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rehabilitation through a last -chance agreement. Any such last -chance agreement shall <br />include a provision for random drug testing for two (2) years from the date of the <br />agreement, and successful completion of any treatment program recommended by a <br />healthcare professional. The employee shall be responsible, through his insurance or <br />otherwise, for the cost of the random testing and treatment program. Under no <br />circumstances shall an employee be allowed to return to work prior to receiving a negative <br />test result. <br />17.2 Refusal of a last chance agreement: If an employee is offered an opportunity to enter into <br />a last -chance agreement and refuses to do so, the employee will be immediately terminated. <br />17.3 Treatment program requirements: Employees who have been provided with an opportunity <br />to enter into a treatment and/or rehabilitation program as part of a last -chance agreement <br />must meet all requirements of that program including any required aftercare. Failure to <br />follow or complete the treatment and/or rehabilitation program or a subsequent positive <br />confirmed drug test will result in immediate termination of employment. <br />17.4 The employee or job applicant who receives a positive confirmed test result may contest <br />or explain the result to the Medical Review Officer (MRO) within five (5) working days <br />after receiving written notification of the test result. If an employee's or job applicant's <br />explanation or challenge is unsatisfactory to the MRO, the MRO shall report a positive test <br />result back to the employer. The drug test result may be contested pursuant to law or to <br />rules adopted by the AHCA. <br />18.0 Reporting of Use of Medication: Employees and job applicants may confidentially report the use <br />of prescription or non-prescription medication to the MRO through the Fire Chief, or his or her <br />designee, both before and after having a drug test. <br />19.0 Notice of Common Medications: A list of the most common medications by brand name or <br />common name, as applicable, as well as chemical name, which may alter or affect a drug test, is <br />attached. Employees and job applicants should review this list prior to submitting to a drug test. <br />20.0 Medication Information: An employee or job applicant may consult with the Employer's MRO <br />or the testing laboratory for technical information regarding prescription and non-prescription <br />medication. <br />21.0 Drugs to be Tested <br />21.1 Drug testing may be required for any or all of the following drugs: <br />1. Alcohol, including distilled spirits, wine, beer, and intoxicating liquors; <br />2. Amphetamines; <br />3. Cannabinoids; <br />4. Cocaine; <br />5. Phencyclidine (PCP); <br />6. Hallucinogens, as approved by the Florida Administrative Code; <br />7. Methaqualone; <br />8. Opiates; <br />9. Barbiturates; <br />10. Benzodiazepines; <br />78 <br />