Rhode Island Agreement for Drug Testing with Drug Testing Service
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How to fill out Agreement For Drug Testing With Drug Testing Service?
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FAQ
An observed drug test typically includes a same-gender staff member monitoring the sample collection process to prevent tampering. Under the Rhode Island Agreement for Drug Testing with Drug Testing Service, this procedure is implemented to ensure integrity in testing results. This level of observation helps ensure compliance with testing standards.
Random tests. (a) No employer may require an employee to submit to a urinalysis drug test unless the employer has reasonable suspicion that the employee is under the influence of drugs or alcohol which adversely affects or could adversely affect such employee's job performance.
If an initial drug test is negative, the findings are confirmed and the results are sent to the employer. If the initial drug test is positive, the MRO will contact the donor to see if they are on any medications or have any other legitimate medical explanation for the positive result (usually within 24 hours).
negative drug screen can take several days for results to get reported. The timing for testing any nonnegative drug screen depends on the confirmation (GCMS) process as well as the length of time it takes the MRO to get in contact with the candidate. A typical turnaround is 72 to 96 hours.
Your employer should limit testing to the employees that need to be tested to deal with the risk. If your employer wants to carry out random tests of these employees, bear in mind that the tests should be genuinely random.
Overview. A Medical Review Officer (MRO) is 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.
Although many states have passed laws regulating or restricting an employer's right to require drug testing, Massachusetts has not. Massachusetts legislation does not address drug testing in private employment. However, the Massachusetts Supreme Court has issued a ruling on random drug testing in private employment.
Of the four states, only Rhode Island has a state law on employee drug testing. Rhode Island's law expressly bars pre-employment drug testing for prospective teachers, as well as most other applicants for state and municipal employment.
A Rhode Island employer may require an employee to take a drug test only if there are reasonable grounds, based on specific, documented observations, to believe the employee may be under the influence of a controlled substance that is impairing job performance. Testing is not allowed in any other situation.
(a) When, as the MRO, you receive a confirmed positive, adulterated, substituted, or invalid test result from the laboratory, you must contact the employee directly (i.e., actually talk to the employee), on a confidential basis, to determine whether the employee wants to discuss the test result.