5/110.01 General Fitness for Futy/Drug Free Workplace

Question 1

What can be considered cause to initiate a reasonable investigation, and conduct FST’s on a member while on duty?

Answer 1

• An odor of an alcoholic beverage

- An identifiable impairment

Question 2

If an employee is impaired, and drugs are suspected, what should be collected?

Answer 2

A blood sample

Question 3

Department members must notify the _______ _______ when required to use prescription medication which they have been informed by a physician or pharmacist (to include warning labels) has the potential to cause impairment on duty, or may affect their job performance.

Answer 3

Health detail

Question 4

After the __________________ of a prescription, and no subsequent information is provided to the health detail, the member will not have permission to use the medication

Answer 4

Expiration time period

Question 5

A supervisor will not assign a subordinate to duty _______________? (drug free workplace)

Answer 5

in an unfit condition

Question 6

Prescriptions must be _______ ______ with the health detail.

Answer 6

renewed annually

Question 7

Members must present ___________ ____________ at the time of a drug test.

Answer 7

photographic identification

Question 8

DRE’s will sign a __________ ___________ regarding incidents they respond to involving department members. Who will manage this process?

Answer 8

• confidentiality agreement

- IAB supervisor

Question 9

If a supervisor has reason to believe a member may be experiencing adverse side effects or is under the influence of any___________, who will be contacted?

Answer 9

• controlled substances
• over-the-counter medications
• other substances used by the member that impairs their ability to perform the duties
• Internal affairs bureau will be contacted immediately
• If suspected of drugs, a DRE will be contacted by the IAB supervisor

Question 10

When a member is suspected of being impaired, where will they be transported?

Answer 10

• IAB immediately

- Must be unarmed

Question 11

At IAB, how will blood, and in some cases hair or urine, tests be collected?

Answer 11

-An on-call nurse will be summoned to IAB for the evidence collection

Question 12

What BAC is required for presumptive evidence of a member’s impairment of alcohol?

Answer 12

.02% BAC

Question 13

Members are required to take drug tests based on _______ ________ as a condition of continued employment

Answer 13

Reasonable suspicion

Question 14

How many witnesses are required when a commissioned supervisor has a member perform FTS’s?

Answer 14

At least two witnesses must be present

Question 15

Refusal to submit to a required drug test, or evidence of _________ __________ will be deemed evidence of willful misconduct, and be subject to termination.

Answer 15

sample tampering

Question 16

How will department members who are assigned to a temporary duty be drug tested?

Answer 16

With their TDY assignment squad

Question 17

Who’s responsibility is it to ensure members comply with the random drug testing provisions?

Answer 17

The supervisor

Question 18

If a member provides a hair sample, for a drug test, what hair is acceptable?

Answer 18

• Head
• Chest
• Armpit
• Leg

Question 19

What must happen for a member to leave the workplace after a random drug test, to provide a sample for their own independent test?

Answer 19

• Supervisory approval based on manpower needs
• Submittal of appropriate leave request
• Additional sample is at the members own expense

Question 20

A member will provide a urine sample with in how long of being notified by their newly assigned bureau/area commander, after a transfer?

Answer 20

24 hours

Question 21

Department supervisors will be subject to alcohol and drug testing immediately following:

Answer 21

• An OIS, excluding animal shoots, including accidental discharge that occurs during police operations (supervisor is the shooter)
• A traffic accident where the supervisor is at fault, driving a department vehicle, and death or serious bodily injury occurs

Question 22

After an incident that requires a supervisor to be drug tested, who conducts the investigation?

Answer 22

• CIRT is contacted immediately
• Supervisor is admonished of Garrity in writing
• Subject to a PBT to presumptively determine alcohol
  
  • If their breath contains any alcohol, they are subject to evidentiary testing
• May be transported to the designated drug testing collection room
  
  • may be transported by the PMSA representative
  • CIRT will accompany the supervisor in the same vehicle to IAB

Question 23

How will an initial positive drug test be classified?

Answer 23

“Confirmation pending”

Question 24

Who must be notified if an employee voluntarily identifies him/herself as an abuser of prescription drugs or alcohol to qualify for the amnesty program?

Answer 24

• Any supervisor in the members chain of command

- An association representative

Question 25

What steps are taken when the member is part of the last chance agreement amnesty program for drugs or alcohol abuse?

Answer 25

• mandatory rehabilitation paid for by the member
• unannounced drug testing for a 2 year period
• Last Chance agreement is not subject to purge provisions, but will be moved to a separate file consistent with the purge policy of a major discipline

Question 26

When is member crisis intervention and support mandatory?

Answer 26

-If there have been overt acts to harm oneself or others

Question 27

What is a supervisors responsibility during member crisis intervention and support?

Answer 27

• Becomes aware of potential risk
• conducts preliminary investigation
• If risk exists, places member on administrative leave
  
  • member crisis intervention should not appear on the form
  • active duty status may be detrimental in your current assignment with the department will be checked
• Bureau/area commander will be consulted
• If bureau commander is unavailable, watch commander is notified
• Contacts PEAP for immediate response
• Completes member crisis intervention form

Question 28

If a member is placed on administrative leave for crisis intervention, at what point is labor relations contacted for further administrative action?

Answer 28

• Leave is extended beyond 12 weeks allowed in FMLA

- Or termination is recommended