Sheet Metal Northwest Anti-Drug Program (SNAP)
Welcome to the home page for the Sheet Metal Northwest Anti-Drug Program. If you need assistance, please contact email@example.com. Email is by far the cleanest way to request support here. If you need to call, our phone number is 425.488.9755. Please reference that you need help with SNAP.
Statement on recent Marijuana Legalization Ballot Initiative I-502 by SNAP Trustees (Word doc)
Collection Site Lists and Maps
Supervisor Training (Approx. 30 min.)
SNAP DER Training May 2013 (Approx. 27 min.) This is a large streaming file - it may take a while for it to open
if you have a slow connection.
If you are a Designated Employer Representative you can find out if a worker is O.K. to Work by clicking on the blue ROSTER MANAGEMENT button Roster Management
Drug Test Results on the top right of this screen. Random selections are located there also.
Click to open - then save or print
SNAP Test Authorization - Word
SNAP Test Authorization - Adobe PDF
Inland Northwest SNAP Admin Guide 12-18-2017 - Local #55 MS Word
Appeals Procedures adopted 10-24-06
Last Chance Agreement Sample - MS Word
What Happens When You Test Positive - Chart - Adobe
SNAP Medical-Marijuana FAQ - Adobe
SNAP Frequently Asked Questions (FAQ)
An employee claims he has been randomly selected too many times!
Just by the random nature of these selections, some participants will be selected by the computer more than once a year, while others may go longer than one year before being selected. The fact that anyone can be tested on any day makes random testing an effective deterrent. The SNAP program tests at a 100% random rate, so being tested once a year is only average.
Delays in getting results for new apprentices and new material handlers?
Companies are still experiencing a delay in getting results for new apprentices and new material handlers. The SNAP program has been receiving complaints from DERs that Local #66 and #55 are dispatching new workers who haven’t had “baseline test” or have had a test but are not listed in database. This problem appears because until a name appears in the Union's database, there is nothing to match test results to. So, SNAP must contact the Local Union (or company if it is a non-bargaining worker) to get name entered. Pragmatically, new workers can expect a 48-hour turn-around time for the entire process even though test results are received within 24 hours.
Do "medical-marijuana" laws impact company safety policies?
The Program Administrator's response is slightly too long to fit in the FAQ format. See the document list above "SNAP Medical-MJ FAQ."
Does SNAP allow a post-accident drug/alcohol test to be performed or collected at a medical clinic, or hospital that is not on the list of approved SNAP collection sites?
Yes, a post-accident drug/alcohol test may be performed or collected at a medical clinic or hospital that is not the list of SNAP-approved collection sites provided that this is where medical treatment for the injured worker is received AND the facility's test meets the federal standards required by the SNAP program.
This exception applies to post-accident testing situations only. Remember that “instant drug tests” and/or urine alcohol testing are NOT allowed by SNAP as they do not meet federal (DOT) standards.
SNAP requires that first aid and/or medical treatment always take precedence over the drug/alcohol test. In many on the job injury incidents, the treatment facility may have the ability to perform the drug test collection and a federally approved breath or saliva alcohol test. This procedure should help to minimize the extra travel and waiting time for the injured worker while still maintaining the integrity of the SNAP testing program.
If the facility has this ability, and is willing to do so, here are options for how to do this:
1. Furnish the facility with the following pieces of information for recording on their forms:
SNAP’s LabCorp Account Number: 092049 Non-DOT;
SNAP’s PacLAb/PAML Account Number: PA2192 Non-DOT;
SNAP's MRO contact information: Dr. Dee J. McGonigle, Drug Free Business, 18912 North Creek Parkway, Ste 202, Bothell, WA 98011 Phone: 866-448-0651 Fax: 425-489-0832.
Make sure your company name is added to all custody and control forms.[This information can be taken from the collection site information at the top of the standard SNAP Drug Testing Authorization Form which is available in the SNAP Documents section.]
2. In unusual situations, if no pre-printed forms are available, always require that federal collection procedures be followed and that the above information is recorded on all documentation.
3. Instruct the facility to directly bill your company for the collection fees. You may forward the testing invoice to Drug Free Business when you receive it.
How do I sign on to and use the new SNAP website to see results or check O.K. to Work?
You can click on the existing links at the top of the SNAP home page or go to http://www.drugfreebusiness.org/rmw . Detailed instructions on how to use the website are available or call Drug Free Business 800-598-3437.
How does a drug test that is required and performed by a General Contractor affect the "O.K. to Work" status?
A general contractor, or project owner may require additional testing that is outside of the SNAP program as a contract condition or condition for entering the job site. These additional tests are allowed under the SNAP program. Because these tests are often so- called instant tests, and have been performed outside of the SNAP guidelines, they cannot be used to replace a test required under the SNAP program.
However, information received from outside the SNAP program, e.g. a recent failed test, may be used by an employer in making a reasonable-suspicion test decision under the SNAP program. See FAQ "What should a SNAP employer do if notified by a general contractor that one of our employees has failed one of these instant tests or any other test under the general contractor's own program?" below.
I have just failed a drug or alcohol test. What do I do now so I can get back to work?
Participants in SNAP are eligible to receive Employee Assistance Program (EAP) benefits through Fully Effective Employees. Fully Effective Employees, Inc. is a separate company from Drug Free Business although for purposes of this program, they will operate in a consortium. Full service, confidential employee assistance is made available to all participants, their families, and/or significant other person. Information and resources are available online at http://www.fee-eap.com.
Participating employees with substance abuse problems are encouraged to obtain confidential help through the Employee Assistance Program before they are lottery selected. They will be assisted and referred to an appropriate treatment program if needed. In most cases today, substance abuse treatment is handled on an out-patient basis so that an employee is not required to miss any work.
Voluntary self-referrals or referrals by family and concerned co-workers are always treated confidentially by the Employee Assistance Program. Employers, union officials, and the program administrator are not notified.
The EAP is an integral part of this program. When a participating employee fails a drug/alcohol test or otherwise becomes not o.k. to work under this program, the administrator will confidentially notify the EAP and make drug testing results available on request to speed up the assessment and return to work process.
If you have tested positive, i.e. failed or refused to take a drug or alcohol test, you must contact the EAP as soon as possible to arrange for an assessment.
Fully Effective Employees (EAP)
425-454-3003 or 1-800-648-5834
Please see the “What happens when you test positive chart” in the SNAP Documents.
The EAP will complete the assessment and make a recommendation. You may be referred to educational, counseling and/or treatment resources. If the assessment determines that you have no significant problem, the EAP may authorize your return to work. However, in either case the EAP serves as a gatekeeper and must authorize your return to work after determining that you are compliant with their recommendations. In addition, you must successfully pass a return-to-duty drug/alcohol test before returning to work. Your EAP counselor will give you instructions for this test.
Once you have returned to work, the EAP counselor will remain in contact with you in case you need additional or specialized help. You will also be subject to follow-up testing for a period of two years after returning to work.
Remember, you must take the first step: Call Fully Effective Employees at 425-454-3003 or 1-800-648-5834.
What happens if a worker doesn't appear for collection with 24 hours of notification?
The answer to this question is found in the Admin Guide on page 13 (Failure to appear for collection within the time limit). The program administrator (DFB) should be notified and then you would immediately suspend the worker and refer him/her to the Employee Assistance Program. Use common sense in making this determination. Keep in mind that many of the collection sites have limited hours and may not be convenient considering the particular employee’s hours or remote location, so schedule your date and time of notification accordingly.
Administrative Guide - Page 13
A refusal to test is treated like a positive test. Employees who refuse to take a drug or alcohol test, or appear for testing will be treated as if the test was positive. The following is considered a refusal to test:
Collectors will follow the “shy bladder” collection procedures outlined in the Urine Specimen Collection Handbook for Federal Workplace Drug Testing Programs, which provides for the donor to drink 8 ounces of fluid every 30 minutes up to a maximum of 40 ounces or until the donor has provided a sufficient urine specimen, whichever occurs first.
Because DERs (employers) may choose any day during the month to notify a specific worker that he/she has been randomly chosen and must appear for collection, the program administrator (DFB) has no way of knowing whether the worker showed up within 24 hours. Therefore we must rely on you to report this to us whenever a worker blatantly ignores your instructions to report for a required test. You can verify the date and time of collection from information received from the Medical Review Officer (MRO).
Here are some addition things to keep in mind (from Random Selections Instructions)
Please give the SNAP Administrator a call if you need additional information or clarification.
What should a SNAP employer do if notified by a general contractor that one of our employees has failed one of these instant tests or any other test under the general contractor's own program?
This information alone is not sufficient to change a worker's status to Not O.K. to Work.
However, this information is more than sufficient to trigger an immediate reasonable suspicion drug test under the SNAP program. The results of the SNAP drug test will determine the workers future status.
Since the general contractors do not report these incidents to the SNAP Administrator, it is critical that DERs and supervisors follow through with a reasonable suspicion test as soon as possible. Simply reassigning the worker to another project at another job site without resolving the issue will increase your liability risk.
Supervisors, managers, or Designated Employer Representatives should contact the program administrator firstname.lastname@example.org if you have additional questions or need clarification.
What should I do if my employee was randomly selected but isn't currently working for us?
SNAP requires that employees randomly selected for a drug test in any particular month have the specimen collected during that month. (Remember that once notified, the test must be completed within 24 hours). The random selections database gets its information from both the Local #66 and Local #55 workers database. If a worker has been laid off, terminated or released without notifying the Union, sometimes this data may be out-of-date.
As an employer (DER), if you reasonably believe that the selected worker will return to work for you in the near future, simply keep the fact of his selection confidential until he returns to work - and test him then. This should take care of situations where a worker is temporarily off work due to injury, illness, vacations, out-of-state assignments, etc.
If you reasonably believe that he/she will not return to work for you in the near future, then you should go to the roster web site www.drugfreebusiness.org/rmw and change his/her status from "Hired" to "Terminated". This will remove your company from responsibility to perform the random test on this worker who is no longer employed by you.
Where is my check??
The wellness benefit checks will be mailed out once per month. Thus a worker who is tested just after checks are mailed could experience a delay of 4-5 weeks until the next batch is mailed out. Please allow for a few days for postal delivery to your residence (as recorded by your Local Union).
Please note that checks are issued for baseline and random tests but NOT for unannounced tests that are required as part of the EAP/return to work obligations for up to two years following a failed test. Post-accident and Reasonable Suspicion tests conducted during work hours do not generate a check either.
Bargaining workers with out-of-area dispatch cards who are working for out-of-area contractors outside of the SMACNAWW jurisdiction when they are tested are not eligible for wellness checks.
Checks may also be delayed for the following reasons:
Bargaining workers with out-of-area dispatch cards are eligible to receive wellness checks only if they are actively working in the SNAP jurisdiction when they are tested.
In accordance with the SNAP Admin Guide, only Local #66 workers are eligible to receive this payment.
We may have a few checks that have been returned because of "unable to forward" etc. If you believe that your check is missing, please call the SNAP Administrator.
Why is my company getting $100 invoices for some employees in the SNAP program?
If you registered a non-bargaining employee as a Designated Employer Representative (DER), your company has been invoiced for the $100 fee. In addition, you will be invoiced for your non-bargaining supervisors and managers who are required to participate in the program as described below.
The Trustees have agreed that any non-bargaining workers required or voluntarily placed in the SNAP program would cost each employer $100 per year. (Subsequent years are invoiced at $65 per non-bargaining employee). This is to cover the cost of the drug test(s) administration, and full EAP benefits. Pages 5 and 6 of the Administration Guide state:
This program applies to all bargaining unit members represented by Local Union 66 and 55 of the Sheet Metal Workers’ International Association under the Collective Bargaining Agreement with Sheet Metal and Air Conditioning Contractors National Association (SMACNA) - Western Washington, SMACNA Inland Empire, and others.
Non-bargaining employees (required): Testing will be required of all non-bargaining employees (including owners) who meet ANY of the following categories or descriptions:
Additional bargaining units may be included in the program at a later time.
Why is the status listed as "NOT O.K. to Work" - and/or "No Search Results" and/or there is no date in the "Last Status" box?
This system can only report results for valid and correctly matched social security numbers. In order to see a worker's stutus, a valid social security number and/or name must have been used, and the worker must be in the system. Some reasons for not having testing results reported in the system are:
If you are a DER or Backup DER and need help resolving this, please contact Drug Free Business. Many times this is simply a data entry error, and the SNAP system actually is working just as it should be working.
What do I do if I see an employee drinking or drugging while they are on-site? Can I fire them on the spot?
A. Since the employer would have no “proof” it was a prohibited drug, or it was alcohol, just firing the person would subject them to union challenges. Instead, an observation of use is a “fact” justifying a reasonable suspicion test as per the Administrative Guide.