Baked Products Foods Group

Post-accident drug testing should be performed as soon as possible, although the standard for testing is up to 12 hours after the accident occurred. Alcohol tests are more time sensitive and should be performed within two hours, not to exceed eight hours due to the short duration of time that alcohol remains in a person’s system. If the employee cannot be tested within these time frames, that employee should not be tested.

Examples of accidents where drugs or alcohol could likely be a contributing factor. This list is not all inclusive.

• A vehicle accident where the driver is our employee and was charged; • A vehicle accident (such as a forklift or a vehicle in our parking lot) that results in property damage or injury to another employee; • Any accident that results from attempting to bypass a safety guard, LOTO, confined space, or any other flagrant safety violation; • Any accident that results in a fatality; Examples of accidents where drugs or alcohol is not likely to be a contributing factor. (This list is not all inclusive). • A vehicle accident where our employee is a passenger and the driver is charged with the accident; • A vehicle accident (such as a forklift or a vehicle in our parking lot) where the victim is our employee, was following safety protocols, and was not at fault; • An employee who is stung by an insect on our property and has an allergic reaction that results in lost time; 7.3. Post-Accident Drug Testing Procedures. Because of the previously documented OSHA guidance, this is an area of risk; therefore management should exercise caution. The Post-Accident Drug Testing Matrix has been designed to: • Identity if post-accident drug testing is needed; • Identify if the post-accident drug testing should include marijuana screening, if permitted by state or local law; and • Serve as documentation as to why management made the decisions that it did. If possible, prior to any post-accident drug testing, management must complete the Post-Accident Drug Testing Matrix. Obviously, if the employee is seriously injured and in need of immediate medical care, completion of this form is waived. The form should be completed on all people involved in the incident or accident. For example, if one employee’s actions or inattention hurt another employee, a from should be completed for both the instigator and for the victim. Most of this form is self-explanatory and resembles the Reasonable Suspicion Testing Observations Form. However, it differs in four important areas. Section A: Culpability. Question 1 asks supervision to identify if an employee was at fault. To a certain extent, this is different than a “chargeable” accident as referenced in our work rules. Culpability in this instance identifies that “yes, the