PNSY Drug Testing Program (DTP)

We are all aware that it is the policy of the Portsmouth Naval Shipyard to maintain a drug free workplace in accordance with Department of the Navy policy. The requirements for a Federal Drugfree Workplace (DFWP) are established under Executive Order 12564 as well as public law. The Department of the Navy holds that the DFWP ‘will be standardized to the greatest degree possible’ by following the established local instruction and the references within.

For this explanation attention will be focused on the employees who do not fall under a Test Designated Position (TDP) where random drug testing is mandatory. The types of drugs that the Department of the Navy test for are cocaine, marijuana, amphetamines, opiates, PCP, heroin, ecstasy and/or the metabolites of these drugs. In addition, any other drug(s) or classes of drugs subsequently approved and added to the list by DHHS for testing on an agency wide basis.

For employees in non-TDP’s a test may only be authorized when management has a REASONABLE SUSPICION that the employee has been using drugs illegally while ON-DUTY or performing work while impaired or under the influence of drugs. If an employee is suspected of being under the influence or of having used illicit drugs while on due, the cognizant supervisor or management official shall gather and document all information, such as all the facts, circumstances and the identity of all persons whose observations are relied upon in the investigation of the suspicion, all while maintaining strict employee confidentiality.

After the supervisor or management official has concluded their portion of the investigation, they will meet with their Shop or Division Head to provide all written documentation and secure final approval from the Shipyard Commander or designated rep for approval of the “reasonable suspicion testing”. The decision to conduct a drug test under this basis, if practicable. The Shop or Division head will also notify the Drug Program Coordinator (DPC) of the requirements so that arrangements for the test can be made

The DPC will usually arrange for the for the test collection to be done on the same day the test was approved by management, but NO LATER THAN 24hrs AFTER THE EVENT THAT WHICH CAUSED THE DETERMINATION that testing is to be conducted. No consideration to the employees normal working hours needs to be considered, OT and or compensatory time will be authorized for this, and should the test exceed the employees normal working hours it will be the shipyards responsibility to ensure employee has a ride.

After the DPC has confirmed the time and location for the test the employee shall be notified by their immediate supervisor or management official. They will issue a specific written notice that the employee is being tested under the reasonable suspicion clause. The employee will be directed to take photo verification and the supervisor will escort the employee to the testing site. The employee may request union representation prior to or during the collection process.

It is imperative that, like with any dealings with management, you take the initiative to contact your local union representative. Above we have tried to break down a lengthy instruction to general information. Not every manager or supervisor will know the requirements of every instruction. Ensure that your rights are protected in the face of an impending test or any situation that could lead to any form of discipline BY REACHING OUT TO US AT THE MTC. It is our mission to ensure that the shipyard follows all instructions as required and to ensure your fair and equitable treatment.