We are the thousands of women and men who work for the signatory contractors,

suppliers and skilled trade building industry unions in our region.

• Substance abusers are 33% to 50% less productive than individuals who are not substance abusers. (1)

1)Integrity Business Systems and Solutions 755 Broadway Avenue, Suite #4 Bedford, Ohio 441462) University Services 2013 10551 Decatur Rd. Ste. 200 Philadelphia, PA 19154

Why Drug Testing?

• Substance abusers are absent an average of 3 or more weeks per year and are late for work 3 times more frequently than non-substance abusers. (1)

• Substance abusers are 3 to 4 times more likely to have an accident on the job and 5 times more likely to file a workers’ compensation claim. (1)

• An estimated 50% to 80% of loss regarding pilferage and theft is related to substance-using employees. (1)

• Substance abusers, when compared with people who are not substance abusers, file 300% to 400% more costly medical claims. (1)

• Several government and private industry studies demonstrate that each drug user in the workplace costs an employer on average $7,000 - $13,000 annually. That adds up to billions in healthcare costs, lost production time, injuries, and damage to equipment and facilities. (2)

While it is a smart business practice to cut costs, it is also smart business practice to make your organization’s workplace as safe as possible.

Drug testing can assist you with both.

• According to the National Drug-Free Workplace Alliance,

25.4% of construction laborers reported illicit drug use within the past year, 19.9% reported HEAVY use

25.5% of construction supervisors reported illicit drug use within the past year, 12.7% reported HEAVY use.

23.4% of other construction workers reported illicit drug use within the past year, 20.6% reported HEAVY use.

The Federal Government estimates 77% of all illicit drug users 18 and older are employed. Unfortunately the industry that is most often identified for having the highest rate of illicit drug users is construction.

Drug users have 55% more accidents and sustain 85% more on-the-job injuries. Further the National Safety Council reported that 80% of those injured were not the drug abusing employees but their innocent co-workers.

EASTERN IOWA JOINT LABOR-MANAGEMENT SUBSTANCE-ABUSE TESTING AND REFERRAL

PROGRAM

POLICY HANDBOOKAugust 17th, 2011(2005)

• Testing began October 2011

2005

Drug Testing

1. Pre-Hire 2. Random Testing 3. Reasonable Suspicion (contractor specific) 4. Post-Accident (contractor specific)

Pre-Hire

The Employer/Contractor, as administered through the Third Party Administrator, Medical Review Officer, and testing laboratory, will conduct a pre-employment drug test to prevent the hiring of persons who use controlled substances or who abuse legaldrugs.

Random Testing(master list of all employees in program)

TPA randomly selects employeesUnannounced testing is testing for the purpose of detecting drugs conducted on a

periodic basis, without advance notice of the test to Participants subject to testing prior to the day of testing and without individualized suspicion.

The following list identifies all drugs for which testing will be conducted:

• Marijuana including cannabinoids and THC derivatives.• Cocaine• Opiates (and their derivatives, including morphine and codeine)• Phencyclidine• Amphetamines (including methamphetamine)

Reasons for “Ineligible” Employment

1.Confirmed Positive Drug Test Result

2. Refused to submit to a drug test

3. Fails to provide adequate specimen

4. Engages in any conduct that impairs or obstructs testing process

What Next?

1. Substance Abuse Professional (SAP) evaluates and recommends treatment or counseling or releasesemployee to return to work

2. Employee completes any substance abuse rehabilitation or counseling

3. Negative drug test results

4. Back to work

Rehabilitation

2nd Strike and your “indefinitely ineligible”

Appeal process

Prospective Employee (Participants) aggrieved under this program must file a timely grievance under the grievance

procedure of the appropriate collective bargaining agreement.

Reference Info:

A GUIDE TO WORKPLACE DRUG TESTING IN IOWA http://www.iowa.gov/odcp/images/pdf/workplace_guide_update_Oct_2004.pdf

CHAPTER 12

APPROVAL OF CONFIRMATORY LABORATORIES FORPRIVATE SECTOR DRUG-FREE WORKPLACE TESTING

http://search.legis.state.ia.us/nxt/gateway.dll?f=templates&fn=default.htm

730.5 PRIVATE SECTOR DRUG-FREE WORKPLACES

http://search.legis.state.ia.us/nxt/gateway.dll/ic?f=templates&fn=default.htm

Results / ProgressYear 1 - 4.65% Positive testsYear 2 - 2.06% Positive tests