R-94-01-27-9C - 1/27/1994WHEREAS, the City is in need of drug testing laboratory
services, and
WHEREAS, Scott and White Drug Testing Laboratory ( "Scott and
White ") has agreed to provide the drug testing laboratory services,
and
RESOLUTION NO. R" 9 I 0/-Q7-9C
WHEREAS, Scott and White has provided the City with an agreement
which the City wishes to approve, Now Therefore,
BE IT RESOLVED BY THE COUNCIL OF THE CITY OF ROUND ROCK,
TEXAS,
That the Mayor is hereby authorized and directed to execute on
behalf of the City an agreement with Scott and White to provide drug
testing laboratory services for the City, a copy of said agreement
being attached hereto and incorporated herein for all purposes.
RESOLVED this 27th day of January, 1994.
ATTEST:
KS /RESOLUTION
RS01774C
/ht.) G ea z.i _i
NE LAND, City Secretary
CHARLES CUL R, Mayor
City of Round Rock, Texas
SCOTT&WHITE
DRUG TESTING PROPOSAL FOR
CITY OF ROUND ROCK
5 PANEL DRUG SCREEN $23.00
(Amphetamine, Cocaine, Cannabinoids, Opiates, PCP)
BLOOD ALCOHOL $ 8.00
PRICE INCLUDES:
* Automatic GC /MS confirmation of positives
* 24 hour turn - around time on results INCLUDING POSITIVES
from receipt of specimen at the laboratory
* Collection kits and Chain of Custody forms supplied to
your collection site, as well as in- service training
if necessary.
* Transportation of specimens to the laboratory by S &W
courier
SCOTT & WHITE CLINIC
An Association Affiliated
With Scott and White
Memorial hospital and
Scott, Sherwood and
Brindlcy Foundation
SANTA FE CENTER
600 S. 25th St.
TEXAS A&M UNIVERSITY
COLLEGE OF MEDICINE,
TEMPLE CAMPUS
800/749 -3788
Temple, Texas 76504 817/771 -8379
DEPARTMENT OF
DRUGS AND TOXICOLOGY
SCO`IT &WHITE
MEMORANDUM OF AGREEMENT
The purpose of this memorandum of agreement is to specify
terms under which Scott & White Drug Testing Laboratory
( "Scott & White ") will provide drug testing services to
the City of Round Rock.
Scott & White Drug Testing Laboratory and the City of
Round Rock agree to the following terms and conditions:
1. Scott & White will test each urine sample
for the presence of the following drugs and /or their
metabolites:
a) amphetamine, b) cocaine, c) cannabinoids, d) opiates,
e) phencyclidine
2. Scott & White will utilize an enzyme immunoassay test
to initially screen all urine samples. Samples testing
positive on that initial screen will be confirmed through
the use of Gas Chromotography Mass Spectometry (GC /MS).
only if the GC /MS analysis confirms a positive result
will the sample be reported as positive.
3. Scott & White will utilize proper testing and chain of
custody procedures to assure accuracy. All testing and
chain of custody matters will be conducted in a manner
consistent with all of Scott & White's written policies
and procedures relating to those matters.
4. Collection kits, chain of custody forms, and courier
transport of samples to the laboratory will be provided
by Scott & White. Scott & White will provide in- service
training on specimen collection protocol and chain of
custody procedures to collection site personnel
designated by the City of Round Rock.
SCOTT & WHITE CLINIC
An Association Affiliated
With Scott and White
Memorial Hospital and
Scott, Shcrwood and
Brindlcy Foundation
TEXAS A&M UNIVERSITY DEPARTMENT OF
COLLEGE OF MEDICINE, DRUGS AND TOXICOLOGY
TEMPLE CAMPUS
SANTA FE CENTER 800/749 -3788
600 S. 25th St. Temple, Texas 76504 817/771 -8379
5. The City of Round Rock will provide Scott & White with
a list of personnel authorized to receive test results.
Written test results will be addressed to the authorized
personnel and mailed in a confidential envelope with a
tamper evident seal. Verbal results will only be given
after personalized codes have been established with the
authorized personnel. Codes must be given each time a
verbal result is reported to insure confidentiality.
6. All positive urine samples shall be retained in secured
storage by Scott & White for a period of 12 months. All
raw data pertaining to that positive result will be
maintained for a period of 24 months. If a test result
is involved in any administrative proceedings, claims, or
upon written request from the City of Round Rock,
the sample will be retained in secured storage until the
administrative proceedings, claims, or lawsuit is resolved.
7. For the above listed services, the City of Round Rock agrees to
pay Scott & White Drug Testing Laboratory, the agreed upon
price of $23.00 per test. A written 30 day notice will be
provided by Scott & White Drug Testing Laboratory notifying
the City of Round Rock of any price change.
8. Payments should be received by Scott & White Drug Testing
Laboratory within thirty (30) days of receiving the monthly
statement.
9. This agreement may be terminated by either party at any
time for any reason upon thirty (30) days' written notice
to the other party.
City /f /f //J Round Rock
Scott & White Drug Testing Laboratory
Date:
DATE January 25, 1994
SUBJECT: City Council Meeting, January 27, 1994
ITEM: 9C. Consider a resolution authorizing the Mayor to
enter into an agreement with Scott & White
Drug Testing Laboratory for drug testing
laboratory services.
STAFF RESOURCE PERSON: Joanne Land /Linda Gunther
STAFF RECOMMENDATION: With the adoption of the Personnel
Policies and Procedures on December 9, 1993, the City is required to
conduct post -offer drug testing to all applicants. Scott & White Drug
Testing Laboratory has submitted the attached agreement for the
screening and testing services. Scott & White will test each urine
sample for the presence of the following drugs and /or their
metabolites: amphetamine; cocaine; cannabinoids, opiates, and
phencyclidine.
Staff recommends approval of the agreement.
ECONOMIC IMPACT: $31.00 per applicant.
SCOTT &WHITE
SCOTT & WHITE CLINIC
An Association Affiliated
With Scott and White
Memorial Hospital and
Scott, Sherwood and
Brindicy Foundation
MEMORANDUM OF AGREEMENT
LABORATORY SERVICES
Santa Fe Ccntcr
600 S. 25th Street
Temple, Texas 76504
817/771.8379 or
800/7493788
1140 E. Pioneer Pkwy.
Suitc 304
Arlington, Texas 76010
817/261.8466
k - (0f -0T7- 9C
The purpose of this memorandum of agreement is to specify terms under which
Scott & White Drug Testing Laboratory ( "Scott & White ") will provide drug
testing services to the City of Round Rock.
Scott & White Drug Testing Laboratory and the City of Round Rock agree to
the following terms and conditions:
1. Scott & White will test each urine sample for the presence of the following
drugs and /or their metabolites:
a) amphetamine, b) cocaine, c) cannabinoids, d) opiates,
e) phencyclidine
2. Scott & White will utilize an enzyme immunoassay test to initially screen
all urine samples. Samples testing positive on that initial screen will be
confirmed through the use of Gas Chromotography Mass Spectometry
(GC/MS). Only if the GC/MS analysis confirms a positive result will the
sample be reported as positive.
3. Scott & White will utilize proper testing and chain of custody procedures
to assure accuracy. All testing and chain of custody matters will be
conducted in a manner consistent with all of Scott & White's written
policies and procedures relating to those matters.
4. Collection kits, chain of custody forms, and courier transport of samples
to the laboratory will be provided by Scott & White. Scott & White will
provide in- service training on specimen collection protocol and chain of
custody procedures to collection site personnel designated by the City of
Round Rock.
2391 NE loop 410
Suite 112
San Antonio, Texas 78217
512/637-(LABS)
r �a
5. The City of Round Rock will provide Scott & White with a list of
personnel authorized to receive test results. Written test results will be
addressed to the authorized personnel and mailed in a confidential
envelope with a tamper evident seal. Verbal results will only be given after
personalized codes have been established with the authorized personnel.
Codes must be given each time a verbal result is reported to ensure
confidentiality.
6. All positive urine samples shall be retained in secured storage by Scott &
White for a period of 12 months. All raw data pertaining to that positive
result will be maintained for a period of 24 months. If a test result is
involved in any administrative proceedings, claims, or upon written request
from the City of Round Rock, the sample will be retained in secured
storage until the administrative proceedings, claims, or lawsuit is resolved.
7. For the above listed services, the City of Round Rock agrees to pay Scott
& White Drug Testing Laboratory, the agreed upon price of $23.00 per
test. A written 30 day notice will be provided by Scott & White Drug
Testing Laboratory notifying the City of Round Rock of any price change.
8. Payments should be received by Scott & White Drug Testing Laboratory
within thirty (30) days of receiving the monthly statement.
9. This agreement may be terminated by either party at any time for any
reason upon thirty (30) days' written notice to the other party.
c1� hite
Date:
a: \memagrmcrr
Testing Laboratory
DAVID C. LYNN
SCOTT&WHITE
Ms. Linda Gunther
City of Round Rock
221 E. Main
Round Rock, TX 78664
Dear Linda,
July 23, 1993
Per your request, I have enclosed a Memorandum of Agreement
between Scott & White and the City of Round Rock for drug testing
laboratory services. I hope that this is in line with what you
had in mind. If not, let me know and I will make whatever changes
are necessary.
enclosures
If I may be of further assistance, please let me know.
SCOTT & WHITE CLINIC TEXAS A&M UNIVERSITY DEPARTMENT OF
An Association Affiliated COLLEGE OF MEDICINE, DRUGS AND TOXICOLOGY
With Scott and White TEMPLE CAMPUS
Memorial Hospital and
Scott, Sherwood and
Brindlcy Foundation
SANTA FE CENTER 800/749 -3788
600 S. 25th St. Temple, Texas 76504 817/771.8379
Very ruly yours,
Linda Moore
Marketing Representative
KS/ROUNDROCK
AORESCWH
MEMORANDUM OF AGREEMENT
The purpose of this memorandum of agreement is to specify
terms under which Scott & White Drug Testing Laboratory ( "Scott &
White ") will provide drug testing services to the City of Round
Rock.
Scott & White Drug Testing Laboratory and the City of Round
Rock agree to the following terms and conditions:
1. Scott & White will test each urine sample for the
presence of the following drugs and /or their metabolites:
a) amphetamine, b) cocaine, c) cannabinoids, d) opiates,
e) phencyclidine
2. Scott & White will utilize an enzyme immunoassay test to
initially screen all urine samples. Samples testing
positive on that initial screen will be confirmed through
the use of Gas Chromotography Mass Spectrometry (GC /MS).
Only if the GC /MS analysis confirms a positive result
will the sample be reported as positive.
3. Scott & White will utilize proper testing and chain of
custody procedures to assure accuracy. All testing and
chain of custody matters will be conducted in a manner
consistent with all of Scott & White's written policies
and procedures relating to those matters.
4. Collection kits, chain of custody forms, and courier
transport of samples to the laboratory will be provided
by Scott & White. Scott & White will provide in- service
training on specimen collection protocol and chain of
custody procedures to collection site personnel
designated by the City of Round Rock.
5. The City of Round Rock will provide Scott & White with a
list of personnel authorized to receive test results.
Written test results will be addressed to the authorized
personnel and mailed in a confidential envelope with a
tamper evident seal. Verbal results will only be given
after personalized codes have been established with the
authorized personnel. Codes must be given each time a
verbal result is reported to insure confidentiality.
6. All positive urine samples shall be retained in secured
storage by Scott & White for a period of 12 months. All
raw data pertaining to that positive result will be
maintained for a period of 24 months. If a test result
is involved in any administrative proceedings, claims, or
ATTEST:
upon written request from the City of Round Rock, the
sample will be retained in secured storage until the
administrative proceedings, claims, or lawsuit is
resolved.
7. For the above listed services, the City of Round Rock
agrees to pay Scott & White Drug Testing Laboratory, the
agreed upon price of $23.00 per test. A written 30 day
notice will be provided by Scott & White Drug Testing
Laboratory notifying the City of Round Rock of any price
change.
8. Payments should be received by Scott & White Drug Testing
Laboratory within thirty (30) days of receiving the
monthly statement.
9. This agreement may be terminated by either party at any
time for any reason upon thirty (30) days' written notice
to the other party.
10. Scott & White assumes full responsibility for the work to
be performed and hereby releases, relinquishes and
discharges City of Round Rock, its officers, agents and
employees, from all claims, demands, and causes of action
of every kind and character including the cost of defense
thereof, for any injury to person and any loss of damage
to property caused by or alleged to be caused, arising
out of, or in connection with Scott & White's work to be
performed hereunder.
Dated this the
JOANNE LAND, City Secretary
day of , 199_
2.
CITY OF ROUND ROCK
By:
Charles Culpepper, Mayor
SCOTT & WHITE DRUG TESTING
LABORATORY
By:
Printed Name:
Title:
To: Jim Nuse, Public Works Director
From: Linda Gunther, Personnel Manager
Date: 11/12/93
Subj: Drug Free Work Place
Please find attached information regarding the Drug Free Work Place
Policy on the transportation of alcohol.
Please let me know if there is any additional information you may
be needing.
ccCJoanne Land; Asst `City Manager
ar.PIATZE 1G50T,=1.7
Company's Substance Abuse Program :.s been
copy of the Cotpany's Substance Abuse Policy
I further acknowledge the following:
A
(ic/21 x-41.(%1fr°11
.,e-e-uulf/
hat this
ceived a
• - €.6
1 That I have been noti__ :ibution,
dispensation, possession use of drugs or other controlletances and/or the
abuse of alcohol is prohibited in the Cotpany's workplace, and that violation of
these prohibitions will subject ma to `.--'nation.
2. That as a condition of continued etployment, I will abide by the Coopany's
Substance Abuse Program, and if T A'. heavy aa";--ant and/or drive company
vehicles, and if convicted for driving under the influence or of a violation of a
criminal drug statute in the workplace, I will notify the Company within five (5)
days of the conviction.
3. I understand that refusal or failure to subtit to a substance abuse test shall be
cause for it:ate tert.ination fro: my employment. If I an identified as an
abuse: of alcohol, or user of drugs or other controlled substances, I will be
subject to dis-'7 action, up t: and including termination.
4. Upon being ident'''ad as an abuser of alcohol or user of dr.:gs or other controlled
substances, my obligation to meet the Company medical standards and my eligibility
for etploytent :ay require se to sub:it to periodic substance abuse tests for at
least one yea: f::: the test date showing the positive results. During this time,
I agree not to use any controlled substance unless medically prescribed, and the
Company will be notified of such use.
I understand and agree to the above terms and conditions of employment. I understand that the above
in no way creates an obligation or contract of etployment and that I, as well as the Company, have
the right to end the a-ploy -=';' at anytire.
Employee Rate
(Please Print)
Social Security i
Employee Signature Cotpany ';itness .
Date Date
Drug & Alcohol Abuse
prohibiting unlawful actions in general. al. so •
as to cover activities involving illegal
PM- 14.719. Communication of policy to
employees. policy is cnncal
Notice of a substance abuse p of
to its success. Careful and direct
p explication
the basic problem that the employer ol e perceives eo
r the is in
rttanthin establishing the com-
remedy it s im lovees. In the
party's credibility iew the policy s u hexplanation. with its ems lovees might
absence of such as p designed. not to
achieve positive ands. but (0 (made their pri-
vacy and impose arbitrary discipline. A com-
pany should therefore communicate its policy
to employees through its handbook. bulletin
board. personal letters. memoranda. or any
combination of those and other devices. The
employer should clearly state that alcohol and
drug abuse is unacceptable and explain the
reasons why it is unacceptable. It should spell
out how the companY problem and the behavior texd address
expected of employ-
ees.
q PM-14.720. Employee handbook statement;
The following
ohi f win statement st atement of policy is a model
on which employers may base their own policy
formulations. The model takes into account
various factors individually discussed in es PM-
14,718- 14,719. Companies will want to alter the
model order tiveeinterests. that best
suit their own res pec
has, nonetheless a sound legal foundation and
reflects the consideration of
relations.
v
nbusiness
interes i employ e
The following abuse. They
are effective Immediate
s policy c onerning substance and will be n-
foe rced uniformly with respect spec t to all employ-
ees, as indicated.
(1) All employees are prohibited from
being under the influence of alcohol or illegal
drugs - during j T working hours. -
(2he- sale, -P a o ry
chase of illegal drugs comoa? n business is
or rwhde_ped m
ormg— P Y
strictly prohibited. Such action wilr be re-
ported- to-appropriate law- enforcement offi
(3) The—use,--sale. or possession of an
ALWAYS CHECK CURRENT MATTER IN BACK
EMPLOYMENT COORDINATOR 5i19 /66
pr against drug and alcohol usage.
OF VOLUME
PM- 14.;20
Illegal drug or controlled substance whsle on
duty is caused for termination.
(4) Any employee who com an whose -
ful act on or off company premises
conduct discredits the employer In any way
will be subject to discipline. including termi-
nation.
(5) No alcoholic beverage will be brought
or consumed on company premises except in
connection with company - authorized events.
(6) No prescription drug will be brought
on company premises by any person other
than the one for whom it is in cubed. Suc
drugs will be used only
combination and quantity prescribed.
ee whose off -duty abuse of
(7) o
alcohol l employ or illegal or prescription drugs re-
sults in excessive absenteeism or tardiness or
is the cause of accidents or poor work will be
referred to an employee assistance program
for rehabilitation and will face termination if
he or she rejects that program.
(8) For purposes of this rule. an alcoholic
beverage is any beverage that may be legally
content and inonexc consumed of 3% alcoholic by volume.
(9) Drug means any substance other
than alcohol capable of altering an individu-
al's mood, perception, pain level or judg-
ment. A prescribed drug is any substance
prescribed for individual consumption by a
licensed medical practitioner. An Illegal drug
is any drug or controlled substance the sale
or consumption of which is illegal.
The purposes of the policy set forth above
are:
(1) to establish environment maintain
for all employ -
healthy working
ees;
(2) to ensure the reputation of the com-
pany and its employees within the commu-
nity and industry at large;
(3) to reduce the number of accidental
injuries to person or prop
(4) to reduce absenteeism and. tardiness
and Improve productivity; and
(5) to provide rehabilitation assistance for
any employee who seeks such help.
The company regrets any inconvienCebor
problems that the policy may cause
believes that the overall benefit to the com-
144,705
K. Under the Influence - A state of having a blood alcohol concentration of
0.10 or more. where "alcohol concentration" has the meaning assigned to it in Article
67011 -1, Revised Statutes: or the state of not having the normal use of mental or
physical faculties resulting from the voluntary introduction into the body of an
alcoholic beverage. a controlled substance.
GENERAL POLICY PROVISIONS
Any of the following actions constitutes a violation of the Policy and may
subject an employee to disciplinary action including immediate termination:
A. Using, selling, purchasing, transferring, possessing, manufacturing, or
storing an illegal drug or drug paraphernalia, or attempting or assisting another to do
so, while in the course of employment or engaged in a company sponsored activity,
on company premises, in company owned, leased or rented vehicles, or on business.
•
B. Worrlg.or reporting.to_work, coriducting business or being on
1 " - premises -or m_a company_,owned,_leased - or- rented vehicle_while under the
influence of an_i11eQa1= drug, alcohol of in an impaired'nco dition "" ""rte
C. Switching, adulterating or attempting to tamper with any sample
submitted for medical testing, or otherwise interfering or attempting to interfere with
the testing process.
PREVENTIVE ACTS
A. Employees taking drugs prescribed by an attending physician must advise
their direct Supervisor in writing of the possible effects of such medication regarding
their job performance and physical /mental capabilities. This written information must
be kept confidential and communicated to the direct supervisor prior to the employee
commencing work. All medical information will be kept confidential and the
employer, without exception, will punish any breach of privacy and confidentiality in
this regard. All prescription drugs must be kept in their original container.
B. Any employee involved in a work related accident where alcohol or
drugs are believe to be a contributing factor will be referred to an employee assistance
counselor in addition to any other accident investigation activities.
14
PURPOSE
DRUG AND ALCOHOL POLICY
(Testing)
The objective of this policy is to develop a drug and alcohol -free workplace
which will help insure a safe and productive workplace and to provide education and
treatment to our employees. In order to further this objective, the following rules
regarding alcohol and illegal drugs in the workplace have been established.
POLICY
1. The company shall implement a comprehensive drug and alcohol abuse
education program. As part of that program, information will be provided on the
availability of employee assistance program services.
2. Alcoholism and other drug addiction are recognized as diseases
responsive to proper treatment, and this will be an option as long as the employee
cooperates. Employee assistance program (EAP) will be made available to assist
employees.
3.— The manufacture, distribution; dispensing, possession, sale, purchase, or
use of a_controlled- substance on company_property is prohibited:
4. Being under the influence of alcohol or illegal drugs on company
property is prohibited. The unauthorized use or possession of prescription drugs or
over -the counter drugs on company property is prohibited.
5. Employees who violate this policy are subject to appropriate disciplinary
action including termination.
6. The policy applies to all employees of the company regardless of rank or
position and includes temporary and part-time employees.
DEFINITIONS
A. Company Premises - All company property including vehicles, lockers,
and parking lots.
12
PURPOSE:
CITY OF ROUND ROCK
DRUG FREE
WORK PLACE POLICY
Adopted:
This policy is designed to be both firm and fair. It
signals the City's commitment to provide a drug -free
workplace - -- a commitment which the City believes is
in the best interest of employees, the City and the
community. This policy is designed to prohibit and
prevent the use of drugs and alcohol by employees while
on the job and encourage those who have substance abuse
problems to get help and to promote a healthy, safe
work. environment for all employees. All conduct and
disciplinary action will comply with City of Round Rock
Personnel Policy dated April 22, 1987, as amended, a
copy of which is on file with the City Secretary.
POLICY:
:C.1 j'
The City of Round Rock has a responsibility to provide
a safe and productive workplace for all employees.
Unfortunately, the actions of a few employees -- those
who abuse drugs, including alcohol -- can have a direct
impact on our ability to meet that goal. Therefore,
the City of Round Rock has established a Substance
Abuse Policy within the guidelines of the Drug -Free
Workplace Act.
The City recognizes that most substance dependence can
be treated successfully. City provided health care
benefits for the treatment of substance abuse problems
are available to the extent provided in the applicable
benefit plans. The City's health plan does have an
Employee Assistance Program, established to all covered
members. The EAP is to encourage individuals with
personal problems, including substance abuse, to seek
help. Although an employee's rehabilitation efforts
will be strongly supported, participation in EA? is no
protection against the normal disciplinary process
associated with unsatisfactory job performance or
behavior.
S6hi7 ity pcdp'erty >or- during the conduct of City
business, the use, possession, manufacture, sale or
transfer of an illegal drug_or .,alcohol'Tis_ is =t ly
pronibrbed'.
1
General
Qs and As
SWBT SUBSTANCE ABUSE POLICY
1. Q: What is SWBT's new substance abuse policy and who is
covered by the policy?
A: Its not a new policy. We've always prohibited the
use, possession, sale and transfer of illegal
substances on our premises and during the conduct of
business. We have, however, combined our previous
drug and alcohol abuse policies into one all inclusive
policy and revised it to make it more practical and
easier to enforce. We believe this policy demonstrates
our continued commitment to provide a safe working
environment for employees as well as ensuring the
continued provision of quality service to our customers.
All SWBT employees are covered by this policy.
2. Q: Why did SWBT revise the policy?
A: The policy was revised to comply with the Drug Free
Work Place Act of 1988, which requires firms that are
federal government contractors to have a substance
abuse policy. The policy must meet certain guidelines
required by the Act. Our current policy not only
meets those guidelines, it includes elements we
believe to be in the best interests of our employees,
the Company and the customers we serve. It also
recognizes that substance abuse can be treated
effectively for those who face up to their problems.
3. Q: How does SWBT's revised policy differ from the
previous policy?
A: It's more explicit. Our previous policy stated that
use, possession or transfer of drugs on Company
premises could result in dismissal. The revised
policy states that any employee who, while on=Company
premiaos -or= during =the 7 coadutt =of= Company = busines4,
4aanufacturss77 sells or7transters drugs to any
Person shall - be dismissed — D iscipline, up to and
including dismissal, shall be applied, as appropriate,
in cases of use or possession of illegal substances.
In addition, the policy requires that employees take
a fitness examination when directed. Refusal to
participate in such an examination will result in
immediate dismissal.
October 12, 1989