LOS ANGELES UNIFIED SCHOOL DISTRICT

Covered Employees Drug and Alcohol Testing Program

Policy Guide Los Angeles Unified School District

Austin Beutner SUPERINTENDENT OF SCHOOLS

DRUG AND ALCOHOL TESTING PROGRAM POLICY STATEMENT

The Los Angeles Unified School District (District) recognizes that substance abuse in our nation and our community exacts staggering costs in both human and economic terms. Substance abuse can be reasonably expected to produce impaired job performance, lost productivity, absenteeism, accidents, wasted materials, lowered morale, rising health care costs, and diminished interpersonal relationship skills. Employees who report to duty with drugs or alcohol on their persons or in their bodies not only endanger themselves, but also their fellow employees, students and the general public. To protect the health and safety of our students, employees, and the public from illegal drug use and alcohol misuse or injuries resulting from their abuse, it is the District’s policy to provide for a drug- and alcohol-free school and work environment. In addition, the Omnibus Transportation Employee Testing Act of 1991 requires the District to adopt a strict drug- and alcohol-testing program for employees who are required to have a commercial driver’s license and perform certain safety-sensitive functions. The program includes providing information to covered employees to assist them in understanding their role and responsibilities for achieving a drug- and alcohol-free work environment. With that in mind, the District has adopted a drug, alcohol, tobacco-free policy to convey our commitment to the safety of our students, the public and our fellow employees. Consequently, any covered employees in safety-sensitive positions who engage in prohibited conduct as outlined in this document have violated the Drug and Alcohol Testing Program regulations, will be placed on immediate suspension and dismissed from District service. I want to remind you all that our primary duty is the education of children. We must set the example and model appropriate behavior at all times. I expect everyone who works for this District to continuously maintain the highest standards of personal and professional conduct.

Austin Beutner, Superintendent

TABLE OF CONTENTS

INTRODUCTION 1 What is the purpose of this document? What regulations does drug and alcohol testing fall under? What is a safety-sensitive function? Which employees are required to participate in the District’s Drug and Alcohol Testing Program? What are covered employees' responsibilities? What are the physical signs of substance abuse? What are the mental effects of drug and alcohol abuse? What are the subsequent effects of drug and alcohol abuse in the workplace?

REQUIRED TESTS 5 What drugs does the District test for? When will I be tested? How does pre-employment testing work? How does random testing work? How does post-accident testing work? How does reasonable suspicion testing work?

DRUG TESTING 8 What drug-related conduct is prohibited? How does the drug testing collection process work? Who evaluates and verifies the laboratory results? What happens if an employee does not provide a sufficient amount of urine, also known as “shy bladder”? What constitutes a refusal to take a drug test? Who will be notified of drug test results? What happens when a test result is reported as dilute? What steps are taken to protect employees and maintain the integrity of the drug testing process? How can I obtain my drug testing records?

ALCOHOL TESTING 12 What alcohol-related conduct is prohibited? How does the alcohol testing process work? What happens if I do not provide a sufficient amount of breath, “also known as “shy lung”? What constitutes refusal to take an alcohol test? What steps are taken to protect employees and the integrity of the alcohol testing process? Who will be notified of an employee's alcohol testing result? How can I obtain my alcohol testing records?

CONSEQUENCES OF VIOLATIONS 15 What are the consequences of engaging in prohibited conduct?

CONTACTS 18 Contact information concerning drug & alcohol testing program.

APPENDIX A - BUL-6488.1 - Drug, Alcohol and Tobacco-Free Workplace 19

APPENDIX B -- Certificate of Receipt 24

APPENDIX C – Alcohol Fact Sheet 25

APPENDIX D – Amphetamine Fact Sheet 29

APPENDIX E – Cocaine Fact Sheet 32

APPENDIX F – Cannabinoids (Marijuana) Fact Sheet 35

APPENDIX G – Opiates (Narcotics) Fact Sheet 39

APPENDIX H – Phencyclidine (PCP) Fact Sheet 42

GLOSSARY 45

Federal regulations establish minimum requirements for employer drug and alcohol testing programs, but leave personnel or disciplinary issues for employees who violate the regulations up to each individual agency. The Los Angeles Unified School District (District) has established policies that address personnel and disciplinary actions, and they are included in this document. In addition, the District has adopted a drug- and alcohol-free workplace for all employees. For further information, see BUL-6648.1, dated September 19, 2016 titled Drug, Alcohol and Tobacco-Free Workplace , from the Office of the Educational Services and School Operations (Appendix A). INTRODUCTION

What is the purpose of this document?

To maintain a drug- and alcohol-free workplace, it is important that District employees know what is required of them. This document serves as a guide to employees on the specific Department of Transportation (DOT) drug and alcohol testing regulations and the resulting District policies. A companion guide is available for supervisors and staff who administer the District’s Drug and Alcohol Testing Program that explains the drug and alcohol regulations and the District's drug and alcohol testing policies and procedures established to meet those regulations.

What regulations does drug and alcohol testing fall under?

The Omnibus Transportation Employee Testing Act of 1991, Public Law (P. L.) 102-143, Title V, mandates drug and alcohol testing. Covered employees (defined later) are subject to drug and alcohol testing regulations under DOT 49 Code of Federal Regulations (CFR) part 40 and Federal Motor Carrier Safety Administration (FMCSA) 49 CFR part 382.

What is a safety-sensitive function?

A safety-sensitive function is defined as all time from the time a covered employee begins to work or is required to be in readiness to work until the time that employee is relieved from work and all responsibility for performing work. Safety-sensitive functions include those on- duty functions listed below:

all time waiting to be dispatched at a carrier or shipper plant, terminal, facility, or other property all time inspecting, servicing, or conditioning equipment or commercial motor vehicles all time spent at the driving controls of a commercial motor vehicle all time, other than driving time, spent on or in a commercial motor vehicle (except for time spent resting in the sleeper berth) all time loading or unloading a commercial motor vehicle, supervising or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle or in giving or receiving receipts for shipments loaded or unloaded all time repairing, obtaining assistance or remaining in attendance upon a disabled commercial motor vehicle

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 1 Which employees are required to participate in the District’s Drug and Alcohol Testing Program?

The District has determined that the following job classifications are required to participate in the Drug and Alcohol Testing Program:

ó Area Bus Supervisor Assistant ó Area Bus Supervisor ó Driver Trainer (Bus-Truck) ó Heavy Bus Driver ó Light Bus Driver ó Transportation Routing Assistant ó Driver Trainer (Truck) ó Class “A” Commercial Truck Driver ó Class “B” Commercial Truck driver ó Logistics Supervisor ó Assistant Logistics Supervisor ó Automotive Mechanic (Auto, Bus-Truck) ó Garage Assistant ó Garage Attendant ó Senior Tractor and Roller Operator ó Tractor and Roller Operator ó Skip Loader Operator ó Insulator/Asbestos Abatement Worker * ó Asbestos Abatement Assistant*

The District has voluntarily included the following job classification in the Drug and Alcohol Testing Program and employees in this job classification are considered covered employees subject to all rules and regulations of the District’s drug and alcohol testing program:

ó Hand Grader* ó Senior Hand Grader* ó Light Truck Driver

*These classifications are subject to random tests only if the employee’s assignment includes functions that are safety-sensitive as defined under "What is a safety-sensitive function?" on page 1.

This list may not include all applicable classifications. If an employee operates a commercial motor vehicle requiring a commercial driver’s license or performs safety-sensitive functions, they are considered a covered employee. The task the employee actually performs qualifies them as a safety-sensitive employee, not their job title. Covered employees include:

Applicants seeking any position listed above Full time, regular employees in any position listed above Casual, intermittent, apprenticeship, occasional or substitute employees in any position listed above

Participation in the District’s Drug and Alcohol Testing Program is a requirement of each employee performing safety-sensitive duties and is therefore a condition of employment.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 2 What are covered employees' responsibilities?

If you are a covered employee, you must:

report to work without drugs or alcohol in your system be able to perform your job duties without impairment due to the use of drugs or alcohol when on duty or subject to duty not possess or use alcohol while on duty not use, possess, manufacture, sell or distribute drugs in the workplace submit immediately to a drug or alcohol test when ordered by a supervisor, manager or other District designated representative notify your supervisor when taking any medications which may interfere with the safe and effective performance of duties or operation of District equipment not perform safety-sensitive functions within four hours after using alcohol not use alcohol for eight hours following an accident or until tested, if required to submit to a post-accident test inform your physician of your job duties when taking legally prescribed drugs and non- prescription medications and determine from the physician, or other health care professional, whether the prescribed drug may impair your job performance or mental or motor function and remove yourself from service if you are unfit for duty promptly notify your supervisor when you see or have knowledge of another covered employee: using, possessing, manufacturing, distributing or selling drugs at work in a condition that impairs their ability to perform job duties or that poses a hazard to the safety or welfare of others confirm receipt of the District's written policy concerning drug and alcohol testing by signing a Certificate of Receipt (Appendix B) certifying you have received a copy of this Drug and Alcohol Testing Program Policy Guide

In addition, if an emergency arises when you are off-duty and you are asked to work, you must decline if you feel you are not capable of performing your safety-sensitive function.

What are the physical signs of substance abuse?

Seeing physical signs of a substance abuse problem may be difficult because abusers often become good at hiding them. Physical signs and symptoms usually are not noticeable until the abuse problem has progressed to an advanced level. At advanced stages, the drug or alcohol abuser is less able to disguise the physical signs and often becomes careless because of a clouded mental state.

Specific signs may include any combination of the following:

ó Blood spots on shirt sleeves (indicating intravenous needle use) ó Bloodshot or watery eyes ó Slowed, slurred or incoherent speech ó Hand tremors ó Swaying or staggering ó Odor of alcohol on breath ó Odor of marijuana smoke ó Racing heartbeat or irregular rhythms

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 3 ó Runny nose or sores around nostrils (caused by chronic cocaine snorting) ó Slow reactions ó Very large or small pupils ó Use of "slang" words for drugs ó Secretive behavior (e.g., whispering, wearing sunglasses indoors)

What are the mental effects of drug and alcohol abuse?

Drug and alcohol abusers use substances habitually and excessively without regard for their health. This causes problems on the job because the effects of drugs and alcohol occur not only during intoxication, but also in the aftermath in the form of hangovers, general tiredness and mental impairment. This impairment complicates and endangers the lives of the user and the people around them. Consider what safety problems might be caused by a truck driver, bus driver or heavy equipment operator showing the following effects of substance abuse:

Psychotic behavior Learning difficulty Excessive sadness or fear Poor memory An "I don't care" attitude Loss of concentration Slow reactions Difficulty prioritizing tasks Poor coordination Refusal to accept authority Delayed decision making Overconfidence, feeling of invincibility Confusion Sleeping on the job

What are the subsequent effects of drug and alcohol abuse in the workplace?

Employees under the influence of drugs or alcohol affect everyone in the workplace. The problems their substance abuse can cause for themselves and fellow employees include the following:

ó Higher rate of accidents or "near misses" ó Equipment breakdown due to careless or inadequate maintenance ó Absenteeism or tardiness ó Lower productivity ó Poor work quality, including excessive waste ó Low morale, problems working with others ó Theft of material or equipment to support high expense of drug habit ó Quitting or transferring to avoid detection

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 4 REQUIRED TESTS

What drugs does the District test for?

The District contracts drug testing laboratories certified by the Department of Health and Human Services under the National Laboratory Certification Program that comply with the DOT Procedures for Transportation Workplace Drug and Alcohol Testing Programs (49 CFR Part 40, as amended). These certified laboratories receive urine specimens and test them to determine the presence of drugs.

Laboratories will test for the presence of the following drugs or classes of drugs through a urine specimen:

• Marijuana (THC metabolite) • Opiates and Opioids (including heroin (6-AM), codeine, morphine, hydrocodone, hydromorphone, oxymorphone, oxycodone ) • Cocaine • Phencyclidine (PCP) • Amphetamines (amphetamine, methamphetamine, MDMA, MDA)

Laboratories will also conduct validity testing to determine whether certain adulterants or foreign substances have been added to the urine, the urine was diluted, or the specimen was substituted.

When will I be tested?

Covered employees are subject to drug and alcohol testing in the following situations:

Pre-Employment drug testing is mandatory after applicants or current employees (in non-safety-sensitive positions) are offered a conditional offer of employment in a safety- sensitive position requiring a commercial driver’s license or are identified by the District as a covered employee. These individuals will be required to provide a urine sample that the laboratory tests and reports as negative to the District prior to performing any safety-sensitive functions.

In instances where a covered employee is on extended leave for a period of more than 20 1 days regardless of any reason, the employee will be required to take a pre- employment drug test and have a negative test result prior to performing any safety- sensitive functions.

A covered employee laid off from the District and subsequently recalled to the same or a substantially similar covered position will be required to take a pre-employment test and have a negative test result prior to performing any safety-sensitive functions regardless of the length of time the employee was laid off.

Random drug and alcohol testing is a mandatory requirement. You will receive no advance notice. Random testing must be conducted just before, during or just after a

covered employee's performance of safety-sensitive duties. 1 District policy; Federal regulations require testing after 30 day leave or longer.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 5 Post-Accident drug and alcohol testing is conducted under any of the following circumstances:

° The accident results in the loss of human life. ° The accident results in bodily injury that requires medical treatment away from the scene whether or not the employee receives a citation 2. ° The employee receives a citation arising from the accident and the accident resulted in disabling damage to the vehicle(s), which required towing. ° The supervisor determines that the employee’s performance could have contributed to the accident 3.

Reasonable Suspicion drug and alcohol testing is conducted when a trained supervisor suspects that an employee has violated the drug and alcohol policy stated in this document. Alcohol testing is authorized only if the observations are made just before, during or just after a covered employee’s performance of safety-sensitive duties.

Return to Duty drug and alcohol testing is not included in the District’s policy. If you have worked in a safety-sensitive position for another employer, you may have heard of, or experienced, “return to duty” testing. This type of testing occurs before an employee can resume work after a verified positive controlled substances test result, an alcohol result of 0.02 or greater, refusing to test, or after engaging in any other activity that violated provisions of 49 CFR Part 40 subpart B. Before allowing an employee to return to duty to perform a safety-sensitive function, the employee must first be evaluated by a Substance Abuse Professional (SAP), participate in any treatment program prescribed, and pass a controlled substances and/or alcohol return-to duty test and be subject to follow up testing.

It is District policy that any covered employee who has a verified positive drug or alcohol test, or has been involved in any other activity that violates the Federal regulations or any of the other policies stated in this manual, including refusal to submit to testing, will be immediately suspended and subsequently dismissed from District service. Therefore, it is District policy not to provide for Return to Duty testing .

How does pre-employment testing work?

Prior to receiving a job offer, applicants are notified by the District's Classified Employment Services Branch or the hiring Branch (Transportation, Maintenance & Operations, or Materiel Management) that, as part of their pre-employment physical examination, a urine specimen will be collected to test for the presence of drugs. Classified Employment Services Branch or the hiring Branch will instruct applicants to complete a Pre-Employment Urinalysis Consent Form and report to the specified collection site immediately.

In addition, applicants are required to complete a Pre-Employment Information Disclosure Form and, if they have participated in a DOT-approved Drug and Alcohol testing program through a current or previous employer within the last two years, complete a Pre- Employment Verification and Release Form that authorizes the employers to release alcohol and controlled substance testing information to the District. Likewise, the District will release the testing information of its current or former employees to subsequent employers upon receiving a request containing the applicant's signed consent.

2 District policy; Federal regulations require testing if employee receives a citation. 3 District policy

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 6 How does random testing work?

The District’s Third Party Administrator selects employees at random. A supervisor or designated representative will notify you that you must undergo drug and alcohol testing. You will be asked to read and sign the Drug and Alcohol Testing Notification and Authorization Form and proceed to the testing site immediately. The DOT regulations state that, “Immediately means that after notification, all the employee’s actions must lead to an immediate specimen collection.”

How does post-accident testing work?

When you are involved in an accident involving a District vehicle, you must contact a supervisor or dispatch as soon as feasible. If the accident occurs after normal business hours, you should contact Dispatch from your branch (see page 18-19 for list of contacts). A supervisor will be dispatched to the scene to investigate the accident. The supervisor conducting the investigation may contact the designated representative from the employee’s branch (i.e., Transportation, Maintenance and Operations or Materiel Management) to determine whether drug and alcohol tests are necessary.

If drug and alcohol tests are not necessary, the supervisor will release you.

If drug and alcohol tests are necessary, the supervisor is responsible for having you transported to the testing site as soon as possible and will be given further instructions by the respective Branch.

You must refrain from consuming alcohol for eight hours following the accident or until you submit to an alcohol test, whichever comes first.

You shall remain readily available for alcohol testing for eight hours following the accident and for drug testing for thirty-two hours following the accident, or else the District may deem you as having refused to submit to testing. If you refuse to submit to a drug or alcohol test directed by the District you will be placed on immediate suspension and subsequently dismissed from District service.

Note: Nothing in this document (or the regulation itself) should be considered as reason to delay necessary medical attention for injured persons following an accident or to prohibit an employee from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or to obtain necessary emergency medical care.

However, failure to comply once under medical care will be considered a refusal to test which is a violation of the drug and alcohol testing program policy and will result in immediate suspension and subsequent dismissal from District service. A “collection site” may be a medical facility, a mobile facility (e.g., a van), a dedicated collection facility, or any other location meeting the requirements of section 40.41 Subpart D - Collection Sites, Forms, Equipment, and Supplies Used in DOT Urine Collections.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 7

How does reasonable suspicion testing work?

You are required to submit to any test (whether drug, alcohol or both) that a supervisor requests based on reasonable suspicion. Reasonable suspicion means that one or more trained supervisors reasonably believes or suspects that you are under the influence of drugs or alcohol. Their suspicion must be based on observations such as your appearance, behavior, speech or smell that is usually associated with drug or alcohol use. When you are required to submit to a reasonable suspicion drug and alcohol test, a supervisor will have you transported to a testing site immediately.

DRUG TESTING

What drug-related conduct is prohibited?

The use of illegal drugs by safety-sensitive employees is prohibited on or off duty. The regulations also prohibit:

reporting for or remaining on duty requiring the performance of safety-sensitive functions when the employee uses any controlled substance, except when instructed by a licensed medical practitioner who has advised the employee that the substance (prescription or over the counter drug) does not adversely affect the employee's ability to safely operate a commercial motor vehicle reporting for or remaining on duty or performing a safety-sensitive function if the employee tests positive or has adulterated or substituted a test specimen for controlled substances refusing to submit to a drug test

How does the drug testing collection process work?

A trained collection site person will collect a urine specimen from you using a split specimen procedure, which means that each sample is subdivided into two bottles labeled as "primary" and "split" specimen. The primary specimen is used for analysis; the split specimen remains sealed. Both bottles are sent to a laboratory certified and monitored by the Substance Abuse and Mental Health Services Administration (SAMHSA) for analysis. The laboratory analyzes the specimen and reports the results to the Medical Review Officer (MRO).

You are guaranteed total privacy when providing a urine specimen. Nevertheless, you are required to provide a specimen under direct observation if:

you are suspected of tampering with or substituting the specimen during the specimen collection process present a urine specimen that falls outside the acceptable temperature range of 32 o– 38 oC/90 o-100 oF you have a Negative Dilute test result and the creatinine concentration of the specimen was equal to or greater than 2 mg/dL, but less than or equal to 5 mg/dL your test specimen is invalid and the MRO reported that there was not an adequate medical explanation for the result your positive adulterated or substituted test result had to be cancelled by the MRO because the split specimen was not available or the split specimen test is invalid

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 8

Who evaluates and verifies the laboratory results?

All drug tests are evaluated and verified by a Medical Review Officer (MRO) before they are reported to the District. If the laboratory reports a result for a primary specimen tested as confirmed positive, adulterated or substituted, the MRO will contact you to determine whether there is a medical explanation for the confirmed positive test result.

If you provide legitimate medical explanation and the MRO accepts the explanation, the drug test result is reported to the District as a verified negative or cancelled test. If the MRO concludes that no legitimate medical explanation exists for a confirmed positive, adulterated or substituted result, the MRO will report the result as a verified positive or refusal to test because of adulteration or substitution.

The MRO may verify a test as positive, adulterated or substituted without having communicated directly with you about the test in three circumstances:

you expressly decline the opportunity to discuss the test neither the MRO nor the designated representative of the District, after making all reasonable efforts and documenting all attempts, has been able to contact the you within 10 days of the date on which the MRO receives the confirmed positive test result from the laboratory more than 72 hours have passed since the time the District successfully contacted you and instructed you to contact the MRO

In addition to the medical evaluation process, the MRO will inform you that you have a right to have the split specimen tested by another SAMHSA certified laboratory. If you opt to have the split specimen tested, you must contact the MRO within 72 hours after being notified of that option.

What happens if you do not provide a sufficient amount of urine, also known as “Shy Bladder”?

If you cannot provide a sufficient amount of urine specimen within three hours of the first unsuccessful attempt to provide the specimen, all collection efforts will cease. You are then responsible for obtaining a medical evaluation (at your cost) within five working days. The evaluation must be performed by a licensed physician acceptable to the MRO to determine if your inability to provide a sufficient specimen is caused by a medical condition. If the MRO determines that there was no adequate medical explanation for the failure to provide a specimen, then it is deemed a refusal to submit to a drug test. On the other hand, the MRO will cancel the test if they have determined that there was a legitimate medical condition to explain your inability to provide a sufficient specimen (no re-collection is required in this case).

What constitutes a refusal to take a drug test?

Covered employees may not refuse to take a drug test. You are considered to have refused to test if you:

ó fail to appear for any test * within a reasonable time after being directed to so by District (once an employee is notified they must proceed immediately to the collection site,

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 9

immediately means that after notification, all the employee’s actions must lead to an immediate specimen collection) ó fail to remain* at the testing site until the testing process is complete ó fail to provide a urine specimen for any drug test required by federal regulations ó fail to provide a sufficient urine specimen for drug testing, and it has been determined by the MRO that there was no adequate medical explanation for the failure ó fail to cooperate with any part of the drug testing process adulterate, dilute or substitute the specimen in any way ó fail or decline to take a second test the District or collection site personnel have directed the you to take ó fail to undergo a medical examination or evaluation as directed by the MRO as part of the verification process, or as directed by the District as part of the insufficient urine specimen procedures ó admit to the collector or MRO that you adulterated or substituted the specimen have a verified adulterated or substituted test result ó fail to permit the direct observation or monitoring of your provision of a specimen when required by the federal regulations ó for an observed collection, fail to follow observer’s instruction to raise clothing above the waist, lower clothing and underpants, and to turn around to permit the observer to determine if you have any type of prosthetic or other device that could be used to interfere with the collection process ó possess or wear a prosthetic or other device that could be used to interfere with the collection process

* Note: In a pre-employment test, there may be a number of legitimate reasons for an applicant to fail to appear or to leave a collection site before the test commences. Once the pre-employment test has commenced, an applicant must complete it. A pre-employment test commences when the collector or the donor selects a collection container.

Who will be notified of drug test results?

The District will designate representatives for receiving and dealing with drug test results in a confidential manner. The MRO will report the results as follows:

Result Notify Negative Branch designated representatives

Positive or Positive Branch designated representatives Diluted Specimen Pre-Employment Classified Employment Services Branch; Test Results Branch designated representatives Adulterated or Branch designated representatives Substituted Results Negative Branch designated representatives Diluted Specimen

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 10

What happens when a test result is reported as dilute?

If the MRO informs the District that your negative drug test is dilute, you will be directed to take a second test with no advance notice. The District will rely only on the results of the second test. A declination to take the second test, as directed by the District, constitutes a refusal to test. If the MRO informs the District that your positive drug test was dilute, the test result is treated as a verified positive test. No second test is required.

What steps are taken to protect employees, and maintain the integrity of the drug testing process? Every effort is made to protect employees and the integrity of the drug testing process. The District and collection site personnel will take the following precautions to ensure that the specimen's security, proper identification and integrity are not compromised: The collection site must afford privacy to employees and be secure at all times by preventing access to unauthorized persons. Collection site personnel must meet training requirements outlined by the DOT. Collection site personnel shall ensure that employees are positively identified through the presentation of photo identification or identification by a District designated representative. A Drug Testing Custody and Control Form must be completed by the collection site personnel and the employee/donor at the time of collection, and accompany all specimens to the laboratory. After the specimen has been given to the collector, the collector and the employee complete the remainder of the collection process together, including sealing and labeling specimen bottles, initialing bottle labels or seals, and signing and dating the custody and control form.

The specimens must be kept in sight of the employee/donor and collection site personnel until sealed and ready for shipment. The District, the laboratory and the MRO shall maintain all drug testing results and records under strict confidentiality. Except as required by law, employee records shall not be released without the written consent of the employee.

How can you obtain your drug testing records?

You have the right to obtain your drug testing records. If you would like a copy of your records, you must submit a signed written request to the designated representative from your respective branch (i.e., Transportation, Maintenance and Operations or Materiel Management). Each branch maintains some records, the Third-Party Administrator, the “collection sites” and MRO each maintain other records. Most records will be available within 7 to 10 working days from receipt of your request. Requests must include social security number, employee number and address to where you would like the records sent.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 11

ALCOHOL TESTING

What alcohol-related conduct is prohibited?

If you are a covered employee, the following alcohol-related conduct is prohibited:

you shall not report for duty or perform safety-sensitive functions on duty while having an alcohol concentration of 0.02 or greater* you shall not operate a commercial motor vehicle while in possession of alcohol, unless the alcohol is manifested and transported as part of a shipment you shall not perform safety-sensitive functions while using alcohol or within four hours after using alcohol if you must take a post-accident alcohol test you shall not use alcohol for eight hours following the accident, or until you undergo a post-accident alcohol test, whichever occurs first you shall not refuse to submit to an alcohol test

*NOTE : It is District policy to apply the 0.02 threshold as the minimal level to maintain employment. Any employee found to have an alcohol concentration of 0.02 or greater will be told to immediately stop performing safety-sensitive functions, placed on suspension and subsequently dismissed from District service. This does not preclude the District from likewise applying the terms of LAUSD Policy Bulletin 6488.1 in response to any positive drug or alcohol test result.

How does alcohol testing work?

Alcohol testing is conducted by measuring the alcohol in a volume of breath using an evidential breath testing device. A Breath Alcohol Technician will conduct a screening test first. Any result less than 0.02 alcohol concentration is considered a "negative" test and no further testing is required. If the alcohol concentration is 0.02 or greater, a second, or confirmation test, is conducted to confirm the screening test results.

What happens if you do not provide an adequate amount of breath, also known as “Shy lung”?

If you attempt and fail to provide an adequate amount of breath, all collection efforts will cease. You are then responsible for obtaining a medical evaluation (at your cost) within five working days. The evaluation must be performed by a licensed physician acceptable to the District to determine if your inability to provide a sufficient specimen is caused by a medical condition. The physician must possess expertise in the medical issue. You are considered to have refused to take an alcohol test if the physician has determined that there was no adequate medical explanation for the failure. On the other hand, a cancelled test result will be reported if the physician has determined that there was legitimate medical condition to explain your inability to provide an adequate amount of breath.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 12

What constitutes a refusal to take an alcohol test?

You may not refuse to take an alcohol test. You are considered to have refused to take an alcohol test if you: fail to appear for any test within a reasonable time after being directed to so by the District (once you are notified, you must proceed immediately to the collection site and immediately means that after notification, all your actions must lead to an immediate specimen collection) fail to remain at the testing site until the testing process is complete fail to attempt to provide a breath specimen as stipulated by the federal regulations fail to provide a sufficient breath specimen for testing, and it has been determined by the MRO that there was no adequate medical explanation for the failure fail to cooperate with any part of the alcohol testing process fail or decline to take a second test (or recollection) the District or collection site personnel has directed you to take fail to undergo a medical examination or evaluation as directed by the District as part of the shy lung procedures

What steps are taken to protect employees and the integrity of the alcohol testing process?

Every effort is made to protect employees and the integrity of the alcohol testing process. The District and collection site personnel will take the following precautions to ensure the accuracy, reliability, and confidentiality of test results.

Breath samples will be taken by a Breath Alcohol Technician who must meet the training requirements provided in the federal regulations. Evidential Breath Testing devices used shall be approved by the National Highway Traffic Safety Administration and meet the requirements of the federal regulations. The testing location must be set up in a manner that prevents unauthorized persons from seeing or hearing test results. Unauthorized persons shall not be permitted access to the testing location while the Evidential Breath Testing device is unsecure. The Breath Alcohol Technician shall ensure that employees are positively identified through the presentation of photo identification or identification by a District representative. A Breath Alcohol Testing Form , prescribed by the DOT, must be completed during the testing process by the Breath Alcohol Technician and by the employee being tested to ensure that the results are properly recorded. The Breath Alcohol Technician shall supervise only one employee's use of the Evidential Breath Testing device at a time and shall not leave the alcohol testing location while the testing process for a given employee is in progress. The District shall maintain records in a secure manner. Except as required by law, employee records shall not be released without the written consent of the employee.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 13

Who will be notified of an employee's alcohol testing result?

The District will designate representatives for receiving and managing alcohol testing results in a confidential manner. The Breath Alcohol Technician will forward the results of the tests as follows:

Result Notify

Screening Test Below 0.02 Branch designated representatives

Confirmation Test 0.02 Site supervisor, or Above* Branch designated representatives.

*Note: The Breath Alcohol Technician will notify the site supervisor immediately. If your test results are 0.02 or above, the supervisor will be immediately remove you from performing safety-sensitive functions.

How can you obtain your alcohol testing records?

You have the right to obtain your alcohol testing records. If you would like a copy of your records, you must submit a signed written request to the designated representative from your respective branch (i.e., Transportation, Maintenance and Operations or Materiel Management). Each branch maintains some records, the Third-Party Administrator, the “collection sites” and MRO each maintain other records. Most records will be available within 7 to 10 working days from receipt of your request. Requests must include social security number, employee number and address to where you would like the records sent.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 14

4 CONSEQUENCES OF VIOLATIONS

What are the consequences of engaging in prohibited conduct?

Controlled Substance Use

Covered employees who report for duty or remain on duty requiring the performance of safety-sensitive functions while using any controlled substance, except when the use is pursuant to the written instructions of a licensed medical practitioner who has advised the employee that the substance does not adversely affect the employee's ability to safely operate a commercial motor vehicle, will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Controlled Substance Testing

Covered employees who report for duty, remain on duty or perform a safety-sensitive function after testing positive for controlled substance use will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered applicants who test positive for controlled substance use will not be eligible for employment with the District.

Covered applicants who are current District employees and test positive for controlled substance use will not be eligible for assignment in a safety-sensitive position and may be subject to disciplinary action.

Alcohol Concentration

Covered employees who report for duty or remain on duty to perform safety-sensitive functions while having an alcohol concentration of 0.02 or greater will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Alcohol Possession

Covered employees found to possess alcohol while on duty or when operating a commercial motor vehicle, unless the alcohol is manifested and transported as part of a shipment, will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

On-Duty Alcohol Use

Covered employees found to be using alcohol while performing safety-sensitive functions will be immediately removed from performing those safety-sensitive functions, placed on suspension and dismissed from District service.

4 These consequences are District policy; meets requirements of the federal regulations,

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 15 Pre-Duty Alcohol Use

Covered employees found to have used alcohol within four hours prior to the performance of safety-sensitive functions will be immediately removed performing from safety-sensitive functions, placed on suspension and dismissed from District service.

Alcohol Use Following an Accident

Covered employees who are required to take a post-accident test and who are found to have used alcohol within eight hours following the accident and prior to submitting to a post-accident alcohol test will be immediately removed from performing safety- sensitive functions, placed on suspension and dismissed from District service.

Refusal to take an Alcohol or Controlled Substance Test

Covered employees who refuse to submit to an alcohol or controlled substance test will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered applicants who refuse to submit to a controlled substance test will not be eligible for employment with the District.

Covered applicants who do not complete the pre-employment controlled substance test after the testing has commenced will not be eligible for employment with the District.

Covered applicants who are current District employees and refuse to submit to a controlled substance test will not be eligible for assignment in a safety-sensitive position and will be subject to disciplinary action.

Covered applicants who are current District employees and do not complete the pre- employment controlled substance test after the testing has commenced will not be eligible for assignment in a safety-sensitive position and will be subject to disciplinary action.

Covered employees who have a verified adulterated or substituted drug test result will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered employees who fail to provide a sufficient specimen for an alcohol or controlled substance test and provide no adequate medical explanation for the failure will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered employees who fail to undergo medical examination or evaluation required or permitted by DOT regulations, as directed by the District or MRO will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 16 Covered employees who fail to cooperate with any part of the testing process will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered employees who fail to appear for any test within a reasonable time (as defined by the District) or fail to remain at the collection site until the completion of the testing process, as directed by the District, will be immediately removed from performing safety-sensitive functions, placed on suspension and dismissed from District service.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 17 CONTACTS

Who do I contact if I have questions concerning:

Policy and Procedures Human Resources Representative Maintenance and Operations (213) 241-0307

Human Resources Representative/Truck Operations Manager Materiel Management Branch (562) 654-9000

Human Resources Representative Transportation Services Division (213) 580-2970

Pre-Employment Classified Employment Services Branch (213) 241-6332

Post-Accident Transportation Services Division Dispatch (800) 522-8737

After normal business hours: Dispatch (800) 522-8737 or School Police (213) 625-6631

Truck Operations (562) 654-9001 (562) 654-9003

Maintenance & Operations (213) 241-0307

After normal business hours: School Police (213) 625-6631

Substance Abuse Professional (SAP) National Counseling Resource (800) 607-1010 www.dotsap.com

Substance Abuse and Mental Health Service Administration (SAMHSA) (800) 662-HELP (800-662-4357) (800) 487-4889 (TTY) www.findtreatment.samhsa.gov

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 18 Appendix A

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 19

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 20

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 21

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 22

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 23 Appendix B

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 24 Appendix C - Alcohol Fact Sheet

Alcohol is a drug that has been consumed throughout the world for centuries. It is considered a recreational beverage when consumed in moderation for enjoyment and relaxation during social gatherings. However, when consumed primarily for its physical and mood-altering effects, it is a substance of abuse. As a depressant, it slows down physical responses and progressively impairs mental functions.

Description

• Generic/Chemical Names (Representative): Beer (about 4.5 percent alcohol), wine (about 14 to 20 percent alcohol), distilled spirits or liquor (about 50 percent alcohol).

• Alternative Sources: After-shave lotion, cough medicine, antiseptic mouthwash, vanilla extract, disinfectant, room deodorizer fluid, cologne, breath sprays, shaving creams, rubbing alcohol.

• Common Street Names: Booze, juice, brew, grain, shine, hooch.

• Distinguishing Characteristics: Pure ethanol (sold in some States as “grain alcohol”) is a colorless liquid with a distinctive odor and taste. It has a cooling effect when rubbed on the skin. Most commonly, however, alcohol is consumed as the component of another beverage, and grain alcohol itself is normally diluted with juices or other soft drinks by the consumer. Depending upon the concentration of alcohol in the beverage, the aroma of alcohol may serve as an indicator of the presence of alcohol in a beverage. Since the sale and distribution of all products containing more than a trace amount of ethanol are regulated by Federal and State governments, the best guide to whether a specific beverage contains alcohol will be label information if the original container is available.

• Paraphernalia: Liquor, wine, after-shave, or cough medicine bottles; drinking glasses; cans of alcohol-containing beverages; can and bottle openers. Paper bags are sometimes used to conceal the container while the drink is being consumed.

• Method of Intake: Alcohol is consumed by mouth. It is infrequently consumed as pure (grain) alcohol. It is, however, frequently consumed in the form in which it is sold (e.g., cans of beer, “straight” liquor, glasses of wine). Alcohol is often consumed in combination with other beverages (“mixers”), either to make it more palatable or to disguise from others that alcohol is being consumed.

• Duration of Single Dose Effect: Alcohol is fully absorbed into the bloodstream within 30 minutes to 2 hours, depending upon the beverage consumed and associated food intake. The body can metabolize about one quarter of an ounce (0.25 oz.—roughly half the amount in a can of beer) of alcohol per hour.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 25 The effects of alcohol on behavior (including driving behavior) vary with the individual and with the concentration of alcohol in the individual’s blood. The level of alcohol achieved in the blood depends in large part (although not exclusively) upon the amount of alcohol consumed and the time period over which it was consumed. One rule of thumb says that in a 150-pound person, each drink adds 0.02% to blood alcohol concentration and each hour that passes removes 0.01percent from it.

Generally speaking, alcohol is absorbed into the blood relatively quickly and metabolized more slowly. Therefore, the potential exists for alcohol concentrations to build steadily throughout a drinking session. The table below shows some general effects of varying levels of BAC:

BAC Behavioral Effects 0.02-0.09% Loss of muscular coordination, impaired senses, changes in mood and personality. 0.10-0.19% Marked mental impairment, further loss of coordination, prolonged reaction time. 0.20-0.29% Nausea, vomiting, double vision. 0.30-0.39% Hypothermia, blackouts, anesthesia. 0.40-0.70% Coma, respiratory failure, death.

• Detection Time: The detection time for alcohol depends upon the maximum level of BAC achieved and varies by individual. Since under FMCSA regulations alcohol concentrations as low as 0.02 percent (under DOT testing procedures, breath alcohol concentration is used as a proxy for BAC) require employer action, and current technology can reliably detect this level, a driver who had achieved a moderate level of intoxication (i.e., 0.08 percent BAC) would be detectable approximately 8 hours after achieving that level. (Note: this is detectability after achieving this level and not after commencing or stopping drinking.)

• Dependency Level: The chronic use of alcohol can produce dependence in some individuals manifested by craving, withdrawal, and tolerance. Despite the fact that many individuals consume alcoholic beverages (more than 90 percent of Americans at some point during their lives), relatively few of them (only about 10 percent of drinkers) develop psychological and physical dependency on it.

Signs and Symptoms of Use

• Evidence of Presence of Alcohol: Bottles, cans, and other containers which alcohol- containing beverages may have been purchased and/or consumed in; bottle caps from alcohol containers; bottle or can openers; drivers drinking from paper bags; odor of alcohol on containers or on driver’s breath.

• Physical Symptoms: Reduction of reflexes, slurred speech, loss of coordination, unsteady gait.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 26 • Behavioral Symptoms: Increased talkativeness, reduced emotional control, distorted judgment, impaired driving ability, gross effects on thinking and memory.

Effects of Alcohol on the Individual

Physical Health Effects

• The liver is the primary site of alcohol metabolism and can be severely affected by heavy alcohol use. The three primary dangers are fatty liver, alcoholic hepatitis, and cirrhosis.

• Heavy alcohol use can also severely affect the gastrointestinal tract, contributing to inflammation of the esophagus, exacerbating peptic ulcers, and causing acute and chronic pancreatitis. It interferes with the absorption of nutrients from food and contributes to malnutrition.

• Heavy alcohol use affects the heart and vascular system, contributing to heart attacks, hypertension, and strokes.

• Either because of direct action or indirectly through the malnutrition, liver disease, and other effects it causes, alcohol depresses immune system functioning and increases the likelihood of infection.

• There is considerable evidence that alcohol abuse is associated with the incidence of cancer, particularly cancers of the liver, esophagus, nasopharynx, and larynx.

• Heavy alcohol consumption causes brain damage, manifested through dementia, blackouts, seizures, hallucinations, and peripheral neuropathy.

Other Health Effects

• In addition to having direct health effects through physiological changes in the drinker’s body, alcohol contributes significantly to health problems indirectly. While most of the medical consequences of alcohol use listed above result from chronic use, these other effects can often result from a single episode of acute use:

— One half of all traffic accident fatalities are alcohol-related.

— The risk of a traffic fatality per mile driven is at least eight times higher for a drunk driver than for a sober one.

— Falls are the most common cause of nonfatal injuries in the U.S. and the second- most common cause of fatal accidents. Estimates of the involvement of alcohol in these falls range from 20 to 80 percent. A BAC between 0.05 and 0.10 percent increases the likelihood of a fall by three times. Between 0.10 and 0.15 percent, it increases by a factor of 10, and above 0.16 percent it increases by a factor of 60.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 27 — Research indicates over 60 percent of those dying in nonvehicular fires (fourth leading cause of accidental death in the United States) have BACs over 0.10 percent.

— Approximately 38 percent of those drowning (third leading cause of accidental death in the United States) have been exposed to alcohol at the time of their deaths.

— Between 20 and 36 percent of suicide victims have a history of alcohol abuse or were drinking shortly before their suicides.

— Alcohol also plays a significant role in crime and family violence, including spousal and child abuse.

Effects on Driver Performance

The statistics reported above make it clear that alcohol can have a devastating effect on driver performance. By affecting vision, reflexes, coordination, emotions, aggressiveness, and judgment, alcohol deprives the professional driver of most of the tools he or she relies upon to perform safely.

Hangovers also present a risk to driving behavior, as would other illnesses. The sick feeling associated with hangovers, including headaches, nausea, and other symptoms, can distract a driver’s attention and lead to accidents even though alcohol may no longer be detectable in the body.

Overdose Effects

• Unconsciousness, coma, death.

Withdrawal Syndrome

Repeated use of alcohol results in tolerance, with increasing consumption necessary to attain its characteristic effects. Alcohol at a given blood level produces less impairment in heavy drinkers than it does in lighter drinkers. Alcohol is toxic by itself and, coupled with the malnutrition common in alcoholics, can lead to kidney disease, deterioration of mental faculties, and psychotic episodes (the “DTs”) if the alcohol is withdrawn. The DTs are characterized by hallucinations and extreme fear, and their presence are a clear indication of alcohol dependence. Withdrawal and the associated DTs can be fatal.

References

Blum, Kenneth, “Handbook of Abusable Drugs,” NY, Gardner Press, 1984.

Department of Health and Human Services, “Alcohol and Health: 7th Special Report to the U.S. Congress,” Washington, DC, 1990.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 28 Appendix D - Amphetamine Fact Sheet

Amphetamines are central nervous system stimulants that speed up the mind and body. The physical sense of energy at lower doses and the mental exhilaration at higher doses are the reasons for their abuse. Although widely prescribed at one time for weight reduction and mood elevation, the legal use of amphetamines is now limited to a very narrow range of medical conditions. Most amphetamines that are abused are illegally manufactured in foreign countries and smuggled into the United States or clandestinely manufactured in crude laboratories.

Description

• Generic/Chemical Names: Include amphetamine and methamphetamine. Trade names include: Desoxyn, Dexapex, Fastin, Vasotilin, Dexedrine, Delcobese, Fetamine, Obetrol.

• Common Street Names: Uppers, speed, bennies, crystal, black beauties, Christmas trees, white crosses, mollies, bam, crank, meth, ice, LA ice.

• Distinguishing Characteristics: In their pure form, amphetamines are yellowish crystals. They are manufactured in a variety of forms, including pill, capsule, tablet, powder, and liquid. Amphetamine (“speed”) is sold in counterfeit capsules or as white, flat, double-scored “mini bennies.” Methamphetamine is often sold as a creamy white, granular powder or in lumps wrapped in aluminum foil or sealable plastic bags.

• Paraphernalia: Needles, syringes, and rubber tubing for tourniquets, used for the injection method.

• Method of Intake: The most common forms of amphetamines are pills, tablets, or capsules, which are ingested. The less frequent forms, liquid and powder, are injected or snorted.

• Duration of Single Dose Effect: 2 to 4 hours.

• Detection Time: 1 to 2 days after use.

• Dependency Level: Psychological dependence on amphetamines is known to be high. Physical dependence is possible.

Signs and Symptoms of Use

• Evidence of Presence of Amphetamines: Most frequently—pills, capsules, or tablets; envelopes, bags, vials for storing the drug; less frequently—syringes, needles, tourniquets.

• Physical Symptoms: Dilated pupils, sweating, increased blood pressure, palpitations, rapid heartbeat, dizziness, decreased appetite, dry mouth, headaches, blurred vision, insomnia, high fever (depending on the level of the dose).

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 29 • Behavioral Symptoms: Confusion, panic, talkativeness, hallucinations, restlessness, anxiety, moodiness, false sense of confidence and power; “amphetamine psychosis” which might result from extended use (see health effects).

Effects of Amphetamine Use on the Individual

Physical Health Effects

• Regular use produces strong psychological dependence and increasing tolerance to drug.

• High doses may cause toxic psychosis resembling schizophrenia.

• Intoxication may induce a heart attack or stroke due to spiking of blood pressure.

• Chronic use may cause heart and brain damage due to severe constriction of capillary blood vessels.

• The euphoric stimulation increases impulsive and risk-taking behaviors, including bizarre and violent acts.

• Long-term heavy use can lead to malnutrition, skin disorders, ulcers, and various diseases that come from vitamin deficiencies.

• Lack of sleep, weight loss, and depression also result from regular use.

• Users who inject drugs intravenously can get serious and life-threatening infections (e.g., lung or heart disease, kidney damage) from nonsterile equipment or contaminated self-prepared solutions.

Effects on Mental Performance

• Anxiety, restlessness • Moodiness • False sense of power.

Large doses over long periods can result in

• Hallucinations • Delusions • Paranoia • Brain damage.

Effects on Driver Performance

Amphetamines cause a false sense of alertness and potential hallucinations, which can result in risky driving behavior and increased accidents. Drivers who fail to get sufficient rest may use the drug to

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 30 increase alertness. However, although low doses of amphetamines will cause a short-term improvement in mental and physical functioning, greater use impairs functioning. The hangover effect of amphetamines is characterized by physical fatigue and depression, which make operation of equipment or vehicles dangerous.

Overdose Effects

• Agitation • Convulsions • Increase in body temperature • Death • Hallucinations

Withdrawal Syndrome

• Apathy • Depression • Long-term periods of sleep • Disorientation • Irritability

Workplace Issues

• Because amphetamines alleviate the sensation of fatigue, they may be abused to increase alertness due to unusual overtime demands or failure to get rest.

• Low-dose amphetamine use will cause a short-term improvement in mental and physical functioning. With greater use or increasing fatigue, the effect reverses and has an impairing effect. Hangover effect is characterized by physical fatigue and depression, which may make operation of equipment or vehicles dangerous.

Reference

Federal Motor Carrier Safety Administration, Office of Motor Carriers, “Guidelines for Implementing the FMCSA Anti-Drug Program,” Publication No. FMCSA-MC-91-014, March 1992.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 31 Appendix E - Cocaine Fact Sheet

Cocaine is used medically as a local anesthetic. It is abused as a powerful physical and mental stimulant. The entire central nervous system is energized. Muscles are more tense, the heart beats faster and stronger, and the body burns more energy. The brain experiences an exhilaration caused by a large release of neurohormones associated with mood elevation.

Description

• Generic/Chemical Names: Cocaine hydrochloride or cocaine base.

• Common Street Names: Coke, crack, snow, blow, flake, “C”, toot, rock, base, nose candy, snort, white horse.

• Distinguishing Characteristics: Cocaine is an alkaloid (organic base) derived from the coca plant. In its more common form, cocaine hydrochloride or “snorting coke” is a white to creamy granular or lumpy powder chopped fine before use. Cocaine base, rock, or crack is a crystalline rock about the size of a small pebble.

• Paraphernalia: Cocaine hydrochloride—single-edged razor blade, a small mirror or piece of smooth metal; a half straw or metal tube, and a small screw-cap vial or folded paper packet containing the cocaine (used for snorting), needles, tourniquets (used for injecting). Cocaine base—a “crack pipe” (small glass smoking device for vaporizing the crack crystals); a lighter, alcohol lamp, or small butane torch for heating the substance.

• Method of Intake: Cocaine hydrochloride is snorted into the nose, rubbed on the gums, or injected into the veins. Cocaine base is heated in a glass pipe and the vapor is inhaled.

• Duration of Single Dose Effect: 1 to 2 hours.

• Detection Time: Up to 2 to 3 days after last use.

• Dependency Level: Research indicates possible physical dependence. Although there is insufficient evidence for humans, animal studies indicate “reverse tolerance,” in which certain behavioral effects become stronger with repeated use of cocaine. Psychological dependence on cocaine is known to be high.

Signs and Symptoms of Use

• Evidence of Presence of Cocaine: Small folded envelopes, plastic bags, or vials used to store cocaine; razor blades; cut-off drinking straws or rolled bills for snorting; small spoons; heating apparatus.

• Physical Symptoms: Dilated pupils, runny or irritated nose, profuse sweating, dry mouth, tremors, needle tracks, loss of appetite, hyperexcitability, restlessness, high blood pressure, heart palpitations, insomnia, talkativeness, formication (sensation of bugs crawling on skin).

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 32 • Behavioral Symptoms: Increased physical activity, depression, isolation and secretive behavior, unusual defensiveness, frequent absences wide mood swings, difficulty in concentration, paranoia, hallucinations, confusion, false sense of power and control.

Effects of Cocaine Use on the Individual

Physical Health Effects

• Research suggests that regular cocaine use may upset the chemical balance of the brain. As a result, it may speed up the aging process by causing irreparable damage to critical nerve cells. The onset of nervous system illnesses such as Parkinson’s disease could also occur.

• Cocaine use causes the heart to beat faster and harder and rapidly increases blood pressure. In addition, cocaine causes spasms of blood vessels in the brain and heart. Both effects lead to ruptured vessels causing strokes or heart attacks.

• Strong psychological dependency can occur with one “hit” of crack. Usually, mental dependency occurs within days of using crack or within several months of snorting coke. Cocaine causes the strongest mental dependency of any known drug.

• Treatment success rates are lower than those of other chemical dependencies.

• Cocaine is extremely dangerous when taken with depressant drugs. Death due to overdose is rapid. The fatal effects of an overdose are not usually reversible by medical intervention. The number of cocaine overdose deaths in the United States has tripled in the last four years.

Effects on Mental Performance

• Paranoia and hallucinations • Hyperexcitability and overreaction to stimulus • Difficulty in concentration • Wide mood swings • Withdrawal leads to depression and disorientation

Effects on Driver Performance

Cocaine use results in an artificial sense of power and control, which leads to a sense of invincibility. Lapses in attention and the ignoring of warning signals brought on by cocaine use greatly increase the potential for accidents. Paranoia, hallucinations, and extreme mood swings make for erratic and unpredictable reactions while driving.

The high cost of cocaine frequently leads to workplace theft and/or dealing. Forgetfulness, absenteeism, tardiness, and missed assignments can translate into lost business.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 33 Overdose Effects

• Agitation • Convulsions • Increase in body temperature • Death • Hallucinations

Withdrawal Syndrome

• Apathy • Depression • Long periods of sleep • Disorientation • Irritability

Reference

Federal Motor Carrier Safety Administration, Office of Motor Carriers, “Guidelines for Implementing the FMCSA Anti-Drug Program,” Publication No. FMCSA-MC-91-014, March 1992.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 34 Appendix F - Cannabinoids (Marijuana) Fact Sheet

Marijuana is one of the most misunderstood and underestimated drugs of abuse. People use marijuana for the mildly tranquilizing and mood and perception-altering effects it produces.

Description

• Generic/Chemical Name: Dronabinal, marinol, nabilone.

• Common Street Names: Pot, dope, grass, hemp, weed, hooch, herb, hash, joint, Acapulco gold, reefer, sinsemilla, Thai sticks.

• Distinguishing Characteristics: Like tobacco, marijuana consists of dried, chopped leaves that are green to light tan in color. The seeds are oval with one slightly pointed end. Marijuana has a distinctly pungent aroma resembling a combination of sweet alfalfa and incense. Less prevalent, hashish is a compressed, sometimes tarlike substance ranging in color from pale yellow to black. It is usually sold in small chunks wrapped in aluminum foil.

• Paraphernalia: Cigarette papers, roach clip holders, and small pipes made of bone, brass, or glass are commonly found. Smoking “bongs” (large-bore pipes for inhaling large volumes of smoke) can easily be made from soft drink cans and toilet paper rolls.

• Method of Intake: Marijuana is usually inhaled in cigarette or pipe smoke. Occasionally, it is added to baking ingredients (e.g., brownies) and ingested. Tetrahydro-cannabinol (THC), the active chemical detected in urinalysis, is released by exposure to heat.

• Duration of Single Dose Effect: The most obvious effects are felt for 4 to 6 hours. Preliminary studies suggest that performance impairment lasts longer. The active chemical, THC, is stored in body fat and slowly metabolized over time.

• Detection Time: Traces of marijuana will remain in the urine of an occasional user for up to 1 week, and, in the case of a chronic user, for 3 to 4 weeks.

• Dependency Level: Evidence indicates moderate psychological dependence.

Signs and Symptoms of Use

• Evidence of Presence of Marijuana: Plastic bags (commonly used to sell marijuana); smoking papers; roach clip holders; small pipes of bone, brass, or glass; smoking bongs; distinctive odor.

• Physical Symptoms: Reddened eyes (often masked by eye drops); stained fingertips from holding “joints,” particularly for nonsmokers; chronic fatigue; irritating cough; chronic sore throat; accelerated heartbeat; slowed speech; impaired motor coordination; altered perception; increased appetite. • Behavioral Symptoms: Impaired memory, time-space distortions, feeling of euphoria, panic reactions, paranoia, “I don’t care” attitude, false sense of power.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 35 Effects of Marijuana Use on the Individual

General Health Effects

• When marijuana is smoked, it is irritating to the lungs. Chronic smoking causes emphysema- like conditions.

• One joint causes the heart to race and be overworked. People with undiagnosed heart conditions are at risk.

• Marijuana is commonly contaminated with the fungus Aspergillus, which can cause serious respiratory tract and sinus infections.

• Marijuana smoking lowers the body’s immune system response, making users more susceptible to infection. The U.S. Government is actively researching a possible connection between marijuana smoking and the activation of AIDS in positive human immunodeficiency virus (HIV) carriers.

Pregnancy Problems and Birth Defects

• The active chemical, THC, and 60 other related chemicals in marijuana concentrate in the ovaries and testes.

• Chronic smoking of marijuana in males causes a decrease in the male sex hormone, testosterone, and an increase in estrogen, the female sex hormone. The result is a decrease in sperm count, which can lead to temporary sterility. Occasionally, the onset of female sex characteristics, including breast development, occurs in heavy users.

• Chronic smoking of marijuana in females causes a decrease in fertility and an increase in testosterone.

• Pregnant women who are chronic marijuana smokers have a higher-than-normal incidence of stillborn births, early termination of pregnancy, and higher infant mortality rate during the first few days of life.

• In test animals, THC causes birth defects, including malformations of the brain, spinal cord, forelimbs, and liver, and water on the brain and spine.

• Offspring of test animals that were exposed to marijuana have fewer chromosomes than normal, causing gross birth defects or death of the fetus. Pediatricians and surgeons are concluding that the use of marijuana by either or both parents, especially during pregnancy, leads to specific birth defects of the infant’s feet and hands.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 36 • One of the most common effects of prenatal cannabinoid exposure is underweight newborn babies.

• Fetal exposure may decrease visual functioning and cause other ophthalmic problems.

Mental Function

Regular use can cause the following effects:

• Delayed decision-making

• Diminished concentration

• Impaired short-term memory, interfering with learning

• Impaired signal detection (ability to detect a brief flash of light), a risk for users who are operating machinery

• Impaired tracking (the ability to follow a moving object with the eyes) and visual distance measurements

• Erratic cognitive function

• Distortions in time estimation

• Long-term negative effects on mental function known as “acute brain syndrome,” which is characterized by disorders in memory, cognitive function, sleep patterns, and physical condition.

Effects on Driver Performance

• The mental impairments resulting from the use of marijuana produce reactions that can lead to unsafe and erratic driving behavior. Distortions in visual perceptions, impaired signal detection, and altered reality can make driving a vehicle very dangerous.

Overdose Effects

• Aggressive urges • Immobility • Anxiety • Mental dependency • Confusion • Panic • Fearfulness • Paranoic reaction • Hallucinations • Unpleasant distortions in body image • Heavy sedation

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 37 Withdrawal Syndrome

• Sleep disturbance • Irritability • Hyperactivity • Gastrointestinal distress • Decreased appetite • Salivation, sweating, and tremors

Workplace Issues

• The active chemical, THC, is stored in body fat and slowly releases over time. Marijuana smoking has a long-term effect on performance.

• A 500 to 800 percent increase in THC concentration in the past several years makes smoking three to five joints a week today equivalent to 15 to 40 joints a week in 1978.

• Combining alcohol or other depressant drugs and marijuana can produce a multiplied effect, increasing the impairing effect of both the depressant and marijuana.

Reference

Federal Motor Carrier Safety Administration, Office of Motor Carriers, “Guidelines for Implementing the FMCSA Anti-Drug Program,” Publication No. FMCSA-MC-91-014, March 1992.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 38 Appendix G - Opiates (Narcotics) Fact Sheet

Opiates (also called narcotics) are drugs that alleviate pain, depress body functions and reactions, and, when taken in large doses, cause a strong euphoric feeling.

Description

• Generic/Chemical Names: Natural and natural derivatives include opium, morphine, codeine, and heroin (semi-synthetic).

Synthetics include meperidine (Demerol), oxymorphone (Numorphan), and oxycodone (Percodan).

• Common Street Names: Big M, micro, dots, horse, “H”, junk, smack, scag, Miss Emma, dope, China white.

• Distinguishing Characteristics: Because of the variety of compounds and forms, opiates are more difficult to clearly describe in terms of form, color, odor, and other physical characteristics. Opium and its derivatives can range from dark brown chunks to white crystals or powders. Depending on the method of intake, they may be in powder, pill, or liquid form.

• Paraphernalia: Needles, syringe caps, eyedroppers, bent spoons, bottle caps, and rubber tubing (used in the preparation for and injection of the drug).

• Method of Intake: Opiates may be taken in pill form, smoked, or injected, depending upon the type of narcotic used.

• Duration of Single Dose Effect: 3 to 6 hours.

• Detection Time: Usually up to 2 days.

• Dependency Level: Both physical and psychological dependence on opiates are known to be high. Dependence on codeine is moderate.

Signs and Symptoms of Use

• Evidence of Presence of Drug: In addition to paraphernalia enumerated above, the following items may be present: foil, glassine envelopes, or paper “bindles” (packets for holding drugs); balloons or prophylactics used to hold heroin; bloody tissues used to wipe the injection site; a pile of burned matches used to heat the drug prior to injection.

• Physical Symptoms: Constricted pupils, sweating, nausea and vomiting, diarrhea, needle marks or “tracks,” wearing long sleeves to cover “tracks”, loss of appetite, slurred speech, slowed reflexes, depressed breathing and heartbeat, and drowsiness and fatigue.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 39 • Behavioral Symptoms: Mood swings, impaired coordination, depression and apathy, stupor; euphoria.

Effects of Narcotics Use on the Individual

• IV needle users have a high risk for contracting hepatitis and AIDS due to the sharing of needles.

• Narcotics increase pain tolerance. As a result, people could more severely injure themselves or fail to seek medical attention after an accident due to the lack of pain sensitivity.

• Narcotics’ effects are multiplied when used in combination with other depressant drugs and alcohol, causing increased risk for an overdose.

Effects on Mental Performance

• Depression and apathy • Wide mood swings • Slowed movement and reflexes

In addition, the high physical and psychological dependence level of opiates compounds the impaired functioning.

Effects on Driver Performance

The apathy caused by opiates can translate into an “I don’t really care” attitude toward performance. The physical effects as well as the depression, fatigue, and slowed reflexes impede the reaction time of the driver, raising the potential for accidents. Although opiates have a legitimate medical use in alleviating pain, workplace use may cause impairment of physical and mental functions.

Social Issues

• There are more than 500,000 heroin addicts in the United States, most of whom are IV needle users.

• An even greater number of medicinal narcotic-dependent persons obtain their narcotics through prescriptions.

• Because of tolerance, there is an ever-increasing need for more narcotic to produce the same effect.

• Strong mental and physical dependency occurs.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 40 • The combination of tolerance and dependency creates an increasing financial burden for the user. Costs for heroin can reach hundreds of dollars a day.

Workplace Issues

• Unwanted side effects such as nausea, vomiting, dizziness, mental clouding, and drowsiness place the legitimate user and abuser at higher risk for an accident.

• Narcotics have a legitimate medical use in alleviating pain. Workplace use may cause impairment of physical and mental functions.

Reference

Federal Motor Carrier Safety Administration, Office of Motor Carriers, “Guidelines for Implementing the FMCSA Anti-Drug Program,” Publication No. FMCSA-MC-91-014, March 1992.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 41 Appendix H - Phencyclidine (PCP) Fact Sheet

Phencyclidine (PCP) was originally developed as an anesthetic, but the adverse side effects prevented its use except as a large animal tranquilizer. Phencyclidine acts as both a depressant and a hallucinogen, and sometimes as a stimulant. It is abused primarily for its variety of mood-altering effects. Low doses produce sedation and euphoric mood changes. The mood can change rapidly from sedation to excitation and agitation. Larger doses may produce a comalike condition with muscle rigidity and a blank stare with the eyelids half- closed. Sudden noises or physical shocks may cause a “freak-out,” in which the person has abnormal strength, extremely violent behavior, and an inability to speak or comprehend communication.

Description

• Generic/Chemical Names: Phencyclidine.

• Common Street Names: Angel dust, dust, peace pills, hog, killer weed, mint, monkey dust, supergrass, Tran Q, weed.

• Distinguishing Characteristics: PCP is commonly sold as a creamy, granular powder. It is either brown or white and often packaged in one-inch-square aluminum foil or folded paper packets. Occasionally, it is sold in capsule, tablet, or liquid form. It is sometimes combined with procaine, a local anesthetic, and sold as imitation cocaine.

• Paraphernalia: Foil or paper packets; stamps (off which PCP is licked); needles, syringes, and tourniquets (for injection); leafy herbs (for smoking).

• Method of Intake: In pill, capsule, or tablet form, PCP may be ingested. It is commonly injected as “angel dust.” It may be smoked or snorted when applied to leafy materials or combined with marijuana or tobacco.

• Duration of Single Dose Effect: Days.

• Detection Time: Up to 8 days.

• Dependency Level: Psychological dependence on PCP is known to be high. Physical dependence is unknown.

Signs and Symptoms of Use

• Evidence of Presence of PCP: Packets, stamps, injection paraphernalia, herbs.

• Physical Symptoms: Dilated or floating pupils, blurred vision, nystagmus (jerky eye movement), drooling, muscle rigidity, profuse sweating, decreased sensitivity to pain, dizziness, drowsiness, impaired physical coordination (e.g., drunken-like walk, staggering), severe disorientation, rapid heartbeat.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 42 • Behavioral Symptoms: Anxiety, panic/fear/terror, aggressive/violent behavior, distorted perception, severe confusion and agitation, disorganization, mood swings, poor perception of time and distance, poor judgment, auditory hallucinations.

Health Effects

• The potential for accidents and overdose emergencies is high due to the extreme mental effects combined with the anesthetic effect on the body.

• PCP is potentiated by other depressant drugs, including alcohol, increasing the likelihood of an overdose reaction.

• Misdiagnosing the hallucinations as LSD-induced, and then treating with Thorazine, can cause a fatal reaction.

• Use can cause irreversible memory loss, personality changes, and thought disorders.

• There are four phases to PCP abuse. The first phase is acute toxicity. It can last up to three days and can include combativeness, catatonia, convulsions, and coma. Distortions of size, shape, and distance perception are common. The second phase, which does not always follow the first, is a toxic psychosis. Users may experience visual and auditory delusions, paranoia, and agitation. The third phase is a drug-induced schizophrenia that may last a month or longer. The fourth phase is PCP-induced depression. Suicidal tendencies and mental dysfunction can last for months.

Effects on Mental Performance

• Irreversible memory loss • Personality changes • Thought disorders • Hallucinations

Effects on Driver Performance

The distortions in perception and potential visual and auditory delusions make driver performance unpredictable and dangerous. PCP use can cause drowsiness, convulsions, paranoia, agitation, or coma, all obviously dangerous to driving.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 43 Overdose Effects

• Longer, more intense “trip” episodes • Psychosis • Coma • Possible death.

Withdrawal Syndrome

• None reported

Workplace Issues

• PCP abuse is less common today than in the recent past. It is not generally used in a workplace setting because of the severe disorientation that occurs.

Reference

Federal Motor Carrier Safety Administration, “Implementation Guidelines for Alcohol and Drug Regulations in Highway Transportation,” Publication No. FMCSA-CMO-04-001.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 44 GLOSSARY

Adulterated specimen : A specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine.

Alcohol: An intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including methyl and isopropyl alcohol.

Alcohol concentration (or content): The alcohol in a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as indicated by an evidential breath test.

Alcohol confirmation test: A second test, following a screening test with a result of 0.02 or greater that provides quantitative data of alcohol concentration.

Alcohol screening test: An analytic procedure to determine whether an employee may have a prohibited concentration of alcohol in a breath specimen.

Alcohol use: The drinking or swallowing of any beverage, liquid mixture or preparation, including any medication, containing alcohol.

Breath Alcohol Technician: An individual who instructs and assists individuals in the alcohol testing process and operates an evidential breath testing device.

Cancelled test: A drug or alcohol test that has a problem identified that cannot be or has not been corrected, or requires cancellation. A cancelled test is neither a positive nor a negative test.

Custody and Control Form: A Federally mandated form for drug and alcohol testing.

Chain of Custody: The procedure used to document on the Custody and Control Form the handling of the urine specimen from the time the employee gives the specimen to the collector until the specimen is destroyed.

Collection site: A place designated by the employer where employees present themselves for the purpose of providing a specimen for a drug test or conducting a breath alcohol test.

Collector: A person who instructs and assists employees/donors at a collection site, receives and makes an initial inspection of the specimen provided by those employees/donors, and initiates and completes the Custody and Control Form.

Commercial motor vehicle: A motor vehicle or combination of motor vehicles used in commerce to transport passengers or property if the motor vehicle: 1) has a gross combination weight of 26,001 pounds or more inclusive of a towed unit with a gross vehicle weight rating of more than 10,000 pounds; 2) has a gross vehicle weight rating of 26,001 pounds or more; 3) is designed to transport 16 or more passengers, including the driver; or, 4) is of any size and is used for the transportation of hazardous materials requiring placards.

Confirmed drug test: A confirmation test result received by an MRO from a laboratory.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 45 Covered employee : Any person who is designated as subject to drug and alcohol testing. The term includes individuals currently performing safety-sensitive functions designated in Federal regulations and applicants applying for employment in these safety-sensitive classifications subject to pre-employment testing.

District designated representative: An employee authorized by the District to receive test results, take immediate action(s) to remove employees from safety-sensitive duties, and make required decisions in the testing and evaluation processes.

Dilute specimen : A specimen with creatinine and specific gravity values that are lower than expected for human urine.

Disabling damage: Damage that precludes departure of a motor vehicle from the scene of the accident in its usual manner in daylight after simple repairs. This includes damage to motor vehicles that could have been driven but would have been further damaged if so driven. Damage which can be remedied temporarily at the scene without special tools or parts, tire disablement without other damage even if no spare is available, headlight or taillight damage or damage to turn signals, horn, or windshield wipers which make them inoperable are excluded.

Drug confirmation test: A second analytical procedure to identify the presence of a specific drug or metabolite which is independent of the screening test and which uses a different technique and chemical principle from that of the screen test in order to ensure reliability and accuracy. (GC/MS is the only authorized confirmation method for amphetamines, cocaine, marijuana, opiates and Phencyclidine.)

Drugs: The drugs for which tests are required under federal regulations; these are cocaine, marijuana, opiates, amphetamines, and phencyclidine (PCP).

Evidential breath testing device: A device approved by the National Highway Traffic Safety Administration for the evidential testing of breath at the .02 and .04 alcohol concentrations, and placed on National Highway Traffic Safety Administration's "Conforming Products List of Evidential Breath Measurement Devices."

Federal Motor Carrier Safety Administration: The agency or operating administration of United States Department of Transportation.

Initial drug test: An immunoassay screen to eliminate negative urine specimens from further analysis.

Invalid drug test : The result of a drug test for a urine specimen that contains an unidentified adulterant or an unidentified interfering substance, has abnormal physical characteristics, or has an endogenous substance at an abnormal concentration that prevents the laboratory from completing or obtaining a valid drug test result.

Licensed medical practitioner: A person who is licensed, certified and/or registered, in accordance with applicable Federal, State, local or foreign laws and regulations, to prescribe controlled substances and other drugs.

Medical Review Officer (MRO): A person who is a licensed physician and who is responsible for receiving and reviewing laboratory results generated by an employer's drug testing program and evaluating medical explanations for certain drug test results.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 46 Performing a safety-sensitive function: Any time in which an employee is actually performing, ready to perform or immediately able to perform any safety-sensitive functions.

Primary specimen : In drug testing, the urine specimen bottle that is opened and tested by a first laboratory to determine whether the employee has a drug or drug metabolite in his/her system; and for the purpose of validity testing. The primary specimen is distinguished from the split specimen, defined in this section.

Split specimen: In drug testing, a part of the urine specimen that is sent to a first laboratory and retained unopened, and which is transported to a second laboratory in the event that the employee requests that it be tested following a verified positive test of the primary specimen or a verified adulterated or substituted test result.

Substituted specimen: A specimen with creatinine and specific gravity values that are so diminished that they are not consistent with human urine.

Validity test: A test to determine whether certain adulterants or foreign substances were added to the urine, if the urine was diluted, or if the specimen was substituted.

Verified test: A drug test result or validity testing result for an HHS-certified laboratory that has undergone review and final determination by the MRO.

Covered Employee Drug and Alcohol Testing Program Policy Guide October 2018 47