• The BCRC Drug & Alcohol Policy
• The most up to date – Collection Site listing
• Read the current and/or archived newsletters
• Information about your Employee Assistance Program (EAP) offered by
• AllOne Health and the benefits it offers to you and your family
• Create your member account under Member Utilities for 24/7 access
      • Check your own card status
      • Update your contact information

A: If a Union Member is a member of one of the signatory trades participating in the Program, he/she is required to participate in the BCRC Program.

A: The employee will be required to take an initial urine drug screen (UDS) test when enrolled into the BCRC program. The UDS test cannot be taken until the employee completes a BCRC Application, the Application is approved by the applicable Local Union, and the Employee is issued a BCRC identification number. Sending a member to test prior to acquiring the necessary approval may leave you responsible for the cost of the test. The member will be required to report to an approved collection site (please see enclosed collection site list), present his/her BCRC I.D. card, a photo ID and provide a specimen. UDS test results are normally available for status verification (prior to employment) by the employer, within two (2) to five (5) days.

Once the member has been enrolled into the BCRC program and taken an initial UDS test, he/she will then be put into the random pool for selection no less than once in a rolling twelve-month window and no more than twice in a twelve (12) month period. The monthly random pool will consist of 5% of members from each trade participating in the program.

All employees must report for their random test, on their own time, within seven (7) days of the random notice date and will be paid a stipend check for taking the test on time. If the employee fails to report within seven (7) days for their random test their BCRC card status will become “Not Available”. In addition, those employees who fail to report for a test within the seven (7) day period must personally contact the BCRC office for instructions regarding reinstatement of their “Clear” BCRC card status.

(Note: Participants in the following groups, D.O.T., Non-Bargaining, Pipe Fitter’s Local 597, Industrial Cleaning and Slag do not receive a stipend check from BCRC. Stipends are not provided for Pre-Employment, Return-to-Duty, or Follow-Up Tests.)

A: The hourly contributions sent monthly to BCRC , Inc. by the employer is the funding mechanism for the BCRC drug testing program. No employee or employer should pay a clinic for a drug test. If a bill is sent to your company or employee by mistake from the collection site, you should contact the BCRC office. The only exception to this rule is if a test result is disputed by an employee. The employee will then pay for the re-testing of the specimen. However, this is not a common occurrence. For more information on the monthly contributions to BCRC, please contact your affiliated Local Union.

A: The status is obtained by an employer assigned “card manager” that has access to:

STATUS VERIFICATION SYSTEMS

Email – The Email system was developed to be more efficient and faster for the card managers to check employee status. The email system can be used from a cell phone, PDA or any email enabled computer device with access to the internet. An unlimited number of members’ cards can be listed at a time with results returned within minutes at no cost to the user. Please see enclosed instructions

2 status types:

1. Clear (CL) – This means the employee has taken the initial test, it is negative, and he/she is current and up to date in the program.

2. Not Available (N/A) – This could mean several different things:
     • Employee has not taken random test within seven (7) days.
     • Employee took a test, and it is positive.
     • Employee took a test, and a retest is required (example; dilute, fatal flaw or laboratory error).
     • Employee needs to reimburse BCRC for an outstanding test.
     • Employee may be on “Vacation Status”, etc.

A: It is recommended that you verify employee statuses a minimum of once a week. Statuses may be checked more frequently if the employer desires to and with the ease of the e-mail system, it can be done in a few minutes.

A: The program will only be successful if contractors check the status of employees on a weekly basis. If contractors want to provide a substance abuse free workplace for their employees and prevent accidents with large legal and insurance liabilities for their companies, they must check cards on a weekly basis. Major insurance companies are aware of the BCRC program, and now realize that contractors have the ability to help prevent accidents and injuries due to substance abuse problems. The cards also need to be checked at least once a week because of the monthly random notifications. The employees will only have seven (7) days after the notice to report for a test. If after seven (7) days, the employee does not take the test his status will change to “N/A” in the system. In addition, the members can be pulled for a random twice in one year which will increase the chances of a status change. Employees with “N/A” statuses will not be included in any monthly random selection as long as their status remains “N/A”.

A: Once the contractor receives a “not available or N/A” status on an employee, the Contractor should direct the employee to contact the BCRC office so they can find out what is required to clear their status. DO NOT SEND THE MEMBER FOR A TEST, it may not be required.

If the employee’s status is N/A for failure to report for his/her random in 7 days, the employee will be offered a “First Occurrence” and allowed to test immediately. Once the “First Occurrence” clause has been utilized, the employee who fails to report for a random on time will need to report to the Employees Assistance Program (EAP) for review and release before testing to clear “N/A” status.

If the “Not Available” Status resulted from a positive test:

• First, the employee is contacted by the Medical Review Officer (MRO) that reviewed the positive test result.

• Second, the Employee must complete an evaluation by the EAP and follow the prescribed treatment plan, obtain written permission from the EAP verifying fitness for duty to return to work. A written release from the EAP verifying fitness for duty and requesting a return to duty test will be sent to the BCRC Office when the employee is compliant. When the employee produces a negative return to duty test, his/her BCRC card status will be returned to “Clear”.

A: A card manager is the employee designated by the Employer that will be able to access the BCRC database for BCRC status verification of current employees. All card managers will maintain the strictest confidentiality regarding the BCRC members information. A Card Manager can be office personnel or supervision. Having a person within the company designated as Card Manager to handle the drug testing will help to ensure confidentiality and efficiency. It is highly recommended that each Employer designate a Card Manager(s). The Company may have multiple Card Managers. Please contact the BCRC with your contact information. Please see Attached PDF.

A: The D.E.R. is selected by the Employer and recognized by BCRC to access the validity of data. The D.E.R. should be someone in the field that is familiar with the BCRC Policy. The D.E.R should be current on the protocol for Post-Accident/Probable Cause Testing to assure the company follows the BCRC guidelines. The Company may have multiple D.E.R.’s who may be assigned as Card Manager(s).

A: The Card Manager may request to use the member’s social security number to secure the employee’s status. BCRC can check statuses using the member’s BCRC Number, social security number or last name and last four of the social security number.

A: Priority must be given to the employee’s medical treatment before any consideration is given to collecting a specimen for testing. It is the employer’s responsibility to have employees tested for drugs and alcohol following a work-related accident or incident consistent with the BCRC protocol. The employee will be transported to a BCRC recognized collection site.

The employee may request that a union representative be present prior to any action taken by the employer and any stage of the policy and its administration. Please see the BCRC Drug and Alcohol Policy for further information on grievance and arbitration provisions under the Post Accident/Incident Testing.

A: Refusal to take the test or to sign the necessary forms for testing could result in the employee being disciplined up to and including discharge by the BCRC Affiliated Employer.