Flashcards in HPM 9.2 Substance Testing - Quiz 2 Deck (10)
1. Employers have established a variety of tests to combat substance abuse by their employees including:
A) Random, annual or periodic, probable cause, reasonable cause or suspicion.
2. The Fifth Amendment applies to urine test because they may reveal evidence of a crime:
3. Regarding an employee’s use of drugs or alcohol, liability to an employer may exist due to the following:
A) Lack of due process.
3. A. Negligent retention, wrongful discharge and POBR are the others (2-5)
4. California Labor Code Section 432.7 allows all criminal arrest/investigation reports involving all sensitive employees in an administrative investigation regardless of the outcome of the case.
Non-uniformed, must have a conviction regardless of “sensitive” status (6-4)
5. An employee may voluntarily submit to a substance test...
A) Unless he/she is not afforded a representative of his/her choice.
B) If he/ she is a sensitive employee.
C) Only after a significant event.
D) None of the above.
6. The Department is authorized to use Medical Review Officers from the following sources:
D) CalHR contracted physicians.
7. The following positions have been designated as “sensitive” by the Commisioner:
A. Motor Carrier Specialists.
B. Maintenance Workers.
D. A and C only.
7. D. Cadets don’t get POBR but are classified as “sensitive”. (4-3)
8. If an employee is asked to submit a voluntary sample following an on-duty collision and the employee declines, it should be documented as a refusal.
9. Supervisors who suspect substance abuse by non-sensitive employees are encouraged to support their observations based upon:
C) Articulable facts, close observation and good faith.
9. C. (5-3)