HPM 9.2

Question 1

Substance abuse testing. The Government Code allows for the testing of on-duty and stand by for duty employees only. True or False

Answer 1

True

Question 2

Before a urine sample is collected. Who must make the decision as the confirming official?

Answer 2

Manager. Must also ensure that policy is properly applied and test properly administered.

Question 3

True or False. The manager acting as a confirming official must be physically present during the investigation.

Answer 3

False. May be done by telephone if needed.

Question 4

Employees must be made aware of what prior to taking a urine test?

Answer 4

Exact reasons for action, consequences of a positive test result, and/or what actions the Dept. will take if the employee refuses the test.

Question 5

What employee designation(s) are subject to substance abuse testing when reasonable suspicion has been established?

Answer 5

Sensitive Positions

Question 6

Does the odor of alcohol or marijuana on an employee’s breath provide reasonable suspicion?

Answer 6

No. The State agrees that it cannot be used as the sole basis in ordering a drug test.

Question 7

How many samples shall be taken from Unit 5 employees?

Answer 7

Two. Made available to employee for alternate testing upon request.

Question 8

A sensitive position is any peace officer and any other position that drugs or alcohol could endanger the health and safety of others.

How many positions are classified as sensitive?
What Are they?

Answer 8

14  
All peace officers
Auto Mechanics / Techs
CVIS 1 and 2
PSD and PSDS
Gunsmith, Heavy Truck Driver
Lead Auto Mechanic, Lead M/C Mechanic
Motor Carrier Specialist 1, 2, 3
M/C mechanic, School Pupil Trans Safety Coordinator.

Question 9

True or False

Non-sensitive employees are required to provide a test if suspected of being under the influence?

Answer 9

False. Only voluntary. However, the Commander may take action against the employee.

Question 10

Reasonable suspicion for testing: A good faith belief based on specific and articulable facts that the employee has violated the policy and test could reveal evidence. What else is required before a test is conducted?

Answer 10

A confirming official must also agree there is reasonable suspicion.

Question 11

What is considered a positive blood alcohol amount (BAC)?

Answer 11

.04 / Any amount is prohibited

Question 12

Who is the confirming official and what is their role?

Answer 12

First designated manage in the supervisor’s chain of command. Their role is to:

1. Consider Facts / PC
2. Ensure accurate and proper application of rules
3. Provide guidance and direction
4. Authorize the test

Question 13

True or False: When suspecting substance abuse, POBR does not apply?

Answer 13

False. Only questions surrounding the employees need for medical attention should be asked (page 2 of CHP 202), i.e. are you sick or injured?, Did you bump your head?, etc

Question 14

What test shall be used if the employee is suspected of just being under the influence of alcohol? What about combo alcohol/drugs?

Answer 14

Breath test.

Breath and urine.

No VOID allowed.

Question 15

Testing generally done at the office. However an employee may be transported to a medical facility or custodial. True or False

Answer 15

True

Question 16

If impairment is still suspected and the breath test is .00, What should be done?

Answer 16

Collection of a urine test if impairment is still suspected.

Question 17

If alcohol only is suspected, when should an employee return to work?

Answer 17

The following day.

Question 18

Documentation: What are the confirming official’s responsibilities?

Answer 18

1. Review report
2. Ensure accurate representation of circumstances and reasonable suspicion.
3. Sign and provide copy to employee within 48 hours (CHP 202X)
4. If employee refuses to sign, note on document and have a witness initial