Employee drug testing

Texarkana Industrial Maintenance Equipment Electrician Job - TX, 75501

admin — Wed, 19 Nov 2008 18:06:40 +0000

Requisition Number : EGG33896
Company : EG&G/LSI
Interest Category : Operations/ Maintenance
External Job Title : Industrial Maintenance Equipment Electrician Type of Position : Contingent
Country : U.S.
State : Texas
City : Texarkana

Minimum Requirements :
** LSI Red River Army Depot site in Texarkana** Must have knowledge of the operation and ceremony of induction of a variety of electric systems, circuits, equipment, and controls, e.g. wiring systems in pertaining complexes and in buildings, power and control circuits and distribution panels. Must have the ability to plan, lay out and complete the installation, modification, and repair of various systems, circuits, equipment, and controls such as the routing, placement, balance, load, continuity, and proper and unscathed operation of circuits and controls to industrial supernatural agency and control equipment. Must have the ability to interpret and apply blueprints, wiring diagrams, and engineering drawings, and use formulas basic to the commerce to figure such things as voltage and rebuff. Must have skill in the use of hand tools and a wide variety of standard equipment, e.g., wire cutters, strippers, drills, soldering irons, screwdrivers, test meters, criterion lamps, voltmeters, ammeters and ohmmeters. Must be seized of a working knowledge of electronic principles involved in the generation and measurement of such elements since voltage, moving volume, impendance, capacitance, frequency and inductance. Must subsist familiar with the make-up, operation and use of a variety of portable or self-contained test equipment, which is usually commercially manufactured with standard design circuits that contain such components as resistors, capacitors, transistors, diodes, vacuum tubes, relays, and transformers. Must be able to troubleshoot equipment to localize defects. Must consider the ability to follow voltage, current, and resistance paths and trace signals through a variety of processing and amplification stages. Must be skilled in isolating and checking intermediate components for correct value and performing precise measurement of such parameters as a timing, duration, frequency, amplitude, and phasing at various test points. Must be skilled in make adjustment to potentiometers, capacitors, and coils related to such characteristics of the same kind with gain, distortion, linearity, and sensitivity. Must have the ability to versed in books and interpret a variety of technical information contained in schematics, manufacturers' specifications, and clearly defined fault isolation aids, and calibration procedures. Must have a knowledge and understanding of schematic symbols and pretext codes to identify the value, tolerance, and location of components. Must have the ability to install modifications to circuits and assemblies in accordance with detailed instructions, and the ability to securely mount components, and group wiring to stop electrical interference or other malfunctions under extreme operating conditions. Must be skilled in the use of such trade tools as wire strippers screwdrivers workmanship drills, files and soldering irons to piece, align, and assemble accoutrement. Must subsist skilled in the use of various precision measurement instruments and standards so as pulse generators, frequency counters, vacuum tube voltmeters, and escilloscopes. Must have the ability to set up and have effect like standards to align and calibrate the units services in concordance with established calibration procedures. Must know how to employment forward speeds and driving wheels and be skilled using vehicle controls. Must be skilled in handling controls for starting, stopping, backing, and driving forklift trucks. Valid Driver'session License a must. Salary for this position is $21.64 through hour. No Per Diem or relocation paid. "This position requires a criminal background check and pre-employment drug screening." *In order to access to the Depot all covered individuals will be required to have the sufficiency to obtain bulwark clearance. (One requirement is for the whole of applicants to be register with the United States Selective Service. For more information visit http://www.sss.gov/regist%20information.htm)

Job Description :
1. Electrical Working independently or as a member of a crew, performs duties involved in the installation, modification, relocation, and fabrication of production equipment. Perform preventative subsistence and makes repairs to industrial electrical equipment, motors and electrical circuits required to provide power for the operation and control of like accoutrement. a. Perform regular periodic preventative defence inspection of electrically powered overhead cranes and hoists for needed maintenance service and repairs and, simultaneously accomplishes same. Perform regular periodic tests of electrically powered overhead cranes and hoists ranging in capacity to 60 tons. Use a class of tools and equipment in form the tests including dynamometer and Seghers Fluidized Bed. b. Repair and maintain relating to electricity power equipment, circuits and systems in opposition to a variety of fixed industrial equipment, e.g., lathes, drill presses, heat use, waits, degreaser units, reproduction equipment, battery chargers, welding equipment, etc. Specifications, etc., uses ohmmeters, ammeters, meggars, and other devices to locate electrical malfunction. Lay out work and draws parts from stock. Make repair by rewiring and installing controls and equipment. Replace connections, switches, solenoids, thermostats, etc. Test and adjust after repair to insure good operating condition. Complete work order requests, indicating atone for and stores used. c. Maintain and repair electrical wiring systems in dynamometer cells, set up to test a multifariousness of types and sizes of engines. Work with maintenance mechanics in continuance team work or on calls when defective wiring affects testing. Note results of meters and testing devices for overall effectiveness of electrical wiring system. Provide essential wiring and controls to attain maximum safety to operator and building equipment. 2. Electronic Perform the following tasks in the maintenance and repair of electronic control and power equipment classified as minor complex electronic equipment components. Visually inspects for improper or bad connections, blown fuses, burned out tubes and resisters arcing and smoke, switches and dials for proper settings, enfeebled electrical cords or plugs, etc.; performs small test in quest of burned insulation, charred resisters, overheated transformers, etc.; and performs hearing test for high voltage arcing and cooking of overheated or overloaded transformers, etc. Performs continuity tests, voltage and resistance measurements. Determines suppose that malfunction has been located and if not secures through foreman the aid of a technician, specialist, etc. As necessary, disassembles equipment using common hand tools of the trade. Cleans components and repairs repairable parts such as relays with burned or pitted points, etc. Reassembles, replacing inadequate components and circuitry, and tests for proper operation. Continually uses volt ohmmeter and tube tester and occasionally uses portable oscilloscope. Remove and take the place of parts such as relays, magnetic switches resistors tubes, tube sockets, wiring, etc. Perform all or essentially all of the tasks overhead in the maintenance and repair of electronic controls and strength supplies of a minor composed of several elements nature of such electronic components or units as: control units adhering fuel injection test stands, sunshine gauge standard stands magneto test stands, fluoroscope, Bullard Lathe, etc., (electronic repair at this level involves patch up of units having a limited calculate of tubes or tube substitute (2-40) relays, resistors, diodes, voltage dropping resistors, etc. which due to this limited number of component parts the level of difficulty is characterized as minor complex.) 3. Operate Motor Vehicle up to and including 5 ton. Operate forklift capable of lifting loads weighing up to 15,000 pounds. Performs other duties as assigned. Applicants must apply online to be considered for a position. For more inofrmation please contact Harold Holden at 1-877-532-7462 ext.203. hjlsi06 ::

EOE M/F/D/V

Know How the Swab Drug Test is Conducted | Keywords Post | News …

admin — Wed, 19 Nov 2008 15:03:43 +0000

Drug Alcohol Test asked:

Swab drug test is conducted to counteract instead of the drug calumniate or the presence of pure spirit in a sample. It is very quiet to perform and it gives out accurate results almost at somewhat place. It is so accurate that it reduces the jeopard of repeating the test. This test is just a perfect advancement trial, which is actual simple and any individual can perform this touchstone at a single one place according to the ease.

? Prior to the test:

One has to subsist very carefull in conducting the swap drug test. In order to attain the accurate test result, the bodily substance who is over to sustain test is advised not to ingest, smoke or revel for at in the smallest degree 10 minutes before performing the test. If the bestower; donator has had something, he has to wait on account of 10 minutes to accord. the sample for the test for accurate results.

? Sample collection:

In mop drug exhibition collecting the pattern is very easy. The cotton swabs are used for collecting the saliva samples from the donor. The donor has to establish this cotton mop below the tongue during the term of about 10 to 15 minutes. The strip will absorb spittle from the donor, which is more inconsiderable used as the sample to test drug abuse or the onward a level of alcohol presence in the sample.

? Lab testing:

The next process after sample collection is laboratory testing. The saliva sample collected in swab is put into a unimportant specimen vial and is sealed. The specimen is tested through an appropriate testing make destitute in the laboratory, to proof the drug abuse and the raze of alcohol present in the sample.

The swab drug test is just a train of few minutes, no more than gives without accurate results. This test helps in detecting active drugs present in the saliva. This test is extremely helpful to an individual because it is accurate and instant result oriented. More over this test can have being performed at more place and at any span according to the commodiousness. An individual can perform the example independently without others good offices calm for the first time for prototype it is a single step process.

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Comeback conditions &squo;too hard&squo; for Ben Cousins | Herald Sun

admin — Wed, 19 Nov 2008 14:46:08 +0000

The Cousins camp is furious the self-confessed drug abuser has been singled out by the AFL for special treatment, when six players be constant to play with two strikes for drug taking aside from their nominate.

Nixon will meet the players association today to propose urgent changes to the conditions.

The association believes a hazardous precedent has been stake by making one rule for Cousins and one more with a view to other players.

In giving Cousins' football return the green illuminate, the AFL imposed:

URINE tests up to three times a week.

HAIR tests up to four times a year.

IMMEDIATE suspension if Cousins fails a drugs criterion, is not available or refuses a drugs test.

COUSINS must co-operate with the AFL medical officers and attend somewhat drug rehabilitation program or medical expert nominated by them.

Conditions were also put on clubs interested in Cousins -- St Kilda and Brisbane -- concerning put drugs into and alcohol management programs.

In detailing Cousins' comeback, the AFL revealed he did not have a hair test in the lead-up to yesterday's announcement.

The Herald Sun has learnt the AFL-appointed medical officer could not find hair long enough on Cousins needed for a conclusive drugs test.

Daily Independent (Ashland, KY) - Pilot program targets drug use

admin — Wed, 19 Nov 2008 08:55:09 +0000

A pilot program to get ready low-cost drug tests to the public is in a state of being liable to way in Greenup and Lewis counties.

Organizers declaration the goal of the program is to provide tests that can be used as a deterrent. “The purpose of it is to help families be able to afford to test their family members, to help them keep them off drugs,” said 20th District Judge Brian McCloud, who started the program in July.

McCloud said the program started out of a need in the juvenile court system. “We ordered during kids to be drug tested. What came about was family members told us they couldn’t afford to do the drug testing,” he said.

The court began subsidizing the require to be paid to provide tests to parents of juveniles who had previously been in court on drug charges.

He said the program proved to be a successful deterrent. With the help of Rep. Tanya Pullin, D-South Shore, who was able to secure $3,000 in funding in the state budget, the tests be able to now be offered to the general public.

If a child knows there is the possibility he or she could be tested by a father at any time, there may be a decision not to use, McCloud said. “This program is an attempt to yield families with the tools to deal with drug use before it turns into a criminal matter,” he said.

Pullin applauded McCloud for his idea. “I was very happy to see someone’sitting creative thinking,” she said. The deaden with narcotics problem has become so intrusive, Pullin said, whole possible options need to be pursued.

The urine-based tests, which are available notwithstanding $5, test for a range of drugs both prescription and illegal, including: opiates, Hydrocodone, Percocet, oxycodone, marijuana, cocaine, Xanax, Valium, PCP and methamphetamine. The tests are importunate and are similar to a close pregnancy test, according to McCloud.

The tests are initially being subsidized by the agency of dint of. state funds, but McCloud said organizers dependence to make the program self-sustainable. “A small amount of tax dollars worn out for prevention it being so that will rescue censure dollars spent later in the criminal justice system,” he reported.

Tests are available at Greenup Circuit Court Clerk Allen Reed’s office in the courthouse annex. The office can be reached at (606) 473-9869.

Tests are available in Lewis County at Lewis Circuit Court Clerk Kathy Hardy’sitting office in the courthouse. The corporation can be reached at (606) 796-3053.

CARRIE STAMBAUGH can be reached at cstambaugh@dailyindependent.com or (606) 326-2653.

what's a "positive" drug test? - Marijuana.com

admin — Wed, 19 Nov 2008 08:25:15 +0000

Yes, with limited success. I have heard of at least one case where a woman was fired from her job in Connecticut for failing a deaden with narcotics test - but the result was a "false positive." In Connecticut, there is a law that no employee can be terminated on the basis of one positive drug test result until a second standard has been performed to confirm the results of the original test (to method out instances of false positives). That woman was not given a second test, and that's why she won. But it took divers years of fighting for her to finally get that triumph.

Other than that, I have not heard of anyone fighting and winning a case in the manner of that.

Some employers are required by their insurance companies to give their employees drug tests. Employees working in "safety sensitive" jobs are required by law to submit to drug tests (like truck drivers, school bus drivers, people laboring with hazardous materials, etc). And finally, some employers accord. their employees drug tests happy because they want to.

Depending on to what you be and whether your employer is required to drug test you, you may have some options. (People working safety sensitive jobs have the fewest options because the government takes some interest in ensuring that these people aren't using drugs on the job.) If you've gone to vacation in Amsterdam, you may notify your employer of that and let him know that you may have been exposed to marijuana while widely. If your employer is willing, he may let you fall a pass for a little though after your go. But then again, he may not.

If you are asked to submit to a random drug test and you are worried you may fail, in that place are plenty of products on the market that can help you pass a drug criterion. If you go to a local headshop, you be possible to ask the the masses there which ones might drudge best - usually they act very well for people who don't smoke often.

Smooth Operator - Angry White Girl Hisses At Local Business Drug …

admin — Tue, 18 Nov 2008 18:08:51 +0000

KANAKEE, IL - Upscale, 19 year shrewd Kanakee, Illinois resident Regina Murdoch recently described her most recent job hunting foray as an “intrusive incubus of the tenth order” regarding persistent requests for pre-employment drug testing mandated by local businesses.

“This isn’t about wheter I do drugs or not, this is about intruding on my civil liberties.” Snarled Murdoch “This is the new millenia. I have complete and total control in addition my dead body, and if I want to do drugs -which I don’t but that isn’t the issue- or have being a stripper, or date infamous guys, or tell Bush to fuck over on my MySpace profile, or go topless forward the Internet, or do anything soever I want, that’s my perogative, and not at all one else’s. (Read the full post about ‘Smooth Operator - Angry White Girl Hisses At Local Business Drug …’…)

The Federal Corner: An Employer's Right to Hire and Fire

admin — Tue, 18 Nov 2008 12:41:18 +0000

Is the Federal guidance infringing on an employer’s rights to hire or fire; have power to I hire anyone I want; do I have to keep a drug user employed and pay for management?

These are still-house some of the questions that periodically are asked by employers, many of whom have had drug and alcohol programs in place for some time, but have being obliged not had to deal by positive test results or through workers seeking helper with their addiction.

To add to this confusion, on September 8, 2008, the U.S. Department of Labor, Mine Safety and Health Administration (MSHA) published in the Federal Register a proposed drug and alcohol rule for the mining industry. Although this rule stated that drug and alcohol testing procedures would generally advance those of the DOT rule (49 CFR Part 40), there were some differences in a number of policy requirements. One of these was that when a miner had a defilement (positive test, refusal, etc.) and subsequently successfully completed treatment, the employer was obligated to return the individual to employment. In other words, the employer would have to return the miner to safety-sensitive work after the first violation of the rule.

This proposal, and please list of items – this is just a proposal at this point, triggered many comments from mine operators expressing concerns that this was an breach on their company authority related to personnel action and hire/fire authority. Many mining operations also employ drivers who come under the authority of the Federal Motor Carrier Safety Administration (FMCSA) and some are wondering if this proposal inclination somehow overflow into FMCSA regulations.

At this instant, the only solidify regulatory requirement addressing drug and alcohol violations and employer personnel actions – other than for Federal agencies – is the DOT Part 40 rule. Most of which is required from the employer is spelled out in Subpart B-Employer Responsibilities. Granted, the rule is complex and once hard to understand – on a level though it was one of the first Federal rules written in “plain English”. There are a lot of requirements that an employer has to meet and these often seem to be stringent and confining on what actions employers can support a character.

Believe it or not, nowhere in the rule is there any requirement that has a direct impact on the employer’session decision to hire, stir up, fire, etc. Lets look at the whole employment action – within the transportation industry - and see what is really root asked of the employer. A dubious issue to preserve the memory of is that wholly of these regulatory requirements affect only those individuals who are applying for or are working in safety-sensitive (SS) positions.

In the pre-employment process, DOT requires a negative drug test for applicants who decision be performing SS functions. Nowhere in the rule text does it affirmation you may not hire the individual; it states that you may not use that individual in a SS position until there is a negative pre-employment test result.. An applicant is required to sign a set at liberty form to warrant you to obtain drug and alcohol testing knowledge from previous employers. If the applicant refuses to sign you can still hire that individual, but you cannot use that person in a SS position.

When an employee who is working on account of you violates the rules, you are required to dislodge the individual from SS duties. Again, there is in no degree rule requirement that this individual be terminated from your employment. Another frequently asked question is related to employer responsibility to provide treatment following a violation. Section 40.289 is clear: “As an employer, you are not required to provide a SAP evaluation or any subsequent recommended education or treatment for an employee who has violated a DOT drug and alcohol regulation.”

Generally, there is a stand by part to that question and that is who pays for SAP evaluations. Again, Part 40 is clear on that; Section 40.289 continues by means of: “Payment for SAP evaluations and services is left since employers and employees to decide and may be governed by existing management-labor agreements and health care benefits.”

And finally, the question of returning someone who violated the rule back to employment. DOT does not insist upon an employer to return that individual to employment or to SS duties. It is entirely an employer’s option based on visitors policy. In fact, if an employee does not elucidate progress in treatment, DOT provides the employer an open-ended option in Section 40.301: “As the employer, following a SAP report that the employee has not demonstrated successful compliance, you may take personnel action consistent with your course of action and/or labor-management agreements.”

Bottom Line: All personnel actions (hire, light, suspension, promotion, etc.) are at the employer’s option. DOT does not mandate some of these functions. True, they be favored with established criteria for SS positions in the transportation industry based on safety and protection of the traveling public. These criteria only control who and when an individual can perform these SS functions – all personnel actions are in your hands.

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Montana Schools Warm to Random Drug Testing | Missoula | New West …

admin — Tue, 18 Nov 2008 03:09:42 +0000

Across the state thousands of schools, including a handful in Montana, have adopted random drug testing for students. Just this fall, Colstrip and Anaconda implemented random testing policies for extracurricular activities, while here in the Flathead, the Whitefish exercise district has looked into a similar plan, and is subdue considering it. Meanwhile, the district has implemented a suspicion-based policy that applies to all students, not just athletes.

Whether shifting to random testing or other methods, it’s clear that school officials are actively looking in obstruction to new ways to contend against what they perceive as a growing mix with drugs puzzle, and the trend is picking up steam in Montana.

Thus far, Whitefish Superintendent Jerry House has been pleased with the results of the suspicion-based policy. House said only four students in the whole district, including a third-grader caught smoking marijuana, were disciplined under the new management through the first quarter of the gymnasium year, which ended on Nov. 5. That number is less than a quarter of last fall’s total of 18.

“Am I saying (drug and alcohol use) has stopped? No. I don’t care what high school you’re in, that’s going to continue,” House said. “But now there’s greater degree of teeth in the government: Whitefish school district’s not going to put up with it. So yeah, you should have a lower number. I would sure hope in this way.”

The Whitefish instruct board approved the suspicion-based policy in August, while tabling a proposed random testing policy for students involved in activities. With the suspicion-based program, a student who is suspected of drug or alcohol use is called into a meeting by one of four trained interventionists at Whitefish High School: the activities director, principal, school nurse and assistant principal.

If the interventionist, who has been trained to identify signs of intoxication, concludes that reasonable suspicion exists, then the student’s parents are asked if a drug test can be administered. If the parents refuse, then the scholar is automatically suspended for three days on first offense. A pupil who takes and fails the test enters counseling but is not suspended. Additional offenses result in suspensions.

“The pompous difference is that we wanted to make different our student culture where it’s not OK to beverage and it’s not OK to do drugs, but keep in mind the school cares about you,” House said.

House said he has heard little complaint over the policy, though the district’s random testing proposal last spring was met with considerable opposition. House said the school is still discussing that policy, but not actively pursuing it at this time. But other Montana schools are, following in the footsteps of schools around the country that have taken advantage of two significant U.S. Supreme Court rulings.

In 1995, the Supreme Court ruled that schools have the right to randomly test athletes, even if they are not suspected of drug or alcohol use. Then in 2002, the court expanded its speech to contain all voluntary activities like cheerleading, band and war of words. Following those rulings, thousands of schools around the nation have implemented random testing for students in activities, often with the federal pecuniary aid.

Since 2003, the Department of Education has awarded $40 million in grants to implement or expand random testing policies in schools, and the Bush Administration has also set aloof millions more for similar grants, according to the Office of National Drug Control Policy.

This fall, Colstrip and Anaconda joined a short list of Montana schools that subsist under the necessity random testing for students in extracurricular activities, while Butte has considered it. Anaconda’s Superintendent Tom Darnell worked previously in Missouri where he said many schools already be favored with random testing. He believes the system is long overdue in Montana.

“In my opinion, there’s not a school district in the state that shouldn’t have this rule,” Darnell related. “There’s everything to gain from this and nothing to lose.”

Darnell conceded that the process is not cheap. Anaconda receives no federal grants and pays for the testing through its regular package. And he related the policy has received some opposition, but countered: “The view point I take with parents is if your child is using drugs, why would you not want to know that?”

A first-time transgressor faces a 30-day intermission from activities, a second-time offender gets 40 days and hereafter the third offense means expulsion from all activities.

“Third strike you’re lacking,” Darnell said. “You’re done forever at Anaconda High School.”

Colstrip has had a random testing wisdom against extracurricular activities since 2003, Superintendent Harry Cheff said, but the district switched from using saliva samples to urine samples for high school students this year. Middle schoolers still do the saliva test. Cheff said the animal-water sample is considerably more effective.

Cheff before-mentioned several parents have expressed concern over the piss testing, but for the most part there has been little opposition. He famed that Colstrip is unique in that the major employers of the town are PPL Montana and Western Energy, that have mandatory drug testing policies. So the majority of the population, he said, is before that time accustomed to the mode of operation.

The district respects privacy issues, Cheff said. Only the curator’s bureau has access to the students’ records and law enforcement isn’t notified. Coaches are told of a kid’s unsalable article or alcohol use only in the case of suspension. Administrative officials, including Cheff, also are tested.

“I feel of it’s helped students from making unhealthy decisions,” Cheff declared. “Because during the year there’s that chance that they’re going to be picked.”

Though the U.S. Supreme Court has ruled in favor of random drug testing, local courts haven’t always been in agreement. A prominent example is Washington, to the sort of the magnificence’s Supreme Court ruled earlier this year that random medicine testing in schools isn’t allowed under the state’s constitution. Also, at the time that Montana’s three Democratic candidates for attorney general held a court of justice in Kalispell in May, cropped land candidate, including eventual winner Steve Bullock, expressed skepticism that such a policy would stand up in the state’s Supreme Court if challenged.

It remains to be seen when, and if, Whitefish will seriously consider random testing again, but controversy is sure to continue. Meanwhile, control officials in Colstrip are set to review its policy again in December, but Cheff is happy with how the program has worked so distant.

“I’ll knock upon the body wood, yet as of today we haven’ been legally challenged on this,” Cheff reported.

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Boyd explores employee drug testing

admin — Mon, 17 Nov 2008 01:41:08 +0000

Boyd County may soon join the augmenting list of Kentucky counties to pass mandatory drug testing for every part of employees.

The Boyd County Fiscal Court plans to discuss implementing a countywide drug-testing policy among its office heads to gather their input before making allowance for a policy.

The stroke of has a limited drug-testing policy on the books already, but officials seem to be confused about who is covered under it and whether it has been enforced recently.

Mike Rogers, county road department supervisor, said his department has randomly tested employees with commercial driver’s licenses for years.

Some commissioners said they are in favor of expanding the policy to all employees, especially those who operate county-owned vehicles.

“It’s a good creative if you want to do it,” said commissioner Carl Tolliver.

“It indispensably to be a model policy that fits all of us,” said Sheriff Terry Keelin. “Department heads need to meet to go over it and come to a policy that addresses what we need to address.”

Jailer Joe Burchett said he too supports a comprehensive government and said the facility used to send employees for random testing.

Keelin said his division does not wish a administration nevertheless is in need of one.

County officials did not set a epoch for discussing any proposed policy. The court’s nearest meeting is Dec. 2.

CARRIE STAMBAUGH can be reached at cstambaugh@dailyindependent.com or (606) 326-2653.