Group Policy
GE Healthcare
issued By.
HUMAN RESOURCES
NO 2.7
To be Reviewed:
November 2013
Date 9/13/10
subject
DRUG-FREE WORKPLACE
I.
INTRODUCTION
GE Healthcare believes that its employees are the Company's most valued resources.
As part of its effort to provide a safe, healthy and productive work environment, the
Company has implemented a comprehensive drug control program, which includes
mandatory pre-employment drug screening, possible employee drug screening and
strives toward the goal of a drug-free workplace.
As part of the program, the Company intends to communicate to employees about the
dangers of drug use and distribution. The Company may assist, through counseling,
rehabilitation and its established benefit programs, those employees who may have
problems with illegal or unauthorized drug use. Where appropriate, the Company will
discipline employees for engaging in the unlawful manufacture, distribution,
dispensation, possession or use of a controlled, illegal or unauthorized substance, or
working under the impairment of such a substance or alcohol, all of which are strictly
prohibited in the workplace, during working hours and while operating a Company
(including a Fleet) vehicle. All employees, as a condition of continued employment,
must comply with this policy for a drug-free workplace.
II.
STANDARDS OF CONDUCT
The following activities are contrary to the standards of conduct we expect of our
employees:
(1)
Reporting for work, working, or operating a Company (including a Fleet)
vehicle while under the influence of: (a) prescribed medications or overthe-counter medications that, for that employee, cause drowsiness or
have other side effects that may pose a safety problem, unless prior
approval has been obtained from the Company's medical clinic; (b)
intoxicating beverages; or (c) controlled substances (including medically
prescribed marijuana).
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(2)
Doing any of the following while on the job, during working hours, while on
Company or customer premises, while on Company business or while
operating or riding in a Company (including a Fleet) vehicle:
(a) possession, transmittal, receipt or use of intoxicating beverages
(unless used in moderation during a management approved customer or
team event); or (b) unlawful manufacture, distribution, dispensing, receipt,
possession or use of controlled substances (including medically
prescribed marijuana) or drug paraphernalia.
Failure to comply with any of these standards will result in discipline, up to and including
discharge.
Any employee convicted of a drug-related crime occurring in the workplace or involving
the use of a company vehicle must notify his/her Human Resources Manager of the
conviction within five days of the conviction. Failure to do so will result in discipline, up
to and including discharge.
III.
TESTING
A.
Circumstances Under Which Testing Will Occur.
1.
Pre-Emplovment. All applicants for employment must timely take and pass a
pre-employment drug test administered after a job offer has been extended but
before a hiring decision becomes final.
2.
Customer Required. All employees that have access to a customer site are
subject to testing when a customer has required such testing in order to gain
such access, unless prohibited by applicable law.
3.
Reasonable Suspicion. All employees are subject to testing when, in the
Company's sole judgment, reasonable suspicion exists to believe an employee
may be using or under the influence of drugs or alcohol while on Company or
customer premises, while on Company business, while operating a Company
(including a Fleet) vehicle, or during working hours. Reasonable suspicion may
be considered in circumstances including, but not limited to, erratic behavior,
unpredictable mood swings, accidents, increased absenteeism, physical
manifestations, information from credible sources or violation of other Company
policies.
4.
Post-Accident. Employees who are injured, who have caused injury to another
person, or who have been involved in an accident during the course of the
workday, on Company premises, or while operating a Company (including a
Fleet) vehicle are subject to drug and/or alcohol testing at the Company's option
if, in its sole judgment, there is reason to suspect that drugs and/or alcohol may
have contributed to the cause of the accident or incident.
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5.
Return to Duty. Employees are subject to unannounced testing if they have been
allowed to return to work after having received a confirmed positive test for drugs
and/or alcohol in a reasonable suspicion, customer required, or post-accident
test and after having thereafter gone through prescribed rehabilitation treatment.
This testing will occur periodically throughout the year for a period of twenty-four
(24) months following completion of the prescribed rehabilitation treatment.
Nothing in this section requires the Company to permit an employee who has
tested positive to continue employment and the Company reserves the right to
discharge or take other appropriate disciplinary action following a positive test
result.
6.
Random Testing. The Company will randomly test employees only where
required by applicable law.
B.
Cooperation.
An applicant or employee has the right to refuse to submit to a requested drug and/or
alcohol test. However, switching or adulterating a urine, blood or other sample used for
testing, refusing to submit or unreasonably delaying in submitting a urine, blood or other
sample for testing when requested by the Company, or any other action evidencing a
refusal to fully cooperate in the collection/testing process (including refusal to sign an
authorization form for the testing) will constitute grounds for not hiring an applicant or for
imposing discipline on an employee, up to and including discharge.
C.
Testing Procedure.
Drug and/or alcohol tests will be conducted by qualified, Company approved facilities
using specimen collection, storage and transfer procedures designed to safeguard
testing integrity and clinically accepted testing methods. Employees and applicants will
be tested for the following substances: cannabinoids (THC) (marijuana), cocaine,
opiates, phencyclidine (PCP), and amphetamines. Employees who will have regular
access to customer sites will also be tested for additional substances, including
amphetamines, benzoylecgonine, barbiturates, benzodiazepines, propoxyphene,
methadone, and methaqualone, as the standard Company test, and other substances
as may be required by specific customers in order to access their sites. In the
necessary case that additional substances must be tested for, it will be limited to the
specific case and the persons to be tested will be notified in advance.
If the urine sample provided by an applicant or employee for drug testing screens
positive for a controlled or illegal substance, the sample will be subjected to a
confirmatory test and a medical officer review as necessary. If the confirmatory test is
reported positive, the Company will notify the employee or applicant of the result and
the person will have five working days in which to request in writing a retest of the
original sample. The person requesting the retest will have to pay the cost of the retest.
The Company will reimburse the cost of the retest if it is negative.
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Persons who test positive on an alcohol test, or confirmatory drug test or retest, if one
was requested, will be provided an opportunity to offer evidence of their recent or
current use of any over-the-counter or validly prescribed medication(s), and any other
relevant information that affects the reliability of the test or provides a legitimate
explanation for the result, to the Company or to a physician designated by the Company
to review such information. If a retest requested by an applicant or employee is
negative, or if, in the opinion of the Company and/or its designated physician, a valid
explanation for a positive test result exists and the person is otherwise qualified for
employment, no adverse employment action will occur. An applicant who receives a
verified positive test result and who does not offer a legitimate explanation for the
verified positive test result will not be hired.
D.
Confidentiality.
Test results shall be accessible to Company personnel involved in human resources
decisions, Company physicians, and persons tested. If the person tested will have
access to a customer site, and the customer requires access to the tested person's test
results, GEHC will obtain the tested person's written authorization prior to releasing the
test results. Refusal to consent will result in termination from employment. Results
shall otherwise be kept confidential as required by law. Persons tested have the right to
obtain all information and records related to their testing.
IV.
REHABILITATION IN LIEU OF DISCHARGE.
An employee (which does not include applicants for employment or persons who have
received conditional offers of employment) who fails to pass a drug or blood-alcohol
test, and who fails to offer a valid explanation for a verified positive test result, must
enter and successfully complete the rehabilitation and/or treatment program
recommended by the Company's Employee Assistance Program ("EAP") and approved
by the Company to remain eligible for continued employment. Failure to comply with
the EAP's recommended rehabilitation and/or treatment program, including failure to
comply with program requirements, will result in discharge. Unpaid time off to obtain
treatment will be granted if necessary. Such an employee must provide, if requested,
any authorization(s) needed by the Company to permit it to obtain information regarding
the employee's compliance with program requirements. If, having once received an
opportunity for rehabilitation after a positive confirmed test, an employee receives a
verified positive result on another drug or alcohol test, the employee will be subject to
discipline up to and including discharge.
Depending on the seriousness of an employee's conduct, including whether or not
he/she has violated more than one of the standards of conduct described in section II
above, and whether the positive test results will impact his/her ability to access a
customer(s) site(s), the Company may deny the rehabilitation option and terminate the
employee. Employees, therefore, are strongly urged to seek appropriate rehabilitation
before a drug or alcohol problem leads to testing and/or disciplinary action. The
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Company will attempt to accommodate any treatment or rehabilitation needs such an
employee may have, granting unpaid time off for such purposes, if necessary. Although
the Company does not specifically endorse any local drug counseling, rehabilitation or
treatment programs, GEHC's EAR can refer you to treatment for such problems. In
addition, the "yellow pages" of your phone book lists health care providers who offer
treatment for such problems and your personal physician can also provide appropriate
referrals.
V.
EMPLOYEE ASSISTANCE PROGRAMS.
Controlled substance dependency is a personal, highly complex health and employment
problem. It may be treated and controlled through education, counseling and
rehabilitation programs. GEHC has established the EAR, in part, to help employees
who are prepared to make the commitment to terminate substance abuse, use or
dependency.
While GEHC believes wholeheartedly in the practices and procedures described in this
Drug/Alcohol Policy, the Company reserves the right to modify, revoke, suspend,
terminate or change policy provisions in whole or in part at any time. Neither the
language used in this policy nor any other written materials you may receive in
connection with its administration, oral statements or any assurances of any kind or
nature, are intended or shall be construed to create a contract or give rise to any
contract rights between the Company or any one or all of its employees. The final
decision on any question regarding interpretation of this policy rests with GEHC's
Management. In the event there is something you do not understand in this policy,
please feel free to discuss it with your supervisor or Human Resources manager.
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DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR ALASKA
Testing Procedures:
The employee has a right to request and obtain the written results of his or her drug
test. GEHC will provide these results within five (5) working days of receipt of the
written request to do so, so long as the employee has made the written request within
six months of the date of the test.
Furthermore, upon his/her written request, an employee has a right to explain a positive
test result in a confidential setting. If the employee so requests within 10 days of
notification of the test results, GEHC will provide the employee an opportunity to explain
the test results within 72 hours of receiving the written request, or before taking any
adverse employment action.
DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR CONNECTICUT
Circumstances Under Which Testing Will Occur:
Pre-Employment testing does not apply to former employees being rehired within twelve
(12) months of terminating his or her employment.
GEHC will not require testing at the insistence of customers unless one of the other
grounds for testing exists. Even though GEHC may not require testing at a customer's
insistence in the absence of other grounds for testing, refusal to voluntarily consent to a
customer requested test may have consequences due to lack of work/inability to access
customer sites.
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DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR IOWA
GEHC Drug Testing Policy:
With respect to testing for alcohol impairment of current employees, the standard for
alcohol concentration that will be deemed to violate the policy is .04 grams of alcohol
per two hundred and ten liters of breath or its equivalent.
If an employee has a confirmed positive alcohol test that indicates alcohol concentration
higher than this level, if the employee has been employed by GEHC for at least twelve
of the eighteen preceding months, and if rehabilitation is agreed to by the employee, the
employee must undergo rehabilitation. If the employee completes the recommended
rehabilitation, the Company will not take adverse action based on the test result. The
costs of such rehabilitation will be apportioned as provided under GEHC's employee
benefit plan. Thereafter, GEHC may take adverse employment action against an
employee for failure to comply with the requirements of the rehabilitation program. In all
other circumstances, a positive alcohol test will be treated in accordance with the
Company's general policy and any action taken will be based solely on the test result.
Circumstances Under Which Testing Will Occur:
GEHC will test current employees if there is a reasonable suspicion to believe that the
employee is using drugs; at the time during, after completion of, drug and alcohol
rehabilitation; as required by federal law; and to investigate workplace accidents. GEHC
will not require testing at the insistence of customers unless one of these other grounds
for testing exists. Even though GEHC may not require testing at a customer's
insistence in the absence of other grounds for testing, refusal to voluntarily consent to a
customer requested test may have consequences due to lack of work/inability to access
customer sites.
GEHC may conduct drug testing or alcohol impairment testing for the purpose of
investigating accidents in the workplace in circumstances where the accident resulted in
injury to the employee or another person, or resulted in damage to property, including
equipment, in an amount reasonably estimated at the time of the accident to be over
one thousand dollars.
Testing Procedures:
When GEHC receives a report of a confirmed positive drug test for an employee, it will
notify the employee (and the employee's guardian, if the employee is under 18) of the
results of the test by certified mail, return receipt requested. At this time, the employee
has a right to request and obtain a confirmatory test of the second sample at a
laboratory of the employee's choice. The employee must pay the fee for this test. If an
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employee, with seven days from the date of notification of the confirmatory test results
by GEHC, either in person or by certified mail, return receipt requested, requests a
second confirmatory test, identifies an approved laboratory to conduct the test, and
pays GEHC the fee for the test, a second confirmatory test will be conducted.
An employee or prospective employee who is the subject of a drug or alcohol test has
the right of access, upon written request, to any records relating to the employee's drug
or alcohol test, including records of the laboratory where the testing was conducted and
any records relating to the results of any relevant certification or review by a medical
review officer. However, a prospective employee shall be entitled to records only if he
or she requests the records within fifteen calendar days from the date GEHC provided
the prospective employee written notice of the results of a drug test.
DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR MAINE
GEHC Drug Testing Policy:
GEHC's Drug-Free Workplace policy is in accordance with the Maine Substance Abuse
Testing Law (26 M.R.S.A. § 681-690) and the Maine Department of Labor Rules relating
to Substance Abuse Testing (adopted October 27,1989).
GEHC will require all applicants for employment to submit to drug testing only after they
have received an offer of employment conditioned upon a negative drug test. An
applicant who receives a positive test result will not be hired.
Circumstances Under Which Testing Will Occur:
Pre-Employment testing does not apply to any person separated from employment by
GEHC while receiving a mandated benefit from or on account of GEHC, including but
not limited to workers' compensation, unemployment compensation and Family Medical
Leave for a period of 30 days beyond the termination of the benefit, nor will PreEmployment testing apply to any person separated from employment by GEHC while
receiving a non-mandated benefit from or on account of GEHC for a period of 30 days
beyond the separation.
GEHC will test current employees if there is a reasonable suspicion to believe that the
employee is using drugs; at the time during, after completion of, drug and alcohol
rehabilitation; and as required by federal law. GEHC will not test employees at the
insistence of customers unless one of these other grounds for testing exists. Even
though GEHC may not require testing at a customer's insistence in the absence of other
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grounds for testing, refusal to voluntarily consent to a customer requested test may
have consequences due to lack of work/inability to access customer sites.
Reasonable suspicion testing will not be based exclusively on any of the following: (i)
information received from an anonymous informant; (ii) information tending to indicate
that an employee may have possessed or used a substance of abuse off duty (except
when the employee is observed possessing or ingesting any substance of abuse either
while on the premises or in the proximity of GEHC's premises during or immediately
before the employee's working hours; or (iii) a single work-related accident. GEHC staff
will state, in writing, the facts upon which a determination of reasonable cause is based
and provide a copy of the statement to the employee prior to testing.
Testing Procedures:
During the period between testing and the receipt of the test results, an employee may
be suspended with full pay and benefits, may be allowed to work while awaiting results,
or may have a change in assignment without a loss of pay or benefits (determined at
the discretion of GEHC).
Employees and applicants will be notified by personal telephone call and confirmed by
mail of test results, unless the employee or applicant instructs GEHC otherwise.
If an employee receives a confirmed positive result, an employee will be offered the
opportunity for up to six months of rehabilitative services. If the employee refuses to
use rehabilitative resources, the employee may be terminated from employment. Upon
successfully completed rehabilitation as determined by the provider after consulting with
GEHC, the employee is entitled to return to his/her previously held job with full pay and
benefits unless conditions unrelated to the employee's previous confirmed positive
result make the employee's return impossible. No reduction may be made in an
employee's previous benefits or rate of pay while waiting reassignment to work or while
working in a position other than the previous job. The employee shall be reinstated to
the previous position or another position with the equivalent rate of pay and benefits and
with no loss of seniority within six months after returning to work in any capacity with
GEHC, unless the employee has received a subsequent confirmed positive test result
within that time, or unless conditions unrelated to the employee's previous confirmed
positive test makes reinstatement or reassignment impossible.
At the request of an applicant or employee, at the time a test sample is taken, a portion
of the same collected, sealed and labeled according to State regulations and these
procedures, will be segregated for that person's own testing. The employee shall notify
GEHC and the facility of the testing laboratory selected for that person's own testing
within 5 days after receiving notice of the initial test results. The employee or applicant
will be required to pay for the segregation of a second sample as well as the expense of
the additional testing only if and when the employee or applicant notifies GEHC of the
choice of laboratory to which the second sample will be sent. If an employee chose to
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segregate a portion of their sample and elects to submit that sample to a laboratory of
their choice, the results of the second test will be controlling.
To appeal the results of a confirmed positive result in lieu of testing the segregated
sample, the employee or applicant must fill out and sign the attached "Substance Abuse
Test Appeal" form submitting information explaining or contesting the results, within five
(5) working days after notice of a confirmed positive test result. The appeal process will
be conducted without cost to the employee or applicant. The employee or applicant will
then be scheduled to meet within 14 days with the MRO or GEHC's Medical Director.
The employer applicant will explain the basis for the appeal and may be asked
questions. After the meeting concludes, a written report of findings and conclusions will
be prepared and a copy sent to the employee or applicant.
For an alcohol or marijuana test, the employee may request that a blood sample be
taken for testing. The employee must make the request at the time a test sample is
taken. If the employee requests a blood test, no other sample from the employee will
be tested for alcohol or marijuana. However, the employee may be required to provide
a urine sample for testing of other drugs.
Confidentiality:
Drug or alcohol test results shall be accessible to Company personnel involved in
human resources decisions, Company physicians and persons tested. If the person
tested is tested at the insistence of a customer where reasonable cause to test exists,
GEHC will obtain tested person's written authorization prior to releasing the test results
to the customer. Refusal to consent will result in termination or no hire.
Employee Assistance Program:
The GEHC Employee Assistance Program ("EAR") has been certified under the State's
Department of Human Services "Regulations for Employee Assistance Programs for
Employers Operating in the State of Maine." The EAP provides a range of services to
employees for substance abuse. A copy of the DHS approval, description of GEHC's
program and explanation of how to obtain services is attached.
If an employee elects to use the services provided under the EAP, the cost will be
covered by GEHC. If any employee elects to use another rehabilitation program, some
of those costs may be covered by the employee's health insurance. To the extent that
costs may not be covered by health insurance, the additional costs are divided equally
between GEHC and the employee. If the employee has difficulty paying his or her
share of these expenses, the employee should consult with GEHC to arrange for a loan
or advance against future earnings through a payroll deduction plan.
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DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR MARYLAND
Testing Procedures:
Employees and applicants may request independent testing of the same specimen used
for the purpose of GEHC's drug testing in order to verify test results. The laboratory
chosen by the individual to test the sample must be certified by the Maryland
Department of Health and Mental Hygiene. The individual requesting the independent
test must bear the cost of the test.
DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR MINNESOTA
Circumstances Under Which Testing Will Occur:
The Company will test applicants for employment only if a job offer has been made and
all applicants who receive an offer for that position are required to undergo the test. If a
job offer is withdrawn based on a positive test result, GEHC will inform the applicant of
the reason for its action.
GEHC will not require employees to submit to drug and alcohol testing at the insistence
of customers, unless another permissible ground listed in the GEHC Drug-Free
Workplace Policy exists. Even though GEHC may not require testing at a customer's
insistence in the absence of other grounds for testing, refusal to voluntarily consent to a
customer requested test may have consequences due to lack of work/inability to access
customer sites.
Testing Procedures:
Before undergoing drug and alcohol testing, each employee or applicant will receive a
form on which to acknowledge that he or she has seen the employer's drug testing
policy.
An employee with a first positive confirmed test result will be given the opportunity to
participate in a counseling or rehabilitation program. If the employee refuses to
participate in the program or fails to successfully complete the program, he/she will be
discharged. Subsequent positive confirmed test results will result in discharge.
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DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR MISSISSIPPI
GEHC Drug Testing Policy:
GEHC's Drug-Free Workplace policy is in accordance with Mississippi Statute Sections
71-7 et seq., the statutory provisions concerning employee drug testing in this state.
Circumstances Under Which Testing Will Occur:
GEHC will only test employees when there is a reasonable suspicion to believe that the
employee is using or has used drugs in violation of the employer's policy or, under the
return to duty provision, may require drug and alcohol testing if an employee has
entered a drug abuse rehabilitation program or if a previous drug or alcohol test within a
twelve-month period resulted in a positive confirmed test result. GEHC will not test
employees at the insistence of its customers unless such reasonable suspicion also
exists. Even though GEHC may not require testing at a customer's insistence in the
absence of reasonable suspicion, refusal to voluntarily consent to a customer requested
test may have consequences due to lack of work/inability to access customer sites.
Applicants will be subject to a pre-employment drug test.
Testing Procedures:
Employees and applicants will be tested for the following substances: cannabinoids
(THC) (marijuana), cocaine, opiates, phencyclidine (PGP), and amphetamines.
Prior to submitting to a drug or alcohol test, an employee may confidentially report the
use of prescription or non-prescription medications to the drug testing facility or to
GEHC's medical office at (262) 544-3232.
DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR MONTANA
Circumstances Under Which Testing Will Occur:
Only employees in and applicants for positions, which the Company deems safetysensitive, will be subject to alcohol and/or drug testing. Safety-sensitive positions
include, but are not limited to, Field Engineer positions and other positions where the
incumbent assembles or repairs medical imaging, monitoring or other equipment, and
employees who operate Company vehicles.
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DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR OKLAHOMA
Circumstances Under Which Testing Will Occur:
GEHC will test applicants for employment only if a job offer has been made and all
applicants who receive an offer for that position are required to undergo the test. An
applicant who receives a positive test result will not be hired.
GEHC will test current employees if there is a reasonable suspicion to believe that the
employee is using drugs; at the time during, after completion of, drug and alcohol
rehabilitation; as required by federal law; and to investigate workplace accidents. GEHC
will not test employees at the insistence of customers unless one of these other grounds
for testing exists. Even though GEHC may not require testing at a customer's
insistence in the absence of other grounds for testing, refusal to voluntarily consent to a
customer requested test may have consequences due to lack of work/inability to access
customer sites.
GEHC may conduct drug testing or alcohol impairment testing for the purpose of
investigating accidents in the workplace in circumstances where the accident resulted in
injury to the employee or another person, or resulted in damage to property, including
equipment, in an amount reasonably estimated at the time of the accident to be over
five hundred dollars.
DRUG-FREE WORKPLACE POLICY
ADDENDUM FOR RHODE ISLAND
Circumstances Under Which Testing Will Occur:
GEHC will only test employees if GEHC has reasonable grounds to believe the
employee's use of controlled substances is impairing his or her ability to perform his or
her job. Employees who test positive will be referred to a substance abuse professional
for assistance. The Company may test employees who have been referred to a
substance abuse professional, and an employee whose testing indicates any continued
use of controlled substances despite treatment, or who does not comply with required
treatment, may be discharged. Employees in Rhode Island will not be tested on a
company-wide basis or at the insistence of customers, unless such reasonable cause
also exists. Even though GEHC may not require testing at a customer's insistence in
the absence of reasonable cause, refusal to voluntarily consent to a customer
requested test may have consequences due to lack of work/inability to access customer
sites.
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TEN-PANEL CONTROLLED SUBSTANCES TEST
When processing your specimens, all U.S. Department of Health and Human Services/Substance Abuse and
Mental Health Services Administration (HHS/SAMHSA) laboratories use the following test cut-off limits,
established by HHS/SAMHSA in their "Mandatory Guidelines for Federal Workplace Drug Testing
Programs" - November 25, 1998.
DRUG CLASS
SCREENING
METHOD
SCREENING
CUT-OFF
CONFIRMATION
METHOD
(Ng/MI)
CONFIRMATION
CUT-OFF
(Ng/MI)
Amphetamines*
Amphetamine
Methamphetamine
IT
1000
GC/MS
500
Benzoylecgonine*
Cocaine Metabolite
IT
300
GC/MS
150
Cannabinoids*
Marijuana Metabolite
THC-COOH
IT
50
GC/MS
15
Opiates*
Codeine
Morphine
IT
2000
GC/MS
2000
Phencyclidine*
PCP
IT
25
GC/MS
25
Barbiturates
Amobarbital
Butabarbital
Butalbital
Pentabarbital
Phenobarbital
Secobarbital
IT
300
GC/MS
200
IT
Benzodiazepines
Nordiazepam (Librium, Valium)
Oxazepam (Librium, Valium)
Temazepam (Restoril)
Alprazolam Metabolite (Xanax)
300
GC/MS
200
Propoxyphene (Darvon)
IT
300
GC/MS
200
Methadone
IT
300
GC/MS
200
Methaqualone
IT
300
GC/MS
200
IT = Immunoassay Techniques
GC/MS = Gas Chromatography/Mass Spectrometry
Ng/MI = Nanograms per Milliliter
= 5 Panel drug
Drug Cutoff Concentrations*
Prepared by: Division of Workplace Programs
Posted: February 2005
The following cutoff concentrations are used by certified laboratories to test urine specimens
collected by Federal agencies and by employers regulated by the Department of Transportation:
Marijuana metabolites
Cocaine metabolites
Opiate metabolites
Phencyclidine
Amphetamines
Marijuana metabolite (1)
Cocaine metabolite (2)
Opiates:
Morphine
Codeine
6-Acetylmorphine (4)
Phencyclidine
Amphetamines:
Amphetamine
Methamphetamine (3)
Initial Test Cutoff Concentration
(nanograms/milliliter)
50
300
2000
25
1000
Confirmatory Test Cutoff Concentration
(nanograms/milliliter)
15
150
2000
2000
10
25
500
500
Footnotes:
(1) Delta-9-tetrahydrocannabinol-9-carboxylic acid
(2) Benzoylecgonine
(3) Specimen must also contain amphetamine at a concentration greater than or equal to 200
nanograms/milliliter
(4) Test for 6-AM when morphine concentration exceeds 2000 nanograms/milliliter
* From the Mandatory Guidelines for Federal Workplace Drug Testing Programs, Federal
Register notice published April 13, 2004 (69 FR 19644) effective November 1, 2004.