MONTHLY PROGRAM STATUS REVIEW

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NASA/GSFC Drug Testing ProgramSupervisory
TrainingDecember 15, 2004
Linda Breeze, Drug Program Coordinator Christina
La Fountain, Human Resources Coordinator Carol
Shaub, Employee Assistance Program
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Training Agenda

• NASA Policies - (201/Christina LaFountain)
• NASA/GSFC Key Players
• NPR 3792.1A dated 3-7-00
• Positions Subject to Testing - (110/Christina
  LaFountain)
• Testing Designated Positions (TDP)s
• NASA Authorized Testing and Procedures -
  (201Christina LaFountain)
• Test Findings (250/Linda Breeze)
• Mandatory Actions
• Range of Consequences
• Failure to appear/refusal
• Privacy Requirements (250/Linda Breeze)
• Rights and responsibilities for supervisors and
  employees
• EAP (Carol Shaub)

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Key Players NASA/GSFC Drug Testing Program

• DPM Drug Program Manager - NASA HQ
• HR Contact GSFC
• Christina LaFountain
• Cathy Dunwoody
• DPC Drug Program Coordinator - GSFC
• Linda Breeze
• MRO Medical Review Officer's
• Dr. Terrance Bidnick (Greenbelt)
• Dr. Barry Spinak (Wallops)
• EAP Employee Assistance Program (EAP)- GSFC
• Health Unit
• EAP Administrator - GSFC
• Armando Lopez
• EAP Program Coordinator GSFC
• Carol Shaub

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NASA/GSFC Policies

• The guidelines/policies Goddard follows fall
  under
• NPR 3792.1A (3-7-00)
• http//nodis3.gsfc.nasa.gov/displayAll.cfm?Inter
  nal_IDN_PR_3792_001A_page_nameall

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Authorized Drug Testing by NASA

• Random - is the most utilized here at GSFC and
  requires testing of 10 of the Drug Testing Pool
  (future plans may include increasing the size of
  the pool)
• Reasonable Suspicion - uses illegal drugs whether
  on or off duty
• Accident or Unsafe practice - actions are
  reasonably suspected of having caused or
  contributed to an accident that meets the
  following criteria
• a. The accident results in a death or
  personal injury requiring immediate
  hospitalization, or
• b. The accident results in damage
  estimated to be in excess of 10,000 to
  Government or private property.
• Voluntary - Employees not in TDP's may volunteer
  for unannounced random testing

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Drugs For Which NASA Employees Are Tested

• Marijuana metabolites - the dried flowers and
  leaves of the Indian hemp plant, smoked or eaten
  as a drug
• and
• 2. Cocaine metabolites - an addictive
  narcotic drug obtained from the leaves of the
  coca plant, taken illegally as a stimulant. It is
  now only used medicinally as a surface anesthetic

Metabolites is a substance that is involved in
or is a byproduct of metabolism
Note HQ can authorize the testing for 3
additional drugs Phencyclidine - a drug used as
an anesthetic in veterinary medicine and
illegally as a hallucinogen. Amphetamines - a
white crystalline compound, or any of its
derivatives, formerly used as a stimulant of the
central nervous system to treat conditions such
as depression, and as an appetite
suppressant. Use of amphetamines can cause
dangerous side effects and dependency. Opiates -
a drug such as morphine or heroin that contains
opium or an opium derivative.
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NASA/GSFC IdentifiedTesting Designated
Positions(TDPs)

• Determining TDPs includes a review of
• specific tasks performed
• level of responsibility
• The categories of positions contained in Appendix
  A of NPR 3792.1A identify the "pool" of positions
  that will be subject to random drug testing.
  Consistent with its duty to achieve a drug-free
  workplace under E.O. 12564, NASA reserves the
  right to make changes, additions, and deletions
  to the TDP list.

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NASA/GSFC IdentifiedTesting Designated
Positions(TDPs)
TDPs Identified and determined by GSFC Supervisor
Supervisor with HR determines if Position Should
be designated drug testing
HR notifies Supervisor and Employee if in TDP
series by letter For signature confirmation
10 of TDP Pool shall be subject to random
testing.
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Who should be included in drug testing pool?

• Suitability sensitivity
• Type of independence the individual has
• Control systems in place to intercept/prevent
  improper action
• Classified Information
• Frequency and risk associated with classified
  infor contact
• Hands on work w/ explosives, toxic materials or
  other substances
• Principal duty of the position
• Potential risk or danger
• Maintenance on and/or operation of major
  mechanical/electrical equipment
• Hands-on vs. supervisory/administrative
• Potential risk or danger to the operator, others
  or property
• Protection of life and property/ health and
  safety
• Require real-time major decisions
• Aircraft maintenance/operation/inspection
• pilot or crew of aircraft/spacecraft
• launch/in-flight operations-range safety officers
  at Wallops
• RQA/occupational health/safety tasks/Drug
  Program Coordinator

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Drug Testing Collection Procedure
Testing Notice given to Supervisor (supervisor
delivers notice personally to employee ONLY 30
Minutes before test time)
CSP will have TDP initial each Label on
collection bottle
CSP will require the TDP to remove any
unnecessary outer garments
TDP can use hand wipes provided
CSP will instruct TDP to wash and dry his/her
hands and remain in their presence
TDP Reports to B3 Room 27 (Greenbelt) Health
Unit (WFF)
CSP will ask TDP to read and sign a
certification statement as to the collection
bottles were sealed with tamper-proof seals in
his/her presence and that the information
provided on the COC and on the labels affixed
to the specimen bottles is correct
TDP presents photo ID to Collection Site Person
(CSP)
TDP will be asked to void into collection
container (TDP will not flush toilet until after
CSP has specimen)
DPC gives employee Collection Procedures
form (Employee reads and initials)
TDP will observe CSP in determining temperature
and the separation of specimen into 2 different
bottles
TDP can now wash hands
CSP obtains information from TDP to initiate
Federal Drug Testing Custody and Control (COC)
Form
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NASA Drug Testing Results
Specimen sent to HHS Lab for testing (Gas
Chromatography / Mass Spectrometry) GC/MS -
Testing conducted
Test results back to MRO
Negative
Positive
MRO Confers with Employee
Testing Concluded w/ letter to TDP
MRO Determines Positive test Result Is
Testing Concluded
Justified
Not Justified
DPC Confers with Employee
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Findings

• Finding of Illegal Drug Use
• Re-Test of Specimen
• Mandatory Actions
• Range of Consequences
• Failure to appear/refusal
• Mandatory removal from Federal Service

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Decisions Allowed By NASA Management
5.1 Management Administrative Actions 5.1.1. NASA
shall refer an employee found to use illegal
drugs to the EAP. 5.1.2. If an employee found to
use illegal drugs occupies a TDP, NASA management
will immediately take the employee out of that
position. 5.1.3. At the discretion of the NASA
Administrator (or designee) and as part of an
EAP, an employee may be permitted to return to
duty in a TDP if the employee's return would not
endanger public health or safety or national
security.
5.2 Range of Consequences5.2.1. The severity of
the disciplinary action taken against an employee
found to use illegal drugs will depend on the
circumstances of each case, will be consistent
with the Order, and will include the full range
if disciplinary actions, including removal. NASA
shall initiate disciplinary action against any
employee found to use illegal drugs but shall
not discipline an employee who voluntarily admits
to illegal drug use, in accordance with chapter
5, paragraph 5.3. 5.2.2. Such disciplinary
action, consistent with any governing
collective-bargaining agreement and the Civil
Service Reform Act and other statutes, NASA
orders, and regulations, may include any of the
following measures, but some disciplinary action
must be initiated 5.2.2.1. Reprimanding the
employee in writing. 5.2.2.2. Placing the
employee in an enforced leave status.
5.2.2.3. Suspending the employee for 14 days or
less. 5.2.2.4. Suspending the employee for 15
days or more. 5.2.2.5. Suspending the employee
until the employee successfully completes the EAP
or until NASA determines that action other than
suspension is more appropriate.
5.2.2.6. Reducing the employee in pay or grade.
5.2.2.7. Removing the employee from Federal
service.
5.4 Initiation Of Mandatory Removal From Federal
Service NASA will initiate action to remove an
employee for the following 5.4.1. Refusing to
obtain counseling or rehabilitation through an
EAP, as required by the Order after having been
found to use illegal drugs. 5.4.2. Having been
found to have used illegal drugs following a
first finding of illegal drug use.
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Privacy and Rehabilitation

• Records - test results can only be disclosed to
• MRO
• EAP Administrator
• Any supervisor or management official having
  authority to take or recommend adverse personnel
  action regarding the employee
• Rehabilitation - Employee is also subject to
  NASAs drug testing requirement.
• EAP