HPM 9.2 Substance Testing - Quiz 2 Flashcards Preview

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Flashcards in HPM 9.2 Substance Testing - Quiz 2 Deck (10)
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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:

B) False.


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.

B) False

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.

answer: D


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.
C. Cadets.
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.

B) False.


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)


10. Which of the following is true:

A. CalHR policy may not be superseded by an MOU.
B. Prescriptions taken in excess of the amount prescribed are considered “authorized”.
C. CalHR policy only relates to on-duty impairment.
D. Staying a sergeant for another few years may not be such a bad idea.

10. C (with D coming in a close second)