statement of a valid ated test results that is compatible with the use of licit and non-abusive substances, the MRO will confirm that the test results do not satisfy the requirements for determining the misuse of alcoholic or illicit use. The MRO will detect inappropriate use of alcoholic or illicit substances if such certifications are not possible.
A. If an applicant for the job has been checked and found to have used improper alcoholic beverages or an illicit substance, the treatment for the job will be stopped and the applicant will be informed. B. If an associate is screened and found to have consumed excessive amounts of alcoholic or illicit substances, if this is the employee's first time determining the use of illicit substances, the associate may be provided with an appropriate level of rehab that complies with LBJ guidelines.
If an investigator has been screened and found to have taken an illicit medication, LBJ will immediately dismiss the investigator from the investigational role. In the event of rehab being provided, each individual will be placed in a non-testing designed post if there is such an agreeable post that the individual can be placed in during rehab.
When there is no suitable, untested designed post, the candidate is placed on sickness, yearly or other holiday for an appropriate amount of time to enable rehab. Notwithstanding this, the worker is not immune from discipline that may arise from breaches of work regulations other than a favorable test score for alcoholic or IUU.
C. Once it has been determined that the staff member can be returned to work after counselling or rehab, LBJ can provide the staff member with the same or a similar post as before the dismissal. The inappropriate use of excessive amounts of alcoholic or illicit drug during the course of your rehabilitative activity will lead to discipline and even dismissal from work.
D. In all cases, any member of staff found to have consumed improper amounts of alcoholic or illicit substances must be dismissed from their jobs with LBJ. E. An operator who has been withdrawn from a test location due to the use of alcoholic or illicit substances may not return to that location until such operator has done so:
Has been analyzed by an SAP who found that the worker is able to return to the service securely. Q. After an associate has found that he or she has consumed improper amounts of alcoholic or illicit substances, he or she will undergo surprise substance tests at 12-monthly interval.
Subject to the provisions of the legislation, neither the Director nor any of the departments shall disclose information on the audits necessary under this Directive. Test results in writing are provided to staff who test for one or both drug or breathalyser testing.