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HPM 9.2 Substance Abuse Testing manual Flashcards

1
Q

What are the “Six C’s”?

A 
Consistency
Confirmation
Collection of sample
Chain of custody
Control of quality
Contracts
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2
Q

Participation in field sobriety tests, including the Preliminary Alcohol Screening (PAS) device test, is voluntary during a criminal investigation. True or false?

A

True

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3
Q

For uniformed employees, can evidence gathered during a criminal investigation be used to support the administrative investigation?

A

Yes.

but not the other way around

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4
Q

A positive test for being under the influence (CalHR) of alcohol on duty is:

A

.04% BAC

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5
Q

A violation of Inconsistent and Incompatible Activities is:

A

Any detected level of alcohol

Includes odor on breath

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6
Q

The use of a PAS device to establish reasonable suspicion is not authorized. True or false?

A

True.

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7
Q

When interviewing an employee for possible substance abuse, what type of questions may the supervisor ask?

A

Medically related questions.

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8
Q

The Cal HR requires that each initial determination made by a supervisor be approved by the Commissioner or the Commissioner’s designee. For the purposes of the Department‘s substance testing program, this confirming official will be:

A

The first designated manager in the supervisor’s chain of command.

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9
Q

The role of the confirming official is the following, except:

A. Consider the facts and/or evidence and agree whether or not they support probable cause
B. Ensure accurate and proper application of the rules
C. Provide guidance and direction
D. Authorize the substance test

A

A. Consider the facts and/or evidence and agree whether or not they support probable cause

(Should be whether or not they support reasonable suspicion, NOT probable cause)

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10
Q

True or false? Urine may be used for alcohol testing.

True or false? Urine may be used for drug testing as long as the bladder is voided.

A

False (breath test required for alcohol)

False (urine test ok but do not allow bladder void)

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11
Q

If closer observation does not yield facts or evidence to support the conclusion that the employee has violated this rule, an anonymous tip alone is not sufficient to order a substance test. True or false?

A

True.

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12
Q

Employees suspected of being under the combined influence of alcohol and a drug(s) are required to submit to both a urine and breath test. True or false?

A

True.

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13
Q

The best time to collect a sample is within _________ hours of the initial observation. This gives the body time to metabolize the drug if it has just been ingested.

A

2 to 4 hours

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14
Q

How much urine must be collected for a sample?

A

60 ml, divided into two samples.

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15
Q

Since the decision to test will be based upon _____________ of substance abuse, the employee __________ not be allowed to return to duty until the test results are known to be negative. The employee should be placed on __________________ for the remainder of the shift on the day of the test or refusal to take a test.

A

Reasonable suspicion

Should

Dock status

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16
Q

Uniformed employees should be given the opportunity, under supervision, to change into civilian attire before being transported to a collection site. True or false?

A

True.

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17
Q

Employees refusing to cooperate at any stage of the collection process may be ordered to cooperate and advised that failure to do so may subject them to disciplinary action for insubordination. True or false?

A

False.

They shall be ordered/advised.

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18
Q

In those instances where criminal prosecution is contemplated, normal arrest and evidence collection procedures should be followed, including forced blood draw procedures. True or false?

A

True.

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19
Q

Under this substance abuse testing policy, what class of drugs and/or their metabolites will NOT be tested for?

A

LSD

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20
Q

An initial supply of _____ kits has been provided to each office. Commanders shall ensure the unused kits are available at all times. Test kits shall be stored in a secure location, such as a filing cabinet or locker in the ____________ office.

A

Two

Sergeants’

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21
Q

When should a uniformed employee’s duty belt and weapon be secured?

A

Once reasonable suspicion is approved by the confirming official.

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22
Q

The employee __________ be placed on dock status for the remainder of the shift on the day of the drug or alcohol test or refusal to take a test.

A

Should

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23
Q

If a peace officer is involved in a drug or alcohol (combo) influence investigation, peace officer powers will be immediately suspended along with any requests for secondary employment. Additionally, the employee will be required to immediately surrender all state property. These suspensions will remain in effect until:

A

The results of the test are known. A decision will be made at that time whether or not to reinstate them.

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24
Q

Is an employee entitled to representation during the collection of the sample?

A

No.

Unless specifically permitted in the MOU, an employee is not entitled to representation during the collection of the sample.

9.2 8-6

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25
Q

Positive test results and documented reasonable suspicion will become part of the request for adverse action file. This information will be maintained for:

A

Five years

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26
Q

A copy of the CHP 202X for a voluntary alcohol or drug test will be retained in the employee’s personnel file for:

A

Never

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27
Q

Interrogation of an employee suspected of being under the influence of alcohol and/or drugs should be conducted _______ a sample is obtained.

A

After

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28
Q

Regarding substance testing, employees working in ___________ positions are required to submit to a chemical test.

A

Sensitive

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29
Q
  1. Which is not one of the “Six C’s”?
    a. Consistency
    b. Confirmation
    c. Confidentiality
    d. Collection of Sample
    e. Chain of Custody
    f. Control of Quality
    g. Contracts
A

c. Confidentiality Chapter 1 pg 1-4

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30
Q
  1. Liability can arise when it can be shown that a supervisor negligently failed to supervise subordinates appropriately?
    a. True
    b. False
A

a. True Chapter 1 pg 1-3

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31
Q
  1. A court can hold an employer directly responsible for retaining a “dangerous” employee?
    a. True
    b. False
A

a. True Chapter 1 pg 1-4

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32
Q
  1. Can a legal prescription be used to violate the Department’s Substance Abuse Policy?
    a. True
    b. False
A

a. True Chapter 3 pg 3-4

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33
Q
  1. May a supervisor elicit a chemical test from an employee in a non-sensitive position?
    a. Yes
    b. No
A

b. No Chapter 5 pg 5-3

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34
Q
  1. Supervisors who suspect substance abuse by non-sensitive employees are encouraged to support their observations using the same criteria used to establish reasonable suspicion for sensitive positions.
    a. True
    b. False
A

a. True Chapter 5 pg 5-3

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35
Q
  1. Since a chemical test will not normally be part of most non-uniformed employee investigations, it is essential that the supervisor’s final determination of influence be based upon the following, except:
    a. Articulable facts
    b. Probable cause
    c. Close observation
    d. Good faith
A

b. Probable cause Chapter 5 pg 5-3

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36
Q
  1. Reasonable suspicion is based on the following, except:
    a. Good faith belief
    b. Specific articulable facts or evidence that an employee, in fact, violated the substance abuse policy.
    c. Substance testing could reveal evidence in support of a violation
    d. Confirming official agrees with presented facts and evidence
A

b. Specific articulable facts or evidence that an employee, in fact, violated the substance abuse policy. Chapter 6 pg 6-3 (may have violated)

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37
Q
  1. Which suspected substance abuse investigation should occur first:
    a. Criminal investigation
    b. Administrative investigation
A

a. Criminal investigation Chapter 6 pg 6-4

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38
Q
  1. Participation in field sobriety tests, including the Preliminary Alcohol Screening device (PAS) test, is voluntary during a criminal investigation.
    a. True Chapter 6 pg 6-4
    b. False
A

a. True Chapter 6 pg 6-4

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39
Q
  1. For uniformed employees, can evidence gathered during a criminal investigation be used to support the administrative investigation?
    a. Yes
    b. No
A

a. Yes Chapter 6 pg 6-4

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40
Q
  1. For non-uniformed employees, can evidence gathered during a criminal investigation be used to support the administrative investigation?
    a. Yes
    b. Yes, after conviction
    c. Yes, if the District Attorney files on the case
    d. No
A

b. Yes, after conviction Chapter 6 pg 6-4

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41
Q
  1. A positive test for being under the influence of alcohol on duty is:
    a. .01% BAC
    b. .02% BAC
    c. .04% BAC
    d. .08% BAC
A

c. .04% BAC Chapter 6 pg 6-5

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42
Q
  1. A violation of Inconsistent and Incompatible Activities is:
    a. .001% BAC
    b. .01% BAC
    c. .02% BAC
    d. .04% BAC
A

a. .001% BAC Chapter 6 pg 6-5

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43
Q
  1. The use of a PAS device to establish reasonable suspicion:
    a. Is authorized
    b. Is authorized by a confirming official
    c. Is not authorized
    d. Should be the last FST
A

c. Is not authorized Chapter 6 pg 6-5

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44
Q
  1. Nonuniformed supervisors should seek the assistance of a uniformed supervisor to corroborate reasonable suspicion:
    a. In every instance
    b. Whenever possible
    c. Never
    d. Only if the person being investigated is a uniformed employee
A

b. Whenever possible Chapter 6 pg 6-5

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45
Q
  1. When establishing reasonable suspicion, a second opinion:
    a. Compromises the credibility of the supervisor
    b. Skews the proper perspective for appeal
    c. Adds too many factors to the investigation
    d. Strengthens the state’s case against litigation
A

d. Strengthens the state’s case against litigation Chapter 6 pg 6-5

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46
Q
  1. When interviewing an employee for possible substance abuse, may the supervisor ask the employee an incriminating question?
    a. Yes
    b. No Chapter 6 pg 6-5 (Only medical related questions may be asked.)
A

b. No Chapter 6 pg 6-5 (Only medical related questions may be asked.)

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47
Q
  1. When interviewing an employee for possible substance abuse, if the supervisor asks the employee an incriminating question?
    a. It is a possible POBR violation
    b. It is evidence in the case against the employee
    c. The question can aid in determining reasonable suspicion
    d. The question can aid in determining probable caus
A

a. It is a possible POBR violation Chapter 6 pg 6-5

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48
Q
  1. When interviewing an employee for possible substance abuse, what type of questions may the supervisor ask?
    a. Incriminating questions
    b. General influence questions
    c. Medically related questions
    d. Basic identifying questions
A

c. Medically related questions Chapter 6 pg 6-5

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49
Q
  1. Is an anonymous tip sufficient to order a substance test?
    a. Yes
    b. No
A

b. No Chapter 6 pg 6-5

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50
Q
  1. Is an anonymous tip sufficient to initiate closer observation?
    a. Yes
    b. No
A

a. Yes Chapter 6 pg 6-5

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51
Q
  1. May an internal investigation be initiated based upon an anonymous tip?
    a. Yes
    b. No
A

a. Yes Chapter 6 pg 6-5

52
Q
  1. Is information from a reliable informant sufficient to order a substance test?
    a. Yes
    b. No
A

a. Yes Chapter 6 pg 6-6

53
Q
  1. Is information from a reliable informant sufficient to initiate closer observation?
    a. Yes
    b. No
A

a. Yes Chapter 6 pg 6-6

54
Q
  1. The CalHR requires that each initial determination made by a supervisor be approved by the Commissioner or the Commissioner’s designee. For the purposes of the Department’s substance testing program, this confirming official will be:
    a. A senior supervisor within the chain of command of the person investigated
    b. The first designated manager in the supervisor’s chain of command
    c. The first manager in the chain of command of the person investigated
    d. The first designated manager not in the supervisor’s chain of command
A

b. The first designated manager in the supervisor’s chain of command Chapter 6 pg 6-6

55
Q
  1. The role of the confirming official is the following, except:
    a. Consider the facts and/or evidence and agree whether or not they support probable cause.
    b. Ensure accurate and proper application of the rules
    c. Provide guidance and direction
    d. Authorize the substance test
A

a. Consider the facts and/or evidence and agree whether or not they support probable cause. Chapter 6 pg 6-6 (Support reasonable suspicion)

56
Q
  1. May the confirming official be the suspected employee’s immediate supervisor or the person who made the initial observation leading to reasonable suspicion?
    a. Yes
    b. Yes, with prior Commander’s approval
    c. No
A

c. No Chapter 6 pg 6-6

57
Q
  1. May the totality of the circumstances, including behavior and incidents from several weeks earlier be used to support reasonable suspicion?
    a. Yes
    b. No
    c. No, unless reviewed and authorized by a confirming official
A

b. No Chapter 6 pg 6-7

58
Q
  1. Urine may be used for alcohol testing as long as the bladder is voided.
    a. True
    b. False
A

b. False Chapter 7 pg 7-3

59
Q
  1. Urine may be used for drug testing as long as the bladder is voided.
    a. True
    b. False
A

b. False Chapter 7 pg 7-3

60
Q
  1. Employees suspected of being under the combined influence of alcohol and a drug(s) are required to submit to both a blood and breath test.
    a. True
    b. False
A

b. False Chapter 7 pg 7-3

61
Q
  1. An employee may access their locker, desk, or vehicle without supervision, as long as the employee remains at their place of work during the investigation.
    a. True. A violation of POBR may result if denied
    b. True. A 4th Amendment violation may result if denied
    c. False. An employee may never access these items while under investigation
    d. False. An employee may access these items under supervision Chapter 7 pg 7-4
A

d. False. An employee may access these items under supervision Chapter 7 pg 7-4

62
Q

An employee should void their bladder in order to obtain a fresh urine sample.
a. True
b. False

A

b. False Chapter 7 pg 7-4

63
Q
  1. There is no hurry to collect a urine sample from an employee, as the drug metabolites remain in the system for hours or even days:
    a. True
    b. False
A

a. True Chapter 7 pg 7-4

64
Q
  1. The best time to collect a sample is within four to six hours of the initial observation. This gives the body time to metabolize the drug if it has just been ingested.
    a. True
    b. False
A

b. False Chapter 7 pg 7-4 (2-4 hours)

65
Q
  1. The office restroom could be used for a urine sample collect as long as the sample is provided under the supervisor’s direct observation with some arrangement so that other employees cannot enter during collection of the sample.
    a. True Chapter 7 pg 7-5
    b. False
A

a. True Chapter 7 pg 7-5

66
Q
  1. How much urine must be collected for a sample?
    a. 30 millimeters
    b. 60 millimeters
    c. One ounce
    d. Three ounces
A

b. 60 millimeters Chapter 7 pg 7-5

67
Q
  1. Once collected, the urine sample is to be split into two containers.
    a. True
    b. False
A

a. True Chapter 7 pg 7-5

68
Q
  1. A(n) ___ will transport the urine sample to the laboratory.
    a. Supervisor
    b. Evidence officer
    c. Confirming official
    d. Designated courier
A

d. Designated courier Chapter 7 pg 7-5

69
Q
  1. ____ will be notified once the urine sample is collected.
    a. Human Resources
    b. Internal Affairs
    c. Medical Review Officer
    d. Confirming official
A

b. Internal Affairs Chapter 7 pg 7-5

70
Q
  1. Employees are permitted to drink water for the purpose of aiding them in providing a sample, so long as it is supervised.
    a. True
    b. False
A

a. True Chapter 7 pg 7-6

71
Q
  1. If transportation is necessary, the supervisor who made the initial observation and developed the reasonable suspicion should personally transport the employee to an approved medical or custodial facility.
    a. True Chapter 7 pg 7-6
    b. False
A

a. True Chapter 7 pg 7-6

72
Q
  1. An employee may drive a vehicle while under investigation for substance abuse, with Commander’s approval, as long as the employee is not in violation of 23152(a)VC.
    a. True
    b. False
A

b. False Chapter 7 pg 7-6

73
Q
  1. Uniformed employees should be given the opportunity, under supervision, to change into civilian clothing before being transported to a collection site.
    a. True
    b. False
A

a. True Chapter 7 pg 7-6

74
Q
  1. If the supervisor does not collect the sample at the work location, then the urine sample may be collected by authorized medical or custodial personnel.
    a. True
    b. False
A

a. True Chapter 7 pg 7-6

75
Q
  1. This individual monitoring the urine sample collection must be of the same sex and will actually watch the urine leave the employee’s body.
    a. True
    b. False
A

a. True Chapter 7 pg 7-6

76
Q
  1. Employees refusing to cooperate at any stage of the collection process may be ordered to cooperate and advised that failure to do so may subject them to disciplinary action for insubordination.
    a. True
    b. False
A

b. False Chapter 7 pg 7-6 (Shall)

77
Q
  1. In those instances where criminal prosecution is contemplated, normal arrest and evidence collection procedures should be followed, including forced blood draw procedures.
    a. True
    b. False
A

a. True Chapter 7 pg 7-6

78
Q
  1. After the sample has been collected, the command shall make notification to the substance testing coordinator at _____ . The notification shall be emailed or faxed no later than ___ hours after the specimen is collected.
    a. Office of Internal Affairs, 24 hours
    b. Human Resources, 24
    c. Office of Internal Affairs, 48 hours Chapter 7 pg 7-7
    d. Human Resources, 48 hours
A

c. Office of Internal Affairs, 48 hours Chapter 7 pg 7-7

79
Q
  1. When the laboratory testing is completed (usually 24-48 hours after the sample’s arrival), the results will be communicated directly to _____.
    a. Human Resources
    b. Office of Internal Affairs
    c. Area Commander
    d. Medical Review Officer
A

d. Medical Review Officer Chapter 7 pg 7-7

80
Q
  1. All positive urine drug test results will be communicated to the Medical Review Officer (MRO)for further evaluation. In this instance, the MRO will attempt to contact the affected _____ directly for information.
    a. Command
    b. Supervisor
    c. Laboratory
    d. Employee
A

d. Employee Chapter 7 pg 7-7

81
Q
  1. Under this substance testing policy, testing for the following classes of drugs and/or their metabolites will be conducted, except for:
    a. Amphetamines and methamphetamines.
    b. Cocaine.
    c. Lysergic Acid Diethylamide.
    d. Marijuana/Cannabinoids (THC).
    e. Opiates (narcotics).
    f. Phencyclidine (PCP).
    g. Barbiturates.
    h. Benzodiazepines.
    i. Methaqualone.
    j. Alcohol.
A

c. Lysergic Acid Diethylamide. Chapter 7 pg 7-8

82
Q
  1. How much alcohol must be present to be a violation of Inconsistent and Incompatible Activities policy?
    a. Odor on breath
    b. .001% BAC (PAS)
    c. .01% BAC Breathalyzer
    d. .04% BAC Breathalyzer or PAS
A

Odor on breath Chapter 7 pg 7-9

83
Q
  1. Positive specimens shall be securely stored and frozen at minus 20 degrees Fahrenheit or lower for one year to assure availability for retesting in case of appeal or litigation.
    a. True
    b. False
A

b. False Chapter 7 pg 7-9 (Centigrade)

84
Q
  1. An initial supply of ___ kits has been provided to each office. Commanders shall ensure two unused kits are available at all times. Test kits shall be stored in a secure location, such as a file cabinet or locker in the ___ office.
    a. Three, Sergeant’s
    b. Two, Sergeant’s
    c. Two, Evidence
    d. Three, Commander’s
A

b. Two, Sergeant’s Chapter 7 pg 7-10

85
Q
  1. During initial contact with an employee suspected of being under the influence, the supervisor should listen to the employee’s explanation and give it appropriate consideration before reaching a decision to test.
    a. True Chapter 7 pg 8-3
    b. False
A

a. True Chapter 7 pg 8-3

86
Q
  1. May an employee being investigated for being under the influence be allowed to converse with fellow workers?
    a. Yes
    b. No
A

b. No Chapter 7 pg 8-4

87
Q
  1. When should a uniformed employee’s duty belt and weapon be secured?
    a. Once the close observation has begun
    b. Once reasonable suspicion is established
    c. Once reasonable suspicion is approved by the confirming official
    d. Once the chemical test procedure has begun
A

c. Once reasonable suspicion is approved by the confirming official
Chapter 8 pg 8-4

88
Q
  1. Since the decision to test will be based upon reasonable suspicion of substance abuse, the employee should not be allowed to return to duty until the test results are known to be negative.
    a. True Chapter 8 pg 8-4
    b. False
A

a. True Chapter 8 pg 8-4

89
Q
  1. The employee shall be placed on dock status for the remainder of the shift on the day of the drug or alcohol test or refusal to take a test.
    a. True
    b. False
A

b. False Chapter 8 pg 8-4 (Should)

90
Q
  1. If a peace officer is involved in a drug and alcohol (combo) influence investigation, peace officer powers will be immediately suspended along with any requests for secondary employment. Additionally, the employee will be required to immediately surrender all state property. These suspensions will remain in effect until:
    a. The results of the test are known. A decision will be made at that time whether or not to reinstate them.
    b. The Medical Review Officer contacts Assistant Commission Field.
    c. Internal Affairs reviews and approves reinstatement.
    d. The Area Commander approves reinstatement.
A

a. The results of the test are known. A decision will be made at that time whether or not to reinstate them. Chapter 8 pg 8-5

91
Q
  1. Supervisors ____ ensure the employee is provided with a memorandum describing their rights and responsibilities regarding the outcome of the test.
    a. Should
    b. Shall
    c. May
A

b. Shall Chapter 8 pg 8-5

92
Q
  1. The enactment of the Department of Personnel Administration substance testing rules and this departmental policy ___ in any way mitigate the rights guaranteed to employees under the Public Safety Officers’ Procedural Bill of Rights Act (POBR) or the various Memoranda of Understanding (MOUs).
    a. Do
    b. Do not
    c. Should
    d. Should not
A

b. Do not Chapter 8 pg 8-6

93
Q
  1. Supervisors must also remember that the Commissioner has extended POBR protections to all members of the Department, except ___. Any action with regard to substance testing must be evaluated in light of these rights.
    a. Probationary employees
    b. Non-sworn, non-sensitive positions
    c. Non-sworn, sensitive positions
    d. Cadets
A

d. Cadets Chapter 8 pg 8-6

94
Q
  1. This right to representation does not preclude a supervisor from making initial contact with the employee in an appropriate confidential interview setting to ask questions regarding abnormal behavior, inefficiency, absenteeism, tardiness, unusual appearance, etc. This is part of the process to eliminate substance abuse as a cause for reasonable suspicion.
    a. True
    b. False
A

a. True Chapter 8 pg 8-6

95
Q
  1. An employee is entitled to representation during the collection of the sample.
    a. True
    b. False
A

b. False Chapter 8 pg 8-6

96
Q
  1. Employees shall be entitled to representation in any of their discussions with the Medical Review Officer (MRO) that occur subsequent to implementing this policy.
    a. True
    b. False
A

a. True Chapter 8 pg 8-6

97
Q
  1. Negative test results will be included in the employee’s personnel file for:
    a. One year
    b. Five years
    c. Indefinitely
    d. Never Chapter 10 pg 10-4
A

d. Never Chapter 10 pg 10-4

98
Q
  1. Positive test results and documented reasonable suspicion will become part of the request for adverse action file. This information will be maintained for:
    a. One year
    b. Five years
    c. Indefinitely
    d. Never
A

b. Five years Chapter 10 pg 10-4

99
Q
  1. The turnaround expectation for the Reasonable Suspicion Report using the CHP 202X is:
    a. 24 hours
    b. 48 hours
    c. Five business days
    d. Five calendar days
A

b. 48 hours Chapter 11 pg 11-3

100
Q
  1. Voluntary Testing: In circumstances where no other documentation is associated with the incident giving rise to voluntary testing, the CHP 202X and attached narrative will be forwarded to the Substance Testing Coordinator at OIA, where it will be retained for ___ year(s) from the date of testing.
    a. One
    b. Two
    c. Three
    d. Five
A

b. Two Chapter 11 pg 11-5

101
Q
  1. A copy of the CHP 202X for a voluntary alcohol or drug test will be retained in the employee’s personnel file for:
    a. One year
    b. Five years
    c. Indefinitely
    d. Never
A

d. Never Chapter 11 pg 11-5

102
Q
  1. Regarding substance testing, a supervisor’s responsibilities include all the following, except:
    a. Ensuring the chain of custody is properly maintained
    b. Ensuring the employee’s rights are not violated
    c. Ensuring the sample is collected properly
    d. Ensuring probable cause has been established
A

d. Ensuring probable cause has been established

103
Q
  1. If an employee is voluntarily tested, supervisors are to ensure:
    a. A commendable form 2 be place in the employee’s personnel file
    b. The employee provides an additional sample at the employer’s expense
    c. The employee provides a form of documentation noting the voluntary nature of the testing
    d. The employee contacts their bargaining unit representative prior to providing a sample
A

c. The employee provides a form of documentation noting the voluntary nature of the testing

104
Q
  1. If an employee is suspected of being under the combined influence of alcohol/drugs, the supervisor should obtain a ______ test within _______ hours.
    a. Breath & blood/2-4 hours
    b. Breath & urine/2-4 hours
    c. Urine test/1-2 hours
    d. Blood test/1-2 hours
A

b. Breath & urine/2-4 hours

105
Q
  1. According to our Department’s Substance Abuse policy, a positive test for alcohol abuse is considered _____?
    a. Any measurable amount
    b. .02
    c. .04
A

a. Any measurable amount

106
Q
  1. Interrogation of an employee suspected of being under the influence of alcohol and/or drugs should be conducted before a sample is obtained.
    a. True
    b. False
A

b. False

107
Q
  1. The California Department of Human Resources (CalHR) requires that the informant be a peace officer who is willing to publicly testify on behalf of management, should that become necessary.
    a. True
    b. False
A

a. True

108
Q
  1. The reliable informant may remain confidential.
    a. True
    b. False
A

b. False

109
Q
  1. Upon establishing reasonable suspicion, which has been supported by proper documentation, a supervisor can collect a sample after _______?
    a. Notifying the area commander
    b. Obtaining the permission of the involved employee
    c. Obtaining the approval of the confirming official
    d. Obtaining a warrant from the local DA’s office to seize the evidence
A

c. Obtaining the approval of the confirming official

110
Q
  1. Regarding substance testing, employee’s working in positions are required to submit to a chemical test.
    a. Contract
    b. Sensitive
    c. Clerical
    d. All the above
A

b. Sensitive

111
Q
  1. Which position is NOT a designated sensitive position? (Designated by the Commissioner)
    a. All peace officers.
    b. All cadets.
    c. Automobile Mechanic.
    d. Automotive Technician series.
    e. Commercial Vehicle Inspection Specialist I & II.
    f. Public Safety Dispatcher I & II.
    g. Public Safety Dispatch Supervisor I & II.
    h. Gunsmith.
    i. Heavy Truck Driver.
    j. Lead Automobile Mechanic.
    k. Lead Motorcycle Mechanic.
    l. Communications Engineer I & II.
    m. Motor Carrier Specialist I, II & III.
    n. Motorcycle Mechanic.
    o. School Pupil Transportation Safety Coordinator.
    p. Utility shop supervisor
A

l. Communications Engineer I & II.

112
Q
  1. What Federal Amendment does not apply to a substance abuse testing program?
    a. 4th (Search & Seizure)
    b. 5th (Self-Incrimination)
    c. 14th (Due Process)
    d. 1st (Freedom of Speech)
A

d. 1st (Freedom of Speech)

113
Q
  1. The Government Code authorizes the Substance Abuse Testing Program which applies to:
    a. On-duty and stand-by only
    b. On-duty only
    c. On and off-duty
    d. On and off-duty, including stand-by
A

a. On-duty and stand-by only

114
Q
  1. Who plays the most important role in any successful substance testing program?
    a. Subordinates
    b. Supervisors
    c. Managers
    d. Administrators
A

b. Supervisors

115
Q
  1. Who has routine and daily contact with employees and are in the best position to assess any changes in job performance and/or employee behavior/appearance:
    a. Supervisors
    b. Managers
    c. Administrators
A

a. Supervisors

116
Q
  1. All departmental employees shall alert a supervisor to indications that another employee is involved in substance abuse.
    a. True
    b. False
A

a. True

117
Q
  1. Who plays the most important role in any successful substance testing program?
    a. Captain
    b. Supervisor
    c. Beat partner
    d. Lieutenant
A

b. Supervisor

118
Q
  1. What are the 6 “C’s” of the substance testing program?
    a. Consistency, Confirmation, Collection of Sample, Chain of Custody, Control of Quality, Contracts
    b. Consistency, Confirmation, Collection of Substance, Chain of Custody, Control of Quality, POBR
    c. Consistency, Confirmation, Collection of Evidence, Chain of Custody, Control of Quality, Contracts
    d. Consistency, Confirmation, Collection of Sample, Chain of Control, Control of Quality, POBR
A

a. Consistency, Confirmation, Collection of Sample, Chain of Custody, Control of Quality, Contracts

119
Q
  1. Commanders shall ensure there are at least how may Urine Sample Collection Kits per Area Office?
    a. 1
    b. 2
    c. 4
    d. 6
A

b. 2

120
Q
  1. CalHR rules provide for a ______ test as the primary means of determining whether or not an employee has abused drugs.
    a. Blood
    b. Urine
    c. Either one
    d. In California, there is no test for drug use per CalHR
A

b. Urine

121
Q
  1. When collecting a urine sample for possible substance abuse, the supervisor should ensure at least _______ of urine is collected (to be split into two containers after collected).
    a. 40 milliliters
    b. 50 millileters
    c. 55 millileters
    d. 60 milliliters
A

d. 60 milliliters

122
Q
  1. Where is the “Inconsistent and Incompatible Activities” statement/chapter contained in CHP Policy?
    a. HPM 9.2, Substance Abuse Manual
    b. HPM 11.1, Administrative Procedures Manual
    c. HPM 10.3, Personnel Transactions Manual
A

c. HPM 10.3, Personnel Transactions Manual

123
Q

For the purposes of substance abuse testing, a sensitive position is defined as any peace officer as identified in Section 830 of the Penal Code and any other position in which drug or alcohol affected performance could clearly endanger the health and safety of others.
a. True
b. False

A

a. True

124
Q

Which of the following jobs is not a sensitive position?
a. Heavy Truck Driver
b. Motorcycle Mechanic
c. Janitor
d. Public Safety Dispatcher

A

c. Janitor

125
Q

Who makes the final determination of the test result?
a. Captain
b. Commissioner
c. Sergeant
d. MRO

A

d. MRO

126
Q

Are non-sensitive positions required to take a chemical test for possible substance abuse?
a. Yes
b. No
c. Sometimes

A

b. No

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