Q:
Is this program mandatory or voluntary?
A:
It is mandatory for all the signatory unions, the contractors subject to their Bargaining
Agreements, and the employees who are members of the signatory union. These unions include:
1. Southern Missouri
a. Joplin
i. Carpenters
ii. Laborers
b. Springfield
i. Bricklayers
ii. Carpenters
iii. Cement Masons (Area II of the Central MO Agreement)
iv. Laborers
v. Operating Engineers
vi. Plasterers (Area II of the Central MO Agreement)
2. Central & Eastern Missouri
a. Bricklayers
b. Carpenters
c. Cement Masons
d. Electricians
e. Iron Workers
f. Laborers
g. Plasterers
3. Northwestern Missouri/Northeastern Kansas
a. Kansas City
i. Bricklayers
ii. Cement Masons
iii. Laborers
iv. Operating Engineers
v. Plasterers
vi. Teamsters
b. St. Joseph
i. Carpenters
ii. Laborerers
Other union employees cannot participate in this program unless and until such time as their
Bargaining Agreement with you is changed to adopt CISAP.
On the other hand, non-union employees can be added to the CISAP if management
voluntarily chooses such a human resource policy.
Q: Who is the Program Administrator doing the drug testing?
A: Comp Results, an affiliate of Shawnee Mission Medical Center.
Q: Does Comp Results do the lab testing?
A: No, that work is subcontract to Clinical Laboratories.
Q: Does CISAP meet my DOT Compliance requirements?
A: Yes, employers may opt to terminate their involvement in another DOT testing pool and
request CISAP to start doing this compliance. Contractor must request this, individually.
It will not be automatic. Biennial DOT physicals will not be included under CISAP, but
may be obtained from another medical organization, including the Program Administrator.
Q: Does CISAP cover heavy laborers or heavy operators?
A: No. Not currently. We hope that the parties to those agreements will agree to participate in CISAP
in the future.
Q: Where is all of this testing conducted?
A: The location of testing depends on the bases for having the test done:
1. Pre-employment and reasonable-cause testing is done at a collection clinic
2. Post-accident testing is done at the clinic where your workers' compensation treatment occurs
3. Random drug testing is done at the project site where the employee is working
Q: When random drug testing is done at the project site, does the Program Administrator
bring a mobile unit to the site?
A: No. In virtually every case, only one worker will be tested on a given project on a given day. So,
rather than bear the expense of a mobile unit for one collection, we use the portable bathroom
facilities available on the site.
Q: Who pays for this program?
A: Since April 1, 2003, Contractors have been paying an amount per hour worked for employees who are
members of one of the signatory unions. The contributions have been
included in fringe remittance
reports. Current Contribution rates are at $.06 per hour
which has been reduced from $.09 per hour in
2003. We look for contribution costs to continue
to decrease in the future.
Q: What drugs does CISAP test for?
A: CISAP conducts a 9-panel test. The CISAP 9-panel test will be testing for Amphetamines, Barbiturates, Benzodiazepines,
Cocaine, Opiates, Phencyclidine, Propoxyphene (Darvon) and Methadone THC (Marijuana).
Q: Does CISAP perform "quick screen" drug tests?
A: No. The Fund Trusts decided to utilize full laboratory testing, not on-site quick screens. The
laboratory is Physicians' Laboratory and is SAMSA certified.
Q: What percentage of positives has the program experienced?
A: For 2007, we are experiencing a 3.2% positive rate.
Q: How long does it take to get drug test results?
A: Within 2 business days the results are available to the Medical Review Officer (MRO) for certification.
Q: If my employee is on prescription drugs, when can he/she explain that?
A: In all cases where a test comes back positive from the lab, it must be certified by the Medical Review
Officer (MRO). That process involves the MRO first talking to the employee about possible
explanations for the positive result. This happens before an employer is advised of test results.
Q: How many employees have been tested so far?
A: As of June 2007 CISAP will have 7845 members participating in the progam.
Q: Is testing on the clock?
A: Initial testing, pre-employment, and work-release testing are off the clock. Random, post-accident, and
reasonable suspicion testing are on the clock.
Q: What percentage of the employee population is randomly drug tested each year?
A: 50%.
Q: Under what circumstances does CISAP test for alcohol?
A: An alcohol screening is conducted post accident and when there is reasonable suspicion of alcohol
intoxication. In addition, under the DOT subprogram, 10% of the DOT
employee population will be
randomly tested for alcohol each year.
Q: What is the cut off blood alcohol content (BAC) level under the Program?
A: .04. Under the DOT sub-program a BAC of .02-.04 is not considered positive, but is called a "Not
Negative Result" by the DOT, and the employee must be removed from work for 8 hours.
Q: When can I terminate an employee with a positive test result?
A: An applicant coming up positive on a pre-employment test can simply not be hired. An employee
testing positive on a "for cause" test (post accident or reasonable suspicion)
may be terminated on the
first positive. For random drug testing, however, a special "One-Bite Rule" applies and provides that
the first positive looking back over a two-year period, results in the employee being placed in a "Watch
Block." These employees cannot be terminated solely on the basis of this one test result, but they cannot
return to work until they obtain a negative test result (called a "Return to Work Test"). Two positives
within two years is the basis to terminate the employee and they cannot take any test in the Program for
90 days. Three positives within two years cause the employee to be permanently revoked from the
Program.
Q: What happens if an employee refuses to take a test?
A: A refusal to test is treated as a positive test result.
Q : What happens if an employee is working out of the area (i.e., as is common
for refractory workers)?
A: If an employee's name is pulled for a random test and the employee is working outside of the
jurisdiction, the random test will not occur. We are not conducting testing out of the territory of our
Bargaining Agreements. Such an employee would be placed in a "non-compliant" category and would
be required to take a test upon returning to our local area to perform work on one of our local projects.
Q: If an employee has possession of a CISAP Card does it mean that they are in compliance with CISAP
and if they don't then they are not in compliance?
A: Probably that is what it means, but it is not for certain. It is best to contact the Program Administrator to
determine the most up to date status. We also have established a web site, www.cisap-compliance.org
for current member status look up. Registration with the Program Administrator is required for web site
access.
Q: What if my company already has a company-wide drug testing policy, how should we coordinate with
CISAP?
A: Your employees who are members of signatory Locals will be governed by CISAP. That is to say that
with respect to such employees (and only such employees), CISAP supersedes your company drug
policy.
