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FOIA Number: 2006-0462-F
FOIA
MAR~~LR
This is not a textual record. This is used as an
administrative marker by the William J. Clinton
Presidential Library Staff.
Collection/Record Group:
Clinton Presidential Records
.Subgroup/Office of Origin:
Speechwriting
Series/Staff Member:
Terry Edmonds
S.ubserics:.
OA/ID Number:
10989
FolderiP:
Folder Title:
WH Employee lnfom1ation
· Stack:
s
Row:
Section:
Shelf:
Position:
0
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�, **
JAMES T. EDMONDS
**
EXECUTIVE
OFFICE
OF
THE
PRESIDENT
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Employee Orientation Packet
Serviced
by the Personnel Office
Office of Administration
Washington, D.C. 20503
PRESERVATION
PHOTOCOPY
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�E~utive OJfia of the PresUfent
OfJict of Aifministmtiott
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Benne~
.
Persannd Management SpeciaftSt
- - - - - - -- --- ----
PROGRAM
For caring, confidential professional
counselmg help, call-
fusonnd' Ma.t1a9emtnt Division
725 17tli. Street, N.W.
V\.bsfi.iT19ton, D. C. 20 503
- --··--- ------ ·-
XuR EMPLO+;;E ASSISTANCE
202/395-1299
fM 202/395-5608
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���EXECUTIVE OFFICE OF THE PRESIDENT
1996 PAY PERIODS
REVISED
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�EXECUTIVE OFFICE OF THE PRESIDENT
1996 LEAVE CALENDAR -REVISED
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1996
LEAVE
PERIODS
Pay.
Period
Codes
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Jan 14
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OA Form 60, March 1996
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Martin Luther King's B'day ... January 1:5, 1996
Veterans' Day . ... ... .. November 11, 1996
President's Day ....... .......... February 19. 1996
Thanksgiving Day . . ' ... November 28, 1996
Memorial Day ........... ................. May 27, 1996
Christmas Day .. . . .... December 25, 1996
Independence Day ... ................... July 4, 1996
New Year's Day
Labor Day .......
......
.......... September 2, 1996
Columbus Day .... ............... October
1,4,
1996
....
.. January 1, 1997
Martin Luther King's B'day .January 20, 1997
�THE WHITE HOUSE
WASH IN G.TO.N.
,·
I
October 10, 1995·
MEMORANDUM FOR,ALL EXECUTIVE OFFICE OF THE PRESIDENT EMPLOYEES
FROM:
SUB'jECT:.
JODIE R. TORKELS
ASSISTANT TO T
FOR.MANAGEME
sexual
~-
.
ISTRATION
Prevention Policy and Pamphlet
The'Executive Office of the President (EOP) does not condone
nor tolerate discr~ination based·on race,'.color~ religi~n,
sex (including. sexual harassment), national origin, age
(40 and over), ·mental or physical disability, or sexual
orientation in ~ny. of its per-sonnel polici~s, practices
and operations. As part of ou~ continuing efforts to.
prevent discrimination, we periodically remind employees
of our anti-discrimination· policies through the i.ssuan·ce
of policy statements. with this memora:ndum,_we'are' specifically
· reaffirming our. policy
on the prevention
of sexual
h~rassment.
.
)
.
'
.
sexual harassment, as defined by the Equal Employment Opportunity
Commissionand for the purposes of the.EOP, is: unwelcome sexual
advances, requests for sexual.favors, and other verbal or
.
physical conduct of a sexual n~ture when:
(1) submission is.made
.explicitly. or implicitly'a terin or condition.o~ an individual's
employment;/ (2) submission to or rejection, of such conduct by an
individual is.used as the·basis for employment decisions·
·
affecting s,uc~ individual; or (3) such conduct has the purpose or
effect. of unreasonably interfering with an individual's work .
. performance or' creating an in~imiciating, hostile, or offensive.
working _environment.
.
.
.
.
All EOP employees_have a· responsibility to assist the EOP in
~ddressing and eliminat.ing ·~ny sexual harassment~
-T.o that .end·, we have attached ari EOP 'pamphlet entitled
"Preventi~g and·Addressing sexual Harassment" !'or your
refere~ce.
·We encourage you to read. the pamphlet to become
more familiar with what constitutes sexual harassment and .
. approaches for addressing and. preventing it. Additi~nally,.
our E:qual Empl_oyment ·Opportunity Officfi! · (EEO), Office of
·1
. Administration, will con~inue to periodically sponsor sexual
· ·. harassmen~. prevention briefings .and has available videotapes on
·the s.ubject. For. more information/ pleas.e call Sha.ron Solomon, . EEO Director, OA, on 395.;.3996.
~preventing,
At.tachment
�\'
'I
THE WHITE HOUSE
WASHINGTON
.EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
EXE9UTIVE OFFICE OF THE PRESIDENT
The President is committed to en'suring equal~ ~ployment
opportunity for all Executive Office of the President (EOP)
employees. ·Equally·as important, the President is committed to a
goverriment that is' ,free of discrimination and which reflects the
diversity of this na~ion.
·
This statement reaffirms the policy of the EOP prohibiting
discrimination and sexual harassment. The EOP does not
condone.nor tolerate discrimination.based on ra:ce, color,
.
national origin, sex (including sexual harassment), religion, age
(over 40), disability oi sexual orientation,· in any of.its.
personnel policies, · practices, and operations.·.
·
unla~ful
'All EOP.agency heads a~d employees. have a ~esponsibility to
uphold this policy. Each employee must be personally accountable
for ~is or' .her performance in ensuring and promoting equal
opportunity principles and in recognizing diversity as a source
of strength for the EOP. -'Moreover,· managers and· employees alike
must work together to ensure a workplace free of discrim~nation
and sexual hara~sment. . .
.
'
In· gen~ral terms, unlawful discrimination'. involves improperly . •
making employment decisions or carrying out actions based on the
factors ·listed above. Discriminatiori·on the basis of sex
includes .sexual harassment.· Sexual harassment, as defined'by the
Equal Employment Opportunity Commission and for the purposes of
the EoP; . is: · unwelcome sexual advances, requests for sexrial
favors, and other verbal or physica+ 1 conduct of a seXual nature
- when:
(1) submission is made ·explicitly or implicitly a term or
condition of ·an individual's employment; (2) submission to or
~ejection of such conduct by an individual is used as the basis
for employment decisions.affecting ·such individual; or (3) such
conduct has·the purpose or effect of unreasonably interfering ·
·with an individual's work performance or creating an
intimidating, hostile, or offensive workl:ng env'ironment.
1
while everyEOP employee may raise claims of discrimination·
and/or se;xual harassment; employees' rights, responsibilities,·
·appeals; .and remedies· may vary. If you believe that you have··
been discriminated against or sexually ·harassed, you may pursue
an . equal employment opportunity claim. You should. be aware that
the timefra.Iiles for raising claims vary for.EOP employees' from 45
to 180-calend~r days-from the alleged discriminatory event.
�'
I
( .
r
If you have any
'raising a claim
Sha~on Solomon,
.Adm1nistration,
questions about the process and timeframes for
or. would like more info~ation, please contact
Equal Employment. opportunity Manager, Office of
Executive Office of the President, at (202) 395~
'.
i.
3996/TDD: 395-1160.
.)
�'
/
A Ghild_ Oevelopment ·
Center
Sponsored by: ' .
*
·* Bank
Export-Import
..
' *
.
Deparcrr1ent of the· Treasury
· Executive Office of the President
-·*
.
. Department ofVeterans Affairs·
Programs for children three months to five years of age:
7:00am-7:00pm ·
1425 New York Avenue, NW
. *
.
.
Forinfo~~tion and applications, c~U V~S. Kids it (202)233-1623 ....
''
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.
~
'K*I*D*S
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February 1995
. ·Facilities Managemen_t Division, Ext. 5-2335
Notice to all Executive Office ofthe·President Employe'es
ec
•
IN THE .EOP COMPLEX·
The Office of Administration, Facilities Management DiVisio~ administers a recycling program for aluminum cans, newspapers; and'office wastepaper in the E<;'P
complex, which iJ:lcludes the vyhite _House East and West Wmgs, Old and New
Exerutive Office Buildings, Wmder BuildiTig and Jackson Place· Townhouses. For
this program.to be successful, we need your cooperation.·
'
U~contaminated office wastepaper collected in the complex is ~cled and used to
produce, new paper products. To assist in the.recycling prog:i-am, please. use .a sep. arate wastebasket in your .office· for non~paper waste, ·such· as plastic, styrofoam
products, paper.clips,_c;Iamps, ~and_ pencils, etc. Custodi~ personnel Will keep
non-paper waste separate •from the recyclable office wasteJ?aper. If necessciry, addi. tlonal wastebaskets are available' fi-6m tile"supply stores. .
.
.
al~Ull1 cans~shbtiiiJ~ dep6~it~~ik
··
1
.
des~
collection c6ntainers
Newspapers and
ignated for these items. Collection. containers are located in common areas such
restrooms or corridor vestibti.Jes ..
Thank you for participating in the EOP's recycling program.
Office of Administration, Facilities Management Division
as
,
�.----------------------------------
Clinton Presidential Records
Digital Records Marker
••• "'*
ws
•••
&lWA
iii
t
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This is not a presidential record. This is used as an administrative
marker by the William J. Clinton Presidential Library Staff.
This marker identifies the place of a publication.
...
NOM
•
-
MifMH
Publications have not been scanned in their entirety for the purpose
of digitization. To see the full publication please search online or
visit the Clinton Presidential Library's Research Room.
.M
��:.
Executive Office of the President
Drug-Free Workplace Plan
July1988
(as amended December 1992)
�I.
A~
INTRODUCTION
Background
Executive Order
established the goal
Executive order made
employees to refrain
(E.O.) 12564 of September 15, 1986,
of a Drug-Free Federal Workplace. The
it a condition of employment for all Federal
from using illegal drugs on or off-duty.
Congress passed legislation on July 11, 1987, affecting
implementation of the Executive Order in an attempt to establish
uniformity among federal agency drug testing plans and to
centralize the oversight of the Federal Government's drug testing
program. (Section 503 of the Supplemental Appropriations Act of
19.87, PUblic Law (P.L.) 100-71, 101 Stat. 391, 468-471, codified
at 5 u.s.c. S 7301 note (1_987) .)
B.
Policy
In keeping with the Executive Order, the agencies of the·
Executive Office of the President (EOP) are concerned with the
we11-beirig of their employees and the successful accomplishment
of agency missions. The purpose of the EOP Drug-Free Workplace
Plan (Plan) is to offer a helping hand to those who need it and
to set forth objectives, policies, procedures, and implementation
guidelines in order to achieve a drug-free federal workplace •.
Moreover, as a policy, the Plan recognizes that each EOP
agency shall not expend appropriated funds, unless it has in
place, and continues to administer in good faith, a written
poliey designed to ensure.that all of its workplaces are free
from illegal use, possession, or distribution of controlled
substances by the officers and employees of the agency.
The Plan recognizes the unique roles of the EOP agencies and
their staffs, as well as the compelling obligation to achieve a
drug-free environment for the sensitive work that is performed by
all of the EOP units.
A successful drug-free workplace program recognizes the
importance of informing employees of the hazards of drug use and
providing assistance to those suffering from illegal drug use.
Every employee is assured that personal dignity and privacy will
be respected in reaching the goal of a drug-free workplace.
The policy, therefore, is to create a totally drug-free
workplace, educate supervisors, and assist employees.
�-
c.
2 -
Scope
At this time, the EOP consists of the White House Office,
Office of the Vice President and sixteen (16) agencies or
components that have a close relationship to the work of
the President of the United States. These agencies provide
day-to-day operational support to the President in the following
major areas:
1.
Managing the Presidential decision-making
processes to insure that the President receives
the widest possible.range of options;
2.
Helping the President plan and set priorities,
monitoring ~nd evaluating progress toward reaching
the President's objectives, resolving conflicts
among subordinates, and assisting in crisis
management, especially in.national security
matters; and
3o
Managing the federal budget and coordinating
Administration positions on matters before the
Congress.
As required by P.L. 100-71, the EOP submitted a drug-free
workplace plan which was duly certified on May 3, 1988, as
meeting the requirements of that statute and E.O. 12564.
Specifically, the Plan currently covers the following entities:
Council of Economic Advisers
Council on Environmental Quality
Executive Residence
National critical Materials Council
National Security Council
National Space Council
Office of Administration
Office of Federal Procurement Policy
Office of Management and Budget
Office of National Drug Control Policy
Office of Policy Development
Office of Science and Technology Policy
Office of the u.s. Trade Representative
Office of the Vice President
President's Foreign Intelligence Advisory
Board
President's Intelligence oversight Board
Vice President's Residence
White Bouse Office
�- 3 -
D.
Authorities
1.
Executive Order 12564, Drug-Free Federal
Workplace; ·
2.
Executive order 10450, security Requirements for
Government Employment, as amended;
3.
section 503 of the supplemental Appropriations Act
of 1987, P.L. 100-71, 101 Stat. 391, 468-471,
codified at 5 u.s.c. S 7301 note (1987);
4.
Scientific and Technical Guidelines For Drug
Testing Programs, .. Alcohol.,.. - Drug ,.Abuse.. and. Mental . ·
Health Administration (ADAMHA), Department of
Health and Human Services (HHS), as amended;
5.
Standards.for Certification of Laboratories
Engaged in Urine Drug Testing for Federal
Agencies, ADAMHA, HHS, as amended;
6.
Civil Service Reform Act of 1978, P.L. 95-454;
7.
42 C.P.R. Part 2, establishing requirements for
assuring the confidentiality of alcohol and drug
abuse patient treatment records;
8.
The Privacy Act of 1974 (5 u.s.c. S 552(a)),
prescribing requirements governing the
maintenance of records by agencies pertaining
to the individuals and access to these records
by the individual(s) to whom they pertain;
9.
Federal Employees Substance Abuse Education and
Treatment Act of ~986, P.L. 99-570;
10.
Office of Personnel Management, Federal Personnel
Manual (FPM) Letters 792-16 (November 28, 1986),
792-17 (March 9, 1987), and 792-18 {December 30,
1988) setting forth guidelines for Federal
civilian agencies in establishing a drug-free
workplace ptirsuant to E.O. 12564;
11.
FPM Chapter 792, Federal Health and Counseling
programs, providing guidance to Federal agencies
in establishing alcoholism and drug abuse programs
(subchapter 5) and employee counseling services
programs (subchapter 6) for Federal employees with
alcohol or drug problems; and
�-
E.
4. -
12.
FPM supplement Chapter 792-2 providing quidance
for developing and maintaining appropriate
prevention, treatment programs and services for
alcoholism and drug abuse among Federal employees.
13.
Section 628 of the Treasury, Postal Service and
General Appropriations Act of 1989, P.L. 100-440,
as amended.
Delegation of Authority
Except where specifically prohibited in this Plan, the
responsibilities of an EOP agency head, ... set .forth herein,. may be
redelegated to another official/employee of the same EOP agency.
The head of each EOP agency hereby delegates to the Director,
Office of Administration (OA), those operational
responsibilities, as described herein, that will be performed
on a centralized basis as a service to all EOP agencies.
F.
Presidential Transition
Due to the large number of people assuming government
positions at the EOP during a change in administration, for
whatever reason, it is impractical to test all of them prior
to their appointments. The Plan recognizes this fact and makes
special provisions as set forth in Section IX.C.
G.
savings Clause
. To the extent that any of the provisions ~f this Plan ~re
determined to be·inconsistent with applicable federal court
decisions or changes to statute or executive order, the
remaining, unaffected provisions are intended to remain in force
until such time as a formal amendment is made to the Plan which
modifies them.
�- 5 -
II.
DEFINITIONS
A.
Abeyance Contract means an agreement entered into by an
.employee consenting to the terms of a drug treatment program
and drug testing schedule.
B.
Applicant means any individual tentatively selected for
employment with an EOP agency to a position designated as a
Testing Designated Position (TDP). It includes any employee
in an EOP agency who bas tentatively been selected for a
TOP and who was not, immediately prior to the selection,
employed in a TOP.
c.
Detailee means · an employee . serving ... a ...temporary. assignment
from one Federal agency to a different position or set of
duties within the EOP for a specified period of time.
There is no formal position change; officially, the employee
continues to hold the position from which detailed and keeps
the same status and pay.
·
D.
Drug Plan Coordinator (DPC) means the individual, designated
by the Director, OA, who is responsible for implementing,
directing, administering, and managing the Plan throughout
the EOP.
E.
Employee means any individual appointed in the civil service
as described in 5 u.s.c. S 2105 serving in a position in an
EOP agency, except members of the uniformed services of the
armed forces.
F.
Employee· Assistance Program (EAP) means the program that
offers assessment, short-term counseling, and referral
services to employees and members of their immediate
families for a wide range of .problems such as job stress,
marital and family discord, alcohol and drug abuse, and
monitors the pr~ess·of employees while in treatment.
G.
Employee Assistance Program (EAP) Counselor means the
individual/employee designated by the Director, OA, with
specific duties outlined in Section Vi.B. who provides
counseling and treatment services to all EOP employees and
has direct contact with employees, supervisors, and
treatment organizations.
H.
Medical Review Official (MRO) means the individual
responsible for receiving laboratory results generated under
the EOP drug testing program (&H Section IX. ) who is a
licensed physician with knowledge of substance abuse
disorders and the appropriate medical training to interpret
·and evaluate all test results together with an individual's
medical history.
�-
6 -
I.
Illegal Drugs means controlled substances, as defined by 21
u.s.c. s·802(6) and accompanying Schedules I or V, whose use
is.not authorized by a valid prescription or by law.
J.
Management Official means an employee required or authorized
by the EOP agency bead to formulate, determine, or influence
the policies of that. Agency.
K.
Random Testing means a system of periodic drug testing of
all EOP employees who bold positions that are designated as
TOP. selection to participate in random testing is made in
. accordance with scientifically approved random selection
methodology.
L.
Employees in Sensitive Positions means:
1.
Employees in positions·designated by the EOP
agency.bead as Special Sensitive, critical
Sensitive, or Noncritical-Sensitive under
Chapter 731 of the FPM, or employees in positions
designated by the EOP agency head as sensitive in
accordance with E.O. 10450, as amended;
Employees qr.anted access- •to -information classified
2 ~.
·- ·- either secret ()r top secret or who will be granted
access to classified information pursuant to a
determination of trustworthiness by the EOP agency
bead under Section 4 of E.O. 12356;
3.
4.
5.
i
Individuals serving under Presidential
appointments;
'Law enforcement officers as defined in 5 u.s.c.
SS 8331(20) and 8401(17); or
other positions that the EOP agency bead
determines involve law enforcement, national
security, the protection of life and property,
public health or safety, or other functions·
requiring a high deqree of trust and confidence.
M.
Supervisor means an employee, such as defined by 5 u.s.c.
S .7103(a)(10), having authority to hire, direct, assign,
promo~e, reward, transfer, furlough, layoff; recall, .
suspend, discipline, remove employees or to effectively
recommend such actions.
·
N.
Testing Designated Positions (TOPs) means those positions
within each EOP agency which· have been designated for random
testing under section IX.A. of this Plan.
�- 7 -
o.
Verified Positive Test Result means a test result that has
been screened positive by an FDA-approved immunoassay test,
confirmed by a Gas Chromatography/Mass Spectrometry assay,
(or other confirmatory tests approved by HHS), evaluated by
the MRO and determined by him or her to be unjustified under
Section x.o. of this Plan.
�-
8 -
III. :EMPLOYEE ASSISTANCE PROGRAM (EAP)
A.
Function
The EOP EAP provides counseling to employees and their
families in a number of areas, including assistance in the area
of drug and alcohol abuse and treatment. In that regard, the EAP
can play an important role in achieving a drug-free workplace
in the EOP. The EAP, }lowever, shall not be involved in the
collection of urine samples or the initial reporting of test
results. Specifically, the EAP shall:
B.
1.
Provide counseling -andassistance to employees who
voluntarily admit to illegal drug use or whose
drug tests have been confirmed positive. It
monitors the employees' progress during treatment;
2.
Provide education and training to all levels of
each EOP agency on types and effects of drugs,
symptoms of drug use and the impact on performance
and conduct, on the role of the EAP with.· regard to
the drug free workplace program, and on related
treatment matters; and
3.
Ensure that confidentiality of test results and
related medical treatment records is maintained
in accordance with Section XI.
Referral and Availability
Employees with positive drug-testing results or who
volunteer for self-help will be referred to the EAP. The EAP
provides assessment, counseling, and treatment for all referrals.
The EAP is available not only to employees of the EOP agencies ·
but to the families of employees with drug problems and_ to
employees with family members who have drug problems.
In the event the employee is not satisfied with the .
suggested program of treatment, be or she may seek review by
notifying the DPC prior to completion of the program. The
decision of the DPC shall be final and shall not be subject to
further review. Regardless of the treatment program chosen, the
employee remains responsible for completion of the treatment.
Assertions that the counselor failed to consider one or more
factors in making a referral shall not constitute either an
excuse for continuing ~o use illegal drugs or a defense to any
disciplinary action as may be appropriate.
�.- 9 -
c.
.
Leave Allowance
Employees shall be allowed up to one hour (or more as
necessitated by travel time) of excused absence for each EAP
counseling session during the assessment/referral· phase of
treatment. Absences during duty hours for treatment must be
charged to the appropriate leave category in accordance with
.law and leave regulations·.
D.
Records and Confidentiality
All EAP operations shall'be confidential in accordance with
Section XI. of the Plan relating .t.o .. records and .confidentiality.
E.
Structure
The Director, OA, shall be responsible for oversight and
implementation of the EOP EAP and will provide, with the support
of the EOP agency heads, direction and promotion of the EAP.
The Personnel Management Division (PMD), OA, shall ensure a
comprehensive program by utilizing interagency agreements with
other federal agencies or contracts to acquire the EAP
professional staff and services.
�- 10 -·
IV.
A.
SUPERVISORY TRAINING
Objectives
Since supervisors have a key role in establishing and
monitoring a drug-free workplace, the OA shall provide training
to assist EOP supervisors and managers in recognizing and
addressing illegal drug use by employees. The purpose of
supervisory training is to understand: ·
B.
1.
Policies relevan~ to work performance problems,
drug use, anc:i the EOP EAP;
2.
·sow employee performance and behavioral changes
should be recognized and documented;
3.
The roles of the medical staff, supervisors, PMD,
and EAP personnel;
4.
The ways to use the EOP EAP;
s.
How.the EAP is linked to performance appraisal and
disciplinary processes; and
6.
The process of reintegrating employees into the
work-force.
Xmplementation
OA/PMD shall be responsible for implementing supervisory
training and shall ensure that all employees and supervisors are
fully informed of the Plan.
c.
Training Content
Supervisory training shall be provided to all supervisors
and may be presented as a separate program, or be included as
part of an ongoing supervisory training program. Training
shall be provided as soon as possible after a person assumes
supervisory responsibility. Training programs should include:
1.
The Drug-Free Federal workplace policy;
2.
The prevalence of various employee.problems with
respect to drugs and alcohol;
3.
The EAP approach to handling problems; ·
�- 11
~
4.
How to recognize employees with possible problems;
s.
Documentation of employee performance or behavior;
6.
How to approach the employee;
7.
Bow to use the EAP;
a.
Disciplinary action, and removals from sensitive
positions, as required by Section S(c) of the
Executive Order;
9.
Reintegration of employees into the work-force;
and
10.
Written Materials which the superv'isor can use at
the work site.
�- 12 V.
A.
EMPLOYEE EDUCATION
Objectives
OA/PMD shall offer drUg education to all employees.
education should include education and training on:
1.
Types and effects of drUgs;
2.
Symptoms of drug use, and the effects on
performance and conduct;
3.
The relationship·of the EAP to-the drug testing
program; and
4.
B.
·Other relevant treatment and confidentiality
issues.
Means of Education
Drug education activities may include: 1.
Distribution of written materials;
2.
Videotapes; and/or
3~
Employee forums.
Drug
�·- 13 -
VI.
A.
SPECIAL DUTIES AND RESPONSilBILITIES
Drug Plan Coordinator
Tbe·Director, OA, shall designate a DPC to carry out the
purposes of this Plan. In addition, the DPC shall serve as the
principal contact with the laboratory in ass~~ing the effective
operation of the testing portion of the progi·am. In carrying out
these responsibilities, the DPC shall, among other duties:
1.
Arrange for all testing authorized under this
order;
2.
Ensure that. all employees s~ject. t~o ~andom
testing receive appropriate notice as described in
Section VII.;
3.
B.
Monitor that the laboratory used fc1r EOP drug
·testing has a valid, current certif'ication as
appropriate under the applicable re:qulations;
4.
Coordinate with and report to the D1irector, OA,
on DPC activities and findings witb. regard to the·
Plan program;
5.
Publicize and disseminate drug prOgram educational
materials and oversee training and education
sessions;
6.
Upon receipt of a verified positive: test result
from the MRO, transmit the test res:ult to the
appropriate management official in the EOP agency
designated to receive a report of e. verified
·positive test for the p~ose of irllitiating
disciplinary action; and
·
7.
Assume the lead role in the developtment,
implementation, operation, and evaluation of
·the EAP;
EAP Counselor
The EAP Counselor shall:
1.
Prepare consolidated reports on
activity;
the~
EOP's EAP
�. - 14 -
2.
Provide counselinq and treatment services to all
employees referred to the EAP by their aqencies or
ori self-referral, and otherwise offer employees
the opportunity for counselinq and treatment;
3.
Work with the DPC to provide educational materials
and traininq to manaqers, supervisors, and
employees on illeq,al clruqs in the workplace;
4.
Assist supervisors with performance and/or
personnel problems that may be related to illeqal
clruq use;
5.
Monitor the proqress.. of .referred employees durinq
and after the treatment period;
6.
7.
Ensure that training is provided to assist
supervisors in the recognition and documentation
of facts and circumstances that support a
· reasonable suspicion that an employee may be
~sinq illeqal druqs;
Maintain a list of orqanizations which provide
counseling and treatment programs, and include the
following information on each such organization:
a.
Name, addr.ess, and phone number;
b.
Types of
c.
Hours of operation, including emerqency
hours;
d.
Tbe contact person's name and phone number;
e.
Fee structure, includinq insurance coverage;
f.
Client specialization; and
g.
Other pertinent information.
s~rvices
provided;
a.
Periodically visit treatment organizations to meet
administrative and staff members; tour the site;
and ascertain the experience, certification and
educational level of staff, and the organization's
policy concerning progress reports on clients and
post-treatment follow-up;
9.
Serve as the initial point of contact for
employees who ask or are referred for counseling;
�.-
l.S -
10. · Be familiar with all applicable law and
regulations, including drug treatment insurance
coverage available to employees through the
Federal Employee Health Benefits Program;
11.
Document and sign the treatment plan prescribed
for all employees referred for treatment, after
obtaining the employee's signature on this
document; and
12.
In making referrals, consider the:
a.
Nature and severity of the problem;
•
c.
•
,.
•
•
•
•
'
'"
h
... ,
•'
.··~·"
, ..... -
.....
•
;.
:
••
..
t·
~
. ... • .
..
. . -
.
b.
Location of the treatment;
c.
cost of the treatment;
d.
Intensity of the treatment environment;
e.
Availability of inpatient/outpatient care;
f.
Other special needs, such as transportation
.and child care;
g.
The preferences of the employee.
Medical Review Official (MRO)
The MRO shall, among other duties:
laborat~ry
1.
Receive all
test results;
2.
Assure that an individual who has tested positive
has been afforded·an opportunity to justify the
test result in accordance with Section x.o. of
this Plan;
3.
Consistent with confidentiality requirements,
refer written determinations regarding all
verified positive test results to the DPC; and
4.
Coordinate with and report to the DPC on all
activities and findings on a regular basis.
�-
D.
1.6 -
Supervisors
Supervisors will be trained to recognize and address illegal
drug use by employees, and will be provided information regarding
referral of employees to the EAP, procedures and requirements
for drug testing, and behavioral patterns that give rise to a
reasonable suspicion that an employee may be using illegal drugs.
First-line supervisors shall:
E.
1.
Attend training sessions on illegal drug use in
the workplace;
2.
Initiate through the DPC a reasonable suspicion
test after first taking appropriate factual.
observations, documenting those observations, ·
and obtaining approval from the higher-level
supervisor and/or other official designated to
approve such testing of an EOP agency employee;
3. ·
Refer employees, in cooperation with the DPC,
to the EAP counselor to obtain counseling.and
~eatment, upon a finding of illegal drug use;
4.
Initiate appropriate disciplinary action upon
a finding of illegal drug.use; and
5.
In conjunction with the EAP Counselor· and
personnel specialists, assist higher-level
supervisors by evaluating employee performance
and or personnel problems that may be related to
illegal drug use.
Implementation
Each EOP agency head shall implement .the Plan within their
agency and ensure that the Plan is efficiently and effectively
accomplished in accordance with this order and all other
applicable regulations. Moreover, each agency head will notify
the DPC what management official, if any, has been delegated the
responsibility to receive a verified positive test result and to
determine appropriate disciplinary action in accordance with
Section VIII.
F.
Government Contractors or Services Provided by Another
Federal Agency
Wherever existing res.ources or facilities are inadequate to
implement this order, the Director, OA, shall:
�- 17 -
1.
Acquire needed services by contract or interagency
agreement and insure the monitoring and successful
performance of such arrangements; ·
2.
Ensure that contractors chosen by OA or another
federal agency to perform the drug screening
tests are duly certified pursuant to the HHS
guidelines and that all contracts conform to the
technical specifications of the HHS guidelines
(~Appendix B); and
3.
Establish, by contract or by interagency agreement·
as deemed appropriate, the positions and specific
responsibi-lities .ofA:be.--MRO- .as- .required -bY-· .the HHS
guidelines (~Appendix B).
�- 18 -
VII.
A.
NOTICE
General Notice
1.
A general notice from the head of the EOP agency
announcing the testing program, as required by the
Executive order, section 4(a), was provided to EOP
staff on·July 8, 1988, and in accordance with
Section 503 of P.L. 100-11 •
2.
B.
.,
The publication of a drug testing requirement in an
employment vacancy announcement, or notification at the
time of a pre-employment interview, also constitutes
continuing notice for purposes of applicant and random
testing under provisions of this Plan.
Individual Notice
1.
In addition to the general notice, an individual
notice was distributed to those EOP staff on
December 8, 1988, identified in initial TOPs
explaining:
2.
a.
That the employee's or detailee's position
has been designated a •testing designated
position;"
b.
That the employee or detailee has the
opportunity to voluntarily identify himself
as a user of illegal drugs and to receive
counseling or. treatment, in which case
disciplinary action is not requ~red; and
c.
That the employee's position is subject to
random testing no sooner than thirty days
after notice.
Subsequently, individual notice will be provided,
as set forth in subparagraph 1 above, to the
incumbents of any position which is designated a
TDP~
c.
Signed Acknowledgment
Each employee or detailee in a newly identified or created
position which is designated a TDP shall be asked to acknowledge
in writing that:
�. -
19 -
The employee (or detailee) has received
and read the notice which states that the
employee's (or detailee's) position has been
designated for random drug testing; and that
refusal to submit to testing will result in
initiation of disciplinary action, up to and
including dismissal.
If the employee (or detailee) refuses to siqn the
acknowledgement, the employee's (or detailee's) supervisor shall
note on the acknowledgement form that the employee (or detailee)
received the notice. This acknowledgement shall be-centrally
collected for easy retrieval~ and is advisory only. An
employee's (or· detailee-' sl-,.failure.-.t.o_ siqn ~the .notice,. shall-not preclude testing that employee (or detailee).
D.
Administrative Relief
If an employee or detailee believes that his or her position
has been wrongly designated a TOP, that employee may file an
administrative appeal to the official designated in Appendix A
who has authority to remove the employee from the TOP list. The
appeal must be submitted by the employee, in writing, to the
designated official within 15 days of notification, setting forth
all relevant information. The designated official shall review
the appeal.based upon the criteria applied in designating that
employee's position as a TOP. The official's decision is final
and is not subject to f~er administrative review.
�-
20 -
VIII. FINDING OF DRUG USE
AND DISCIPLINARY CONSEQUENCES
A.
Determination
An employee may be found to use illegal drugs on the basis
of any appropriate evidence including, but not limited to:
B.
1.
Direct observation;
2.
Evidence obtained from an arrest or criminal
conviction;·
3.
A verified positive test result; or
4.
An
employee's voluntary admission.
Mandatory Administrative Actions
Each EOP agency's designated management official or
supervisor shail refer an employee found to use illegal drugs
to the EAP, and, .if the employee occupies a, sensitive position,
· immediately remove the employee from th~t position without regard
· to whether it is a 'l'DP. · At the discretion of the head of the EOP
agency, or his designee, and in consultat ion with the DPC, an
employee may return to duty in a sensitive position if the
employee's return would not endanger public health or safety
or national security.
c.
Range of Consequences
The severity of the disciplinary action taken against
an employee found to use illegal drugs will depend on the
circumstances of each case and will be consistent with the
Executive Order. It will include the full range of disciplinary
actions, including removal. The EOP agency shall initiate
disciplinary action against any employee found to use illegal
drugs provided that such action is not required for an employee
who voluntarily admits to illegal drug use, and obtains
counseling or treatment and thereafter refrains from using
illegal drugs.
·
Such disciplinary action may include any of the following
measures but some di'sciplinary action must be initiated:
1.
Reprimanding the employee in writing;
2.
suspending the employee for 14 days or less;
�- 21 -
D.
3.
suspending the employee for 15 days or more;
4.
Suspending the employee until the employee
successfully completes a specific treatment
program or until it is determined that action
other than suspension is more appropriate; or
s.
Removing the employee from service.
Initiation of Mandatory ·Removal From Service
The EOP agency shall initiate .. action.to remove an employee .
for:
1.
Refusing to obtain counseling or treatment through
the EAP as required by the Executive Order after
having been found to use illegal drugs;
2.
Having been found not to have refrained from
illegal drug use at any time following the first
finding of illegal drug use.
All letters to propose and decide on a disciplinary action
should ~ developed in consultation with PMD, OA.
i.
E.
F.
Refusal to Take Drug Test When Required
1.
An employee who refuses to be tested when so
required will be subject to the full range of
disciplinary action, including dismissal;
2.
No applicant who refuses to be tested shall be
extended an offer of employment; and
3.
Attempts to alter or substitute the specimen
provided will be deemed a refusal to take the drug
test when required.
Voluntary Referral
Under E.O. 12564, the EOP agency is required to initiate
action to discipline any employee found to use illegal drugs in
every circumstance except.when an employee voluntarily admits his
or her drug use prior to a request to take a drug test, completes
counseling or treatment through an EAP and thereafter refrains
from drug use, such discipline Ris not required.w
�- 22 The decision whether to discipline a voluntary referral will
be made by the EOP agency head, or designee, on a case by case
basis depending upon the facts and circumstances. Such
determination shall be made after full consultation with the
DPC, EAP Counselor, and other appropriate management officials.
Although an absolute bar to discipline cannot be provided, the
Agency, in determining whether to discipline, shall consider that
the- employee bas come forward voluntarily. Since the key to this provision's effectiveness is an
employee's willingness to admit his or her problem -- this
provision will not be available to an employee who is asked to
provide a urine sample when required, or who is found to have
used illegal drUgs pursuant--to--sections -nii.A.l. or VIII.A.2.
and who thereafter requests protectionunder this provision.
�·- 23 -
IX.
DRUG TESTING
The drug testing procequres described in Sections IX. and
shall identify the presence of marijuana, cocaine, opiates,
amphetamines, and phencyclidine (PCP) •
.A.
Random Testing
1.
Position Titles Designated for Random Drug Testing
The position titles designated for random
drug testing are listed in Appendix A, alonq with .
the·criteria and procedures applied in designating
such positions for drug testing,. ,including the
justification for such criteria and procedures.
2.
Sensitive Employees in TOPs
As specified in Appendix A, each EOP agency
head has determined which positions are sensitive,
labeled TOP, and therefore qualify for random
testing. The criteria and procedures used in
designating such positions as TOP accompany the
lists.
3.
Determining the TDP
a.
Among the factors that each EOP agency head
has considered in determining a TOP are the
extent to which that agency:
i.
Considers its mission inconsistent with
illegal drug use;
ii.
Is engaged in law enforcement;
iii. Must foster public trust by preserving
employee reputation for integrity,
honesty, and responsibility;
b.
iv.
Has national security responsibilities;
v.
Has drug interdiction responsibilities;
or
The extent to which the position considered:
i.
Gives employees access to sensitive
information;
x.
�·- 24ii.
Authorizes employees to engage in law
enforcement;
iii. Requires employees, as a condition of
employment, to obtain a security
clearance;
I
.
4.
iv.
Requires employees to engage in
activities affecting public health
or safety; and
v.
Gives employees access to areas which
are frequented by the President or Vice
President or·are controlled by the u.s.
Secret Service in its role of protecting
the work environment of the President
and his most senior advisors.
c.
These positions are characterized by critical
safety or security responsibilities as ·
related to the mission of their agency. The
job functions associated with these·positions
directly and immediately relate to public
health and safety, the protection of life
and property, law enforcement, or national
security. These positions are identified
for random testing because they require the
highest degree of trust and confidence.·
d.
Each EOP agency bead reserves the right to
add or.delete positions determined to be TOPs
pursuant to the criteria established in the
Executive Ord~ and this Plan. Moreover,
pursuant to 42 u.s.c. s· 290ee-l(b)(2), and
the pertinent provisions of the FPK, the EOP
agency bead bas determined that all positions
which have been or will be designated as TOPs
under this Plan are •sensitive positions• and
are therefore exempted from coverage under 42
u.s.c. S 290ee-l(b)(l), which provides that
no person may be denied or deprived of
Federal civilian employment or a Federal
professional or other license or right solely
on the basis of prior drug abuse.
Implementing Random Testing
Xn implementing the program of random testing
the DPC shall:
�- 25 -
a.
Ensure that the means of random selection
remains confidential;
b.
Evaluate periodically whether the numbers of
employees tested and the frequency with which
those tests will be administered satisfy the
EOP agencies duty to achieve a drug-free work
force.
The TOPs in each EOP agency are specified in
Appendix A. Twelve percent of the incumbents of
these positions shall be tested annually, with
unannounced testing to be held six times a year.
5.
Notification of Selection
An individual selected for random testing,
and the individual's first-line supervisor, shall
be notified the same day the test is scheduled,
preferably, within two hours of the scheduled
testing. The supervisor shall explain to the
employee that the employee is under no suspicion
of taking drugs and that the employee's name was.
selected randomly.
6..
Deferral of Testing
An employee selected for random drug testing
may obtain a deferral of testing if the employee's
first-line supervisor determines that a compelling
need necessitates a deferral on the grounds that
the employee is:
a.
In a leave status (sick, annual,
administrative or leave without pay);
b.
In official travel status away from the test
site or is about to embark on official travel
scheduled prior to testing notification;
An official of each EOP agency identified in
Appendix A may authorize deferral of testing for
an employee whose immediate work-demands require
uninterrupted continuation. The decision to defer
testing on this basis may not be delegated.
An employee whose random diug test is
deferred will be included with the next group
of employees selected for random testing.
�-
B.
26 -
Reasonable suspicion Testing
1.
Application
Reasonable susp1c1on testing may be required
of any employee in a position which is designated
for random testing or which meets the criteria
for such designation where there is a reasonable
suspicion that the employee uses illegal drugs
whether on or off duty. Reasonable suspicion
testing may also be required of any employee in
,any position when there is reasonable suspicion
of on-duty drug use or on-duty drug impairment.
Reasonable suspicion that . an employee uses illegal
drugs may be based upon the criteria set forth
below.
2.
Grounds
Reasonable suspicion testing may be based
upon 1 among other things:
a.
Observable phenomena, such as direct
observation of drug use or possession or
the physical symptoms of being under the
influence of a drug;
b~
A pattern of' abnormal conduct or erratic
behavior;
c.
Arrest or conviction for a drug-related
offense or the identification by law
enforc~ent officials that an employee is
the focus of a criminal investigation into
illegal drug possession, use, trafficking,
or distribution of controlled substances;
d.
Information indicating illegal drug use
provided either by reliable and credible
sources or independently corroborated; or
e.
Evidence that the employee has tampered with
a previous drug test.
l.
Although reasonable suspicion testing does
not require certainty 1 mere "hunches" are not
sufficient to meet this standard.
�- 27 -
Procedures
If an employee is suspected of using illegal
drugs, the appropriate supervisor will gather all
information, facts, and circumstances leading to
and supporting this suspicion~ This information
will be reviewed by a higher-level supervisor for
concurrence •. The decision level for approval to
proceed with testing is described in Appendix A.
3.
.·
If reasonable suspicion has been established,
the appropriate supervisor will promptly detail,
for the record and in writing, the circumstances
which forced the basis to warrant the ... testing •.
A written report will be prepared to include, at
a minimum, the appropriate dates and times of
reported drUg related incidents, reliable/credible
sources of information, rationale leading to the
. test, findings of the test, and the action taken.
4.
Obtaining the Sample
The employee may be asked to provide the
urine sample under observation in accordance with
the criteria in Section X.B.
·c.
Applicant Testing
1.
Objectives
To maintain the high professional standards
of the EOP agency's work-force, it is imperative
that individuals who use illegal drUgs be screened
out during the initial employment process before
they are placed on the employment rolls of the
agency. This procedure will have a positive
effect on reducing instances of illegal drug use
by employees working within the EOP, and will
provide for a safer work environment.
2.
Extent of Testing
Drug testing shall be required of applicants
tentatively selected for employment with an EOP
agency as indicated in Appendix A.
i
�- 28 -
At times of transitions following
presidential elections, it is not feasible to
test all new employees or detailees prior to
their appointments. In such instances, these
staff shall be tested at a later date and
their appointments made subject to a successful
druq test result. staff will requested to siqn
a written acknowledgement as set forth in
section VII.C. that conditions their appointment
and employment on this deferred applicant test.
3.
Ackhowledgement of Deferred Testing During A
Presidential Transition
Each presidential transition employee or
detailee in a TDP, as referred to in Sections I.F.
and xx.c., shall be asked to acknowledge in
writing that applicant testing has been deferred.
Such acknowledgement shall state:
. APPOINTMENT SYBJECT TO DRUG TESTING
.
'
I,
.
, hereby acknowledge that my
appointment to a position In [agency] is subject to the applicant
drug testing requirement as set forth in the Drug-Free Workplace
Plan for the Executive Office of the President. I also
acknowledge that X am responsible to present myself for a drug
test at a place and time to be determined. Should it be
determined, under the requirements of the Plan, that X have a
verified posit~ve test result for any of the prohibited drugs, I
understand that my appointment will be terminated.
DATE
4.
SIGNATURE
Vacancy Announcements
·Every vacancy announcement issued for an EOP
agency by OA for positions'desiqnated for
applicant testing shall state:
All·applicants tentatively selected
for this position will be required to
submit to urinalysis to scr.een for
illegal drug use prior to appointment.
�- 29 -
In addition, the appli~ant will be notified
that appointment to the position will be
contingent upon a .negative drug test result.
Failure of the vacancy announcement to contain
this statement notice will not preclude applicant
testing if advance written notice is provided
applicants in same other manner.
5.
Procedures
Tbe DPC or other official designated by the
DPC in each EOP agency shall direct applicants to
an appropriate collection facility. The drug test
must be· undertaken. as. soon.after. notification as.
possible, and no later than 48 hours of notice
to the applicant. Where appropriate and in
accordance with agency policy, applicants may
be reimbursed for reasonable
travel
expenses.
'
.
Applicants will be advised of the opportunity
to submit medical documentation that may support
a legitimate use for a specific drug and that such
information will be reviewed only by the MRO to
determine whether the individual is licitly using
an otherwise illegal drug.
6.
Personnel Officials
Upon notification that an applicant has been
tentatively selected for employment with an ~OP
agency, the Director of Personnel, OA, shall
assure, after consultation with the MRO, that a
drug test has been conducted, if required by the
EOP agency, on that individual and determine
whether the test result is a verified positive
result.
1.
Consequences
The appropriate selecting official of each
EOP agency will not extend an offer of employment
to any applicant with a verified positive test
result, and such applicant may not reapply for
employment for a period of six months. 'l'be
applicant will be informed that a verified
positive test precludes the agency from hiring
the applicant.
·
�- 30 D.
Additional Types of Drug. Testing
1.
Accident or Unsafe Practice Testing
Each EOP agency is committed to providing a
safe and secure work environment.· They also have
a legitimate interest in determining the cause of
serious accidents so that it can undertake
appropriate corrective measures. Post-accident
drug testing can provide invaluable information
in furtherance of that interest. Accordingly,
employees may be subject to testing when, based
upon the circumstances of the accident, their
actions are reasonably suspected.of-having caused
or contributed to an accident that meets either of
the following criteria:
a.
The accident res~lts· in a death or personal
injury requiring immediate hospitalization;
or
b.
The accident results in damage to government
or private property estimated to be in excess
of $10,000.
Xf an employee is suspected of having caused
or contributed to an accident meeting either of
the criteria stated above, the appropriate
supervisor or management offi~ial will present the
facts and circumstances leading to and supporting.
this suspicion to the second line/highe~ level
supervisor ·for approval. Once approval has been
obtained and arrangements made with the DPC for
testing, the supervisor will prepare a written
report detailing the facts and circumstances
that warranted the testing. The conditions and
procedures of testing shall be as for random
testing.
2.
Voluntary Testing
Xn order to demonstrate their commitment to
an EOP agency's goal of a drug-free workplace and
to set an example for other federal employees,
employees not in TOPs may volunteer.for
unannounced random testing by notifying the DPC.
These employees will then be included in the pool
of TDPs subject to random testing, and be subject
�- 31 -
to the same frequency of testing, conditions, and
procedures. Volunteers shall remain in the TDP
pool for the duration of the position which the
employee holds, or until the employee withdraws
from participation by notifying the DPC of such
intent at least 48 hours prior to a scheduled
test.
3.
Follow-up Testing
All employees who undergo a counseling or
treatment program for illegal drug use through the
EAP will be subject to unannounced testing following
completion of such a program for a period of one year.
Such employees shall be tested at the amount stipulated
in the abeyance contract, or in the alternative, at an
increased frequency twice the rate applicable to the
pool of TOPs through placement in a separate random
pool. Such testing is distinct from testing which may
be imposed as a part of the employees after care
program.
�.- 32 -
X.
A.
TEST PROCEDURES IN GENERAL
Technical Guidelines for Drug Testing
The EOP agencies shall adhere to all scientific and
technical guidelines for drug testing programs promulgated by HHS
consistent with the authority granted by E.O. 12564, and to the
requirements of Section 503 of the Act. The drug testing program
shall have professionally trained collection personnel, a
laboratory certification program, rigorous analytical standards
and quality assurance requirements for urinalysis procedures, and
strict confidentiality requirements. ·
B.
·Privacy Assured
Any individual subject to testing under this order, shall be
permitted to provide urine specimens in private, and in a rest
room stall or similar enclosure so that the employee is not
observed while providing the sample. Collection site personnel
of the same gender as the individual tested, bowever,·may observe
the individual provide the urine specimen when such personnel· ·
have reason to believe the individual may alter or substitute
the specimen to be provided. Colle~tion site personnel may have
reason to believe that a particular individual may alter or
substitute the specimen to be provided when:
1.
The individual is being tested pursuant to
Section IX.B. relating to reasonable suspicion
testingJ
·
2.
Fa~s
3.
Facts and circumstances suggest .that the
individual is under the influence of drugs at
the time of the test 1
4.
The individual has previously been found to
illegal drug userJ
5.
Facts and circumstances suggest that the
individual bas equipment or implements capable
of tampering or altering urine samples; or
6.
The individual bas previously tampered with a
sample.
and circumstances suggest that the
individual is an illegal drug user;
be
an
�·- 33-
c.
Failure to Appear for Testing
Failure to appear for testing without a deferral will be
considered refusal to participate in testing, and will subject
an employee to the full range of disciplinary actions, including
dismissal. An applicant who fails to appear for testing may face
the consequence of having the offer of employment withdrawn. If
an individual fails.to appear at the collection site at the
assigned time, the collector shall contact the DPC to obtain
guidance on action to be taken.
0.
Opportunity to Justify a Positive Test Result
When a confirmed positive result bas been returned by the
laboratory, the MRO shall perform the duties set forth in the HHS
guidelines. For example, the MRO may choose to conduct employee
medical interviews, review employee medical history, or review
any other relevant biomedical factors. The MRO must· review all
medical records made available by the tested employee when a
confirmed positive test could have resulted from legally
prescribed medication. Evidence to justify a positive result
may include, but is not limited to:
1.
A valid prescription; or
2.
A verification from the individual's physician
verifying a vali~ prescription.
Individuals'are not ·entitled, however, to present evidence
to the MRO in a trial-type administrative proceeding, although
the MRO has the discretion to accept evidence in any manner the
MRO deems most efficient or necessary.
If the MRO determines there is no justification for the
positive result, such result will then be considered a verified
positive test result. The MRO shall immediately contact the OPC
upon obtaining a verified positive test result.
E.
Employee Counseling and Assistance
While participating in a counseling or treatment program,
and with the approval of the DPC, the employee may be exempted
from random testing for a period not to exceed sixty days or for
a time period specified in an abeyance contract or treatment plan
approved by the EOP agency bead or designee. Upon completion of
the program, the employee immediately shall be subject to
follow-up testing pursuant to Section IX.0.3.
�. -
F.
34 -
Savings Clause
To the extent that any of the procedures specified in this
Section are inconsistent with any of those specified in the
Scientific and Technical Guidelines promulgated by HHS, or any
subsequent amendment thereto, such HHS Guidelines or amendment
shall supersede the procedures specified in this Section, but.
only to the extent of the inconsistency.
�- 35 XI. RECORDS AND REPORTS
A.
Confidentiality of Test Results
The laboratory may disclose confirmed laboratory.test
results only to the MRO. Any positive result which the MRO
justifies by licit and appropriate medidal or scientific
documentation to account for the result as other than the
intentional inqestion of an illeqal druq will be treated as a
neqative test result and may not be released for purposes of
identifyinq illegal druq use.· ..Test Results will be protected
under the provisions of the Privacy Act, 5 u.s.c. S 552a,
.lot D.SL.., and Section ·503 (e)·· of ·the Act,- and may not be released
in violation of either Act. The MRO may maintain only those
records necessary for compliance with this order. Ariy records
of the MRO, including drug test results, may be released to any
management official for purposes of auditinq the actiyities of
the MRO, except that the disclosure of the results of any audit
may not include personal identifying information on any employee.
In order to comply with Section 503.(e) of the Act, the
results of a drug test of_an EOP aqency employee may not be
disclosed without the prior written consent of such employee,
unless the disclosure would be
1.
To the MRO;
2.
To the EAP Counselor in which the employee is
receiving counselinq or treatment or is otherwise
participating;_
3.
The DPC or any supervisory or manaqement official
within the EOP agency bavinq authority to take
adverse personnel action against such employee; or
4.
Pursuant to the order of a court of competent
jurisdiction or·where required by the United
States Government to defend against any challenge
against any adverse personnel action.
For purposes of this Section, •management official• includes
any man~gement, government security or personnel official whose
duties necessitate review of the test results in order to process
adverse personnel action against the employee. in addition, test
results with all identifying information removed shall also be
made available to other personnel for data collection and other
activities necessary to comply with Section 503(f) of the Act.
�- 36 B.
Employee Access to Records
Any e~ployee who is the subject of a drug test shall, upon
written request, have access to any records relating to:
1.
Their own drug test; and
2.
The results of any relevant certification, review,
or revocation of proceedings, as referred to in
Section 503(a)(1)(A)(ii)(III) of the Act.
Except as authorized by law, an applicant who is the subject
of a drug test, however, shall not be entitled to this
information.
c.
Confidentiality of Records in General
All drug testing information specifically relating to
individuals is·confidential and should be treated as such by
anyone authorized to review or compile program records. In order
to efficiently implement this order and to make information
readily retrievable, the DPC shall maintain all records relating
to reasonable suspicion testing, suspicion of tampering evidence,
and any other authorized documentation necessary to implement
this order.
All records and.information of the personnel actions taken
on employees with verified positive test results should be
forwarded to PMD, OA. Such shall remain confidential, locked in
a combination safe, with only authorized individuals who have a
•need-to-know• having access to them.
D.
Employment ASsistance ·Program Records
The EAP Counselor shall maintain only those records
necessary to comply with this order. After the referral of an
employee to it, the EAP will maintain all records necessary to
carry out its duties. All medical and or treatment records
concerning the employee's drug abuse, including EAP records of
the identity, diagnosis, prognosis, or treatment are confidential
and may be disclosed only as authorized by 42 C.F.R. part 2·,
·
including the provision of written consent by the employee.
With written consent, the patient may authorize the disclosure
of those records to the patient's employer for verification of
treatment or for a general evaluation of treatment progress.
(42 C.P.R. Part 2.1, g USl.L (1986), revised regulations
promulgated at 52 F.R. 21796, June 9, 1987.)
�-
E.
37 -
Maintenance of Records
OA shall establish or amend a recordkeeping system to
maintain the records of the EOP Drug-Free Workplace Program
consistent with the Privacy Act System of Records and with all
applicable federal laws, rules and regulations regarding
confidentiality of records, including.the Privacy Act, 5 u.s.c.
·s 552a. However, where the Office of Personnel Management has
established government-wide systems of records which cover these
. records, OA is not required to establish its own system. If
necessary, records may be maintained as reqtiired by subsequent
administrative or judicial proceedings, or at the discretion of
the EOP agency head. The recordkeeping system should capture
sufficient documents to meet the operational . and statistical
needs of this order, and include:
F.
1.
Notices of verified positive test results referred
by the MRO;
2.
Written materials justifying reasonable suspicion
testing or evidence that an individual may have
altered or tampered with a specimen;
3.
Anonymous statistical reports; and
4~
other documents the DPC, MRO, or EAP Counselor
deems necessary for efficient compliance with this
order.
Records Maintained By Government Contractors
Any contractor hired to satisfy any part of this order shall
comply with the confidentiality requirements of this order, and
all applicable federal laws, rules, regulations· and guidelines.
G.
Statistical Information
The DPC shall collect and compile anonymous statistical data
for reporting the number of:
1.
Random tests, reasonable suspicion tests, accident
or unsafe practice tests, follow-up tests, or
applicant tests administered;
·
2.
Veri~ied
3.
Voluntary drug counseling referrals;
4.
Involuntary drug counseling referrals;
positive test results;
�-
38 -
5.
Terminations or denial of employment offers
resulting from refusal to submit to testing;
6.
Terminations or denial of employment offers resulting
from alteration of specimens;
7.
Terminations or denial of employment offers
resulting from failure to complete a drug abuse
counseling program; and
a.
Employees who successfully complete treatment
programs specified by the EAP.
/
. ...
This data, along· with other pertinent information, shall be
compiled for inclusion in the EOP's annual report to Congress
required by Section 503(f) of the Act. This data shall also be
provided to HHS on a semi-annual basis to assist in overall
pr~am evaluation and to determine whether changes to the HHS
Guidelines may be required.
1.
,•
�COUNCIL OF ECONOMIC ADVISERS
Appendix A.
A.
Statement of Agency Mission
The council of Economic Advisers (CEA) advises and assists
the President on economic developments, analyzes the national
economy and its various segments, recommends policies for
economic growth and. s~~~ility, an~ appraises economic
programs and policies of the federal government. CEA
also assists in the preparation of the annual Economic
Report of the President to .the Congress.
B.
Testing pesignated Positions Listing and Justification
Statement
All of the positions in CEA have been identified as
testing designated positions (TOPs)~ Positions have been
determined to be sensitive as provided in Section 7(d) of
Executive Order 12564 and under one or more of the following
criteria adopted by the Executive Office of the President
(EOP) Drug-Free Workplace Plan. CEA has considered the
extent to which the positions give employees access to
sensitive information; require employees, as a condition of
employment, to obtain a security clearance; or give employees
access to areas that are frequented by the President or Vice
President or areas to which access is controlled by the
United States Secret Service in its role. of protecting the
work environment of the President and the Vice President.
c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of CEA believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal through his or her immediate supervisor
to the CEA Chairman in accordance with the provisions of
Section VII~D. of the EOP Plan.
D.
Decision LeVel for peferral of Random Testing Because of Work
Demands
The CEA Chairman may authorize deferral of random testing for
an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision to
�defer is made. Such documentation shall be sent to the Drug
Program Coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
E.
Decision Level for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the CEA Chairman who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in CEA is required pursuant to and
in accordance with section IX. of the EOP Plan.
G.
pecision Level for Administrative and pisciplinary Action
The CEA Chairman will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action in accordance with Section VIII. of the
EOP Plan.
H.
pecision Level for Accident ·or Unsafe Practice Testing
The CEA Chairman will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
�COUNCIL ON ENVIRONMENTAL QUALITY
Appendix A.
A.
Statement of Agency Mission
The Council on Environmental Quality (CEQ) develops and
recommends to the President national policies to foster and
promote the ·improvement ,of. envir.onmental quality to meet
health, natural resources, economic, social and other
requirements and goals of the Nation. In addition, CEQ
assists Federal agencies in the implementation and
coordination of programs and activities to protect and
improve the environment and gathers and analyzes information
on environmental trends and conditions for its
recommendations to the President. Responsibilities include
dispute resolution under the National Environmental Policy
Act and the publication of reports concerning conditions and
trends in the Nation's environment.
B.
Testing pesignated Positions Listing and Justification
Statement
All of the positions in CEQ have been identified as testing
designated positions (TOPs). Positions have been determined
to be sensitive as provided in Section 7(d) of Executive
Order 12564 and under one or more of the following criteria
adopted by the Executive Office of the President (EOP) 'DrugFree Workplace Plan. CEQ has considered the extent to which
the positions give employees access to sensitive information;
require employees, as a condition of employment, to obtain a
security clearance; or give employees access to areas that
are frequented by the President or Vice President or areas to
which access is controlled by the United States Secret
Service in its role of protecting the work environment of the
President and the Vice President.
c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of CEQ believes that his or her position has been
wrongly designated as. a TOP, the employee may submit an
administrative appeal through his or her immediate supervisor
to the CEQ Chairman in accordance with the provisions of
Section VII.D. of the EOP Plan.
�D.
Decision Level for Deferral of Random Testing Because of Work
Demands
The CEQ Chairman may authorize deferral of random testing for
an employee whose immediate work demands require
uninterrupted continuation in accordance with Section. IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision to
defer is made. such documentation shall be sent to the Drug
Program Coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
E.
Decision LeVel for Reasonable suspicion Testing
I~ an employee is suspected of using illegal drugs based on
the conditions described i~ Section IX. of the EOP Plan, the
facts and circums.tances of that case shall be presented to
the CEQ Chairman who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in CEQ is required pursuant to and
in accordance with Section IX. of the EOP Plan.
G.
pecision LeVel for Administrative and pisciplinary Action
H.
The CEQ Chairman will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action in accordance with Section VIII. of the
EOP Plan.
pecision Level for Accident or Unsafe Practice Testing
i
l
The CEQ Chairman will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
�EXECUTIVE RESIDENCE AT THE WHITE BOUSE
Appendix A.
A.
Statement of· Agency Mission
The employees of the Executive Residence at the White House
staff the home of the President of the United States and his
family.· They.provide for the care, maintenance, refurnishing
and general upkeep of the White House as a historic landmark
open on a regular basis to the general public and provide a
facility and the requirements to support official and
ceremonial functions.of.the.Presidency.
.. .
.
.. . . .
.
.
.
.
The domestic employees of the Executive Residence provide
general housekeeping, prepare meals, greet visitors and
provide support for official and ceremonial functions.
Tradespersons and certain professionals maintain and make
repairs and modifications and improvementsto the Residence
and its mechanical systems. A small administrative staff
provides for its management and smooth operation.
B.
Testing pesignated Positions Listing and Justification
Statement
All" of the positions in the Executive Residence at the White
House have been identified as testing designated positions
{TDPs). Positions have been determined to be sensitive as
provided in Section 7{d) of ~xecutive Order 12564 and under
one or more of the following criteria adopted by the
Executive Office of the President {EOP) Drug-Free Workplace
Plan. The Executive Residence at the White House has
considered the extent to which the positions give
employees access to sensitive information; require employees,
as a condition of employment, to obtain a security clearance;
or give employees access to areas that are frequented by the
President or Vice President or areas to which access is
controlled by the United States Secret Service in its role of
protecting the work environment of the President and the Vice
President.
c.
Administrative Relief
Where a position is being newly designated as a TDP and an
employee of the Executive Residence at the White House
believes that his or her position has been wrongly designated
as a TDP, the employee may submit an administrative appeal
through his or her immediate supervisor to the Chief Usher.in
accordance with the provisions of Section VII.D. of the EOP
Plan.
�D.
Decision Level for Deferral of Random Testing Because of Work
Demands
The Chief Usher may authorize deferral of random testing for
an employee whose· immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. App~oved requests for deferral shall be
documented in writing as soon as possible after a decision to
defer is made. such docUmentation shall be sent ·to the Drug
Program Coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
E.
pecision Level for Reasonable Suspicion Testing
If an employee is suspected of using.illegal drugs based on
the conditions described in-Section IX. of the EOP Plan, the
facts and circumstances of that case shall·· be presented to
the Chief Usher who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in the Executive Residence at the
White House is required pursuant to and in accordance with
Section IX. of the EOP Plan.
G.
Decision LeVel for Administrative and pisciplinary Action
The Chief Usher will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action in_accordance with Section VIII. of the
EOP Plan.
l
H.
Decision Level for Accident or Unsafe Practice Testing
The Chief Osher will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
section IX. of the EOP Plan •.
�f
NATIONAL CRITICAL MATERIALS COUNCIL
Appendix A.
A.
Statement of Agencv Mission
The National Critical Materials Council (NCMC) is an advisory
body to the President, coordinating development of critical
materials policies. NCMC advises the President and the
congress on issues and concerns related to research and
development which is critical to the Nation's economic and
strategic welfare and provides continuing interaction with
the private sector. on criticaL . materials, materials research
and development, use of materials, federal materials
policies, and related matters.
B.
Testing Designated Positions Listing and Justification
Statement
All of the positions in NCMC have been identified as testing
designated positions (TOPs). Positions have been determined
to be sensitive as provided in Section 7(d) of Executive
Order 12564 and under one or more of the following criteria
adopted by the Executive Office of th~ President (EOP) Drug- .
Free Workplace Plan. NCMC has considered the extent to which
the positions considered give employees access to sensitive
information; require employees, as a condition of employment,
to obtain a security clearance; or give employees access to
areas that are frequented by the President or Vice President
or areas to which.access is controlled by the United States
Secret Service in its role of protecting the work environment
of the President and the Vice President.
c.
Administrative Relief
Where a position is being newly.designated as a TOP and an·
employee of NCMC believes that his or her position has been
wrongly designated as a TDP, the employee may submit an
administrative appeal through the NCMC Executive Director
in accordance with the provisions of Section VII.D. of the
EOP Plan.
.
D.
pecision LeVel for Deferral of Random Testing Because of Work
Demands
The NCMC Chairman may authorize deferral of random testing
for an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision to
�t
defer is made. such documentation shall be sent to the Drug
Program·coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
E.
Decision Level for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the NCMC Chairman who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in NCMC is required pursuant to
. and in accordance with Section:· IX•· of the· EOP Plan.
G.
Decision Level for Administrative and pisciplinary Action
The NCMC Chairman will receive all verified position test
results and will determine appropriate administrative and
disciplinary action in accordance with Section VIII. of the
EOP Plan.
.
B.
pecision LeVel for Accident or unsafe Practice Testing
The NCMC Chairman will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
�NATIONAL SECURITY COUNCIL (STAFF)
Appendix A.
A.
Statement of Agency Mission
The National security council (NSC} advises the President
with respect to the integration of domestic, foreign, and
defense policies related to national security. Subject to
direction by the President, NSC is to appraise and assess
the objectives, commitments, and risks of the United States
in relation· to·· our· actual and potential. military, economic,
and political power, in the interest of national security,
and to consider policies on matters of .common interest to ·
the departments and agencies of the Government. NSC makes
recommendations and reports to the President as it deems
appropriate and as the President directs.
B.
Testing Designated Positions Listing and Justification
Statement
All of the positions in NSC have been identified ~s testing
designated positions (TOPs). Positions have been determined
to be sensitive as provided in Section 7(d} of Executive
· Order 12564 and under one or more of the following criteria
adopted by the Executive Office of:the President (EOP} DrugFree Workplace Plan.. NSC has considered the extent to which
the positions considered give employees access to sensitive
information; require employees, as a condition of employment, to obtain a security clearance; or give employees
access to areas that are frequented by th~ President or Vice
President or areas to which access is controlled by the
United States Secret Service in its role of protecting the
work environment of the President and the Vice President.
c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of NSC believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal through the NSC Administrative Officer
to the NSC Executive Secretary in accordance with the
provisions of Section VII.D. of the EOP Plan.
�D.
Decision Level for Deferral of Random Testing Because .of
Work Demands
The NSC Executive Secretary may authorize deferral of random
testing for an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision
to defer is made. such documentation shall be sent to the
Drug Program Coordinator for follow-up action to schedule
the employee for unannounced testing within 60 days.
E.·
Decision Level for Reasonable Suspicion Testing
If an employee is .suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the NSC Executive Secretary who shall decide whether to
proceed with testing •
. F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in NSC is required pursuant to
and in accordance with Section IX. of the EOP Plan.
G.
Decision Level for Administrative and pisciplinary Action
The NSC Executive secretary will receive all verified
positive test results and w.ill determine appropriate ·
administrative and disciplinary action in accordance with
Section VIII. of the EOP Plan.
H.
pecision Level for Accident or Unsafe Practice Testing,
The NSC Executive Secretary will receive all reports on the
facts and circumstances of an accident or unsafe practice
and shall decide whether to proceed with testing 'in
accordance with Section IX. of the EOP Plan.
·
�THE NATIONAL SPACE COUNCIL
Appendix A.
A.
Statement of Agency Mission
The.National Space Council (Council) was established within
the Executive Office of the President by Executive Order
12675, dated April 20, 1989. The Council is charged with
formulating national space policy, developing.plans and
strategies for national space activities, and monitoring
agency implementation of those policies.
B.
Testing Designated Positions Listin.q and Justification
Statement
All of the positions in the Council have been identified as
testing designated positions (TOPs). Positions have been
determined to be sensitive as provided in Section 7(d) of
Executive Order 12564 and under one or more of the following
criteria adopted by the Executive Office of the President
(EOP) Drug-Free Workplace Plan. The Council has considered
the extent to which the positions considered give employees
access to sensitive information; require employees, as a
condition of emplo1ment, to obtain a security clearance; or
give employees access to areas_that are frequented by .the
President or Vice President or areas to which access is
controlled by the United States Secret Service in its role of
protecting the work environment of the President and the Vice
President.
C.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of the Council believes that his or her position has
been wrongly designated as a TOP, the employee may submit an
administrative appeal through his or her immediate supervisor
to the Council Executive Secretary in accordance with the
provisions of Section VII.D. of the EOP Plan.
D.
pecision LeVel for peferral of Random Testing Because of Work
pemands
The Council Executive Secretary may authorize deferral of
random testing for an employee whose immediate work demands
require uninterrupted continuation in accordance with Section
IX.A.6 of the EOP Plan. Approved requests for deferral shall
be documented in writing as soon as possible after a decision
to defer is made. Such documentation shall be sent to the
�Drug Program Coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
E.
Decision Level for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the Council Executive Secretary who shall decide whether to
proceed with testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions. in the National Space ·council
is required pursuant to and in accordance with
Section IX. of the EOP Plan.
G.
pecision Level for Administrative and oisciplinary Action
The council Executive Secretary will receive all verified
positive test results and will determine appropriate
administrative and disciplinary action in accordance with
Section VIII. of the EOP Plan.
H.
pecision Level for Accident or Unsafe Practice Testing
The council Executive Secretary will receive all reports on
the facts and circumstances of an accident or unsafe practice
and shall decide whether to proceed with testing in
accordance with Section IX. of the EOP Plan.
�OFFICE OF ADMINISTRATION
Appendix A.
A.
Statement of Agency Mission
The Office of Administration (OA) was established in 1977 to
provide common support services to all components of the
Executive Office of the President. With this charter, OA
provides a full range of common administrative support and
services in personnel management, financial management,
information management, data processing, library and
reference services, non-Presidential records maintenance,
messenger, contracting and procurement, office supplies,
publishing, facilities management and historic preservation,
and mail operations.
B.
Testing pesiqnated Positions Listing and JustificatiOn
Statement
·
All of the positions in the Office of Administration have
been identified as testing designated positions (TOPs). ·
Positions have been determined to be sensitive as provided
in section 7(d) of Executive Order 12564 and under one or
more of the following criteria adopted by the Executive
Office of the President (EOP) Drug-Free Workplace Plan. The
Office of Administration has considered the extent to which
the positions considered require employees to engage in
activities affecting public safety; give employees access to
sensitive information; require employees, as a condition of
employment, to obtain a security clearance; or give
employees access to areas that are frequented by the
President or Vice President or areas to which access is
controlled by the United states secret Service in its role
of protecting the work environment of the President and the
Vice President.
C.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of OA believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
·administrative appeal through his or her division/office
head to the Director in accordance with the provisions of
Section VII.D. of the EOP Plan.
�D.
Decision Level for Deferral of Random Testing Because of Work
pemands ·
The OA Director may authorize deferral of random testing for
an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision
to defer is made. such documentation shall be sent to the
Drug Program coordinator for follow-up action to schedule
the employee for unannounced testing within 60 days.
E.
Decision Level for Reasonable suspicion Testing
If an employee is suspected of using illegai drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the Director, Personnel Management Division, who shall
decide whether ··to proceed with testing.
F.
Applicant Testing
Preappointment druq testinq of all applicants tentatively
selected for all positions in OA is required pursuant to and
in accordance with section IX. of the EOP Plan.
G.
pecision LeVel fot Administrative and pisciplinary Action
The OA Director will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action·in accordance with Section VIII. of the
EOP Plan.
.
H.
pecision LeVel for Accident or Unsafe Practice Testing
. The OA Director will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testinq in accordance with
Section IX. of the EOP Plan.
�OFFICE OF MANAGEMENT AND BUDGET
Appendix A.
A.
Statement of Agency
Miss~on
The Office of Management and Budget (OMB) is the agency
responsible for developing and supporting the President's
budget and legislative programs and has lead responsibility
for general management and regulatory reform efforts
throughout the Executive Branch of the federal government.
Major duties for which OMB is responsible include advising
the President on fiscal and economic policies for the ·
nation; formulating the federal' fiscal program; supervising
and controlling· the· administration'· of· -the· ·Executive Branch
budget; and implementing major new initiatives on
information policy, paperwork reduction, and regulatory
reform.
B.
Testing Designated Positions Listing and Justification
Statement
With minor exceptions, all of the positions in OMB and the
Office of Federal Procurement Policy (OFPP) have been
identified as testing designated positions (TOP). These
positions have been determined to be sensitive as provided
in Section 7(d) of Executive Order 12564 and under one or
more of the following criteria adopted by the Executive
Office of the President (EOP) Drug-Free Workplace Plan
(Plan). OMB and OFPP have considered the extent to which
the positions considered give·· employees access to sensitive
information at the classified level; require employees, as
a condition of employment, to obtain a security clearance;
require employees to engage in activities affecting public
health or safety; or give employees access to areas that are
frequented by the President or Vice President or areas
·
to which access is controlled by the United States Secret
Service in its role of protecting the work environment of
the President and the Vice President. Presently, the only
OMB positions not identified as TOP are those where an
employee does not have passholder access to the Old
Executive Office Building (OEOB) and there are no other
testing criteria applicable to the position.
C.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of OMB or OFPP believes that his or her position
has been wrongly designated as a TOP, the employee may
submit an administrative appeal through the OMB Assistant
Director for Administration in accordance with the
provisions of· Section VII.D. of the EOP Plan.-
..
�D.
Decision:Level for peferral of Random Testing Because of
Work Demands
The appropriate OMB Associate Director may authorize
deferral of random testing for an employee whQse immediate
work demands require uninterrupted continuation in
•
accordance with Section IX.A.6. of .the EOP Plan. Approved
requests for deferral shall be documented in writing as
soon as possi~le after a decis~on to defer is made. Such .
documentation shall be sent to the Drug Program Coordinator
for'follow-up action to schedule the employee for
unannounced testing within 60 days.
·
E.
Decision LeVel for Reasonable Suspicion Testing
If an.employee is suspected of using illegal drugs based.
on the conditions described in Section IX. of the EOP Plan,
the facts and circumstances of that case shall be presented
through the OMB Assistant Director for Administration who
shall decide whether to proceed with testing.
P.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for.positions in OMB or OFPP are required pursuant
to and in accordance with Section IX. of the EOP Plan~
G.
Decision LeVel for Administrative and Disciplinary Action
The OMB Director will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action in accordance with Section VXII. of the
EOP Plan.
B.
Decision LeVel for Accident or Unsafe fraytice Testing
I
.
The OMB Director will receive all reports on the facts and
circumstances of an accident .or unsafe practice and shall
decide whether to proceed with testing .. in accordance with
Section IX. of the EOP Plan.
..
�OFFICE OF NATIONAL DRUG CONTROL POLICY
Appendix A.
A.
Statement of Agency Mission
The Office of National Drug Control Policy (ONDCP)
formulates, evaluates, coordinates, and oversees ·
international and domestic anti-drug abuse functions by all
Executive Branch agencies, and ensures.that such functions
sustain. and complement State. . and, local.anti-:drug. abuse .
efforts. ONDCP serves as the central counter-drug
enforcement, prevention, and treatment research and
development organization of the United States government.
on an annual basis the agency promulgates the National Drug
Control Strategy. ONDCP develops a consolidated Drug
Control Budget for presentation to the President and
Congress, and recommends to the President changes in the
organization, management, and budgets of Federal agencies
· engaged in the anti-drug effort. ONDCP represents the
Administration's drug policies and budget proposals before
Congress and produces legislatively- mandated reports for
submission to the President and Congress.
B.
Testing Designated Positions Listing and Justification
Statement
All positions in ONDCP have been identified as testing
designated positions (TOPs) because ONDCP.' s central role in
formulating and implementing drug policy requires that the
highest degree of trust and confidence be placed in all of
its employees. Consequently, .all ONDCP employees are in
sensitive positions, as defined in Section 7(d) of Executive
Order 12564. Furthermore, under the criteria listed in
Section IX.A of the Executive Office of the President (EOP)
Drug-Free Workplace Plan, the Director of ONDCP has
determined that ONDCP's mission is totally inconsistent with
illegal drug use, and ONDCP must foster public trust by
preserving the reputation of its employees for integrity,
honesty, and responsibility. In addition, all ONDCP
employees are required to obtain a security clearance as a
condition of employment, and all ONDCP employees have access
to areas that are frequented by the President or Vice
President or areas access to which is controlled by the
United States Secret Service in its role of protecting the.
work environment of the President of the United States.
�,. .,.
-':
c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of ONDCP believes that his.or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal through his or her immediate
supervisor to the ONDCP Chief of Staff in accordance with
the provisions of Section VII.D. of the EOP Plan.
D.
Decision LeVel for peferral of Random Testing Because of
Work pemands
The ONDCP Director of Administration may authorize deferral
of random testing for an employee whose immediate work
demands require uninterrupted continuation in accordance
with Section IX.A.6-of the EOP Plan. Approved requests for
deferral shall be. documented in writing as soon as possible
after a decision to defer is made. such documentation shall
be sent to the Drug Proqram Coordinator for follow-up action
to schedule the employee for unannounced testing within 60
days.
Eo
·Decision Level for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the ONDCP Director of Administration who, after consultation
with the ONDCP General Counsel, shall decide whether to
proceed with testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in ONDCP is required pursuant to
and in accordance with Section IX. of the EOP Plan.
G.
Decision LeVel for Administrative and Disciplinary Action
The ONDCP Chief of Staff will receive all verified positive
test results and will determine appropriate administrative
and disciplinary action in accordance with Section VIII. of
the EOP Plan.
H.
pecision·Level for Accident or Unsafe Eractice Testing
The ONDCP Director of Administration will receive all·
reports on the facts and circumstances of an accident or
unsafe practice and shall decide whether to proceed with
testing in accordance with Section IX. of the EOP Plan.
i
�OFFICE OF POLICY DEVELOPMENT
Appendix A.
A.
statement of Agency Mission
The Office of Policy Development (OPD) advises and assists
the President in the formulation, coordination, and
implementation of economic and domestic policy; supports the
operation of the Office of Cabinet Affairs; and supports :the
President's Education Policy Advisory Committee.
B.
Testing pesignated Positions Listing and Justification
Statement
·
All of the positions in CPO have been identified as testing
designated positions (TOPs). Positions have been determined
to be sensitive as provided in Section 7(d) of Executive
Order 12564 and under one or more of the following criteria
adopted by the Executive Office of the President (EOP) DrugFree Workplace Plan. ·CPO has considered the extent to
·
which the positions considered give employees access to
sensitive information; require employees, as a condition of
employment, to obtain a security clearance; or give employees
access to areas that are frequented by the President or Vice
President or areas to which access is controlled by the
United States Secret Service in its role of protecting the
work environment of the President and the Vice President.
c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of OPD believes that his or her position has been
wrongly designated as a TDP, the employee may submit an
administrative appeal through his or her immediate supervisor
to the OPD Director in accordance with the.provisions of
Section VII.D. of the EOP Plan.
D. ·Decision Level for Deferral of Random Testing Because of Work
oemands
The OPD Director may authorize deferral of random testing for
an employee whose immediate work demands reqUire
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision to
defer is made. Such documentation shall be sent to the Drug
Program coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
�E.
pecision Level for Reasonable Suspicion Testing
If. an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the OPD Director, who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in OPD is required pursuant to and
in accordance with Section IX. of the EOP Plan.
G.
pecision Level for Administrative and pisciplinary Action
The OPD Director·will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action in accordance with Section VIII. of the
EOP Plan.
.
H.
pecision Level for Accident or Unsafe Practice Testing
The OPD Director will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
. Section IX. of the EOP Plan.
�OFFICE OF SCIENCE AND TECHNOLOGY POLICY
Appendix A.
A.
Statement of Agency Mission
The Office of science and Technology Policy (OSTP) was
established within the Executive Office of the President by
the National Science and Technology Policy Organization and
Priorities Act of 1976 (90 Stat. 463; 42 u.s.c. 6611),
approved May 11, 1976.
OSTP serves as a source...of. scientific:, engineering, and
technological analysis and judgment for the President with
respect to major policies, plans, and programs of the
·
federal government. In carrying out this mission, the Act
provides that OSTP shall advise the President of scientific
and technical considerations involved in areas of national
concern, including the economy, national security, health,
foreiqn relations, and the environment; evaluate the scale,
quality and effectiveness of the federal effort·in science
and technology; provide advice and assistance to the
President, the Office of Management and Budqet, and federal
aqencies throuqhout the federal budqet development process;
and·· assist the President in providing leadership and
coordination of the scientific research and development
programs in the federal government.
B.
Testing pesignated Positions Listing and Justification
Statement
All of the positions in OSTP have been identified as testinq
desiqnated positions (TOPs). Positions have been determined
to be sensitive as provided in Section 7(dj of Executive
Order 12564 and under one or more of the followinq criteria
adopted by the Executive Office of the President (EOP) DruqFree Workplace Plan. OSTP has considered the extent to
which the positions considered give employees access to
sensitive information; require employees, as a condition of
employment, to obtain a security clearance; or qive
employees access to areas that are frequented by the
President or Vice President or areas to which access is
controlled by the United States Secret Service in its role
of protecting the work environment of the President and the
Vice President.
�c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of OSTP believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal to the OSTP Director in accordance ·
with the provisions of Section VII.D. of the EOP Plan.
D.
pecision LeVel for Deferral of Random
pemands
~esting
Because of Work
The OSTP Director may authorize deferral of random testing
for an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral· shall be
documented in writing as soon as possible after a decision
to defer is made. Such documentation shall be sent to the
Drug Program Coordinator for follow-up action to schedule
the employee for unannounced testing within 60 days.
E.
pecision Level for Reasonable suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be pre.sented to
the OSTP Director who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in OSTP is required pursuant to
and in accordance with Section IX. of the EOP Plan.
G.
pecision LeVel for Administrative and Disciplinary Action
The OSTP Director will re·ceive all verified positive test.
results and will determine appropriate administrative and
disciplinary action in accordance with Section VIII. of the
EOP Plan.
H.
pecision Level for Accident or Unsafe Practice Testing
The OSTP Director will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
�OFFICE OF· THE UNITED STATES TRADE REPRESENTATIVE
·Appendix A.
A.
Statement of Agencv Mission
The Office of the United States Trade Representative (USTR)'
is responsible for developing and coordinating the Nation's
international trade, commodity, and direct investment
policy, and leading or directing negotiations with other
countries on such matters •. The United .. States Trade
Representative acts as the principal trade advisor,
negotiator, and spokesman for the President on trade and
related investment matters.
B.
Testing Designated Positions Listing and Justification
Statement
All of the positions in USTR have been identified as testing
designated positions (TOPs). Positions have been determined
to be sensitive as provided in Section 7(d) of Executive
Order 12564 and under one or more of the following criteria
adopted by the Executive Office of the President (EOP) DrugFree Workplace Plan. USTR has considered the extent to
which· the positions considered give employees access to
sensitive information; require employees, as a condition of
employment, to obtain a security clearance; require
employees to engage in activities affecting public health or
safety; give employees access to areas that are frequented
by the President or Vice President or are~s to which access
is controlled by the United States Secret Service in its
role of protecting the work environment of the President and
the Vice President.
c.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of USTR believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal through his or her immediate
supervisor to the Assistant United States Trade
Representative for Administration in accordance with the
provisions of Section VII.D. of the EOP Plan.
�D.
Decision Level for peferral of Random Testing Because of
Work Demands
·
A Deputy United States Trade Representative may authorize
deferral of random testing for an employee whose immediate
work demands require uninterrupted continuation in
accordance with Section IX.A.6 of the EOP Plan. Approved
requests for deferral shall be documented in writing as soon
as possible after a decision to defer is made. Such
documentation shall be sent to the Drug Program Coordinator
for follow-up action to schedule the employee ~or
unannounced testing within 60 days.
E.
Decision Level for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section.IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to a
Deputy Unit~d States Trade Representative who shall decide
whether to proceed with testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in the Office of the United
States Trade Representative is required pursuant to and in
accordance with Section IX. of the EOP Plan •.
G.
Decision LeVel for Administrative and Disciplinary Action
The United States Trade Representative will receive all
verified positive test results and will determine
appropriate administrative and disciplinary action in
accordance with Section VIII. of the EOP Plan.
H.
pecision Level for Accident or Unsafe Practice Testing
The Assistant United States Trade Representative for
Administration will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
�OFFICE OF THE VICE PRESIDENT
Appendix A.
A.
Statement of Agency Mission
The Special Assistance to the President was established to
·enable the Vice President to provide assistance to the
President. This assistance includes special presidentially
assigned functions. .The· Vice President, through Cabinet
membership and White House contact, is involved on a
continuing basis in Presidential responsibilities.
The mission of the Office of the Vice President is to
efficiently and effectively advise, assist, and support the
Vice President in the areas of domestic policy, national
security affairs, legal counsel, administration, press,
public liaison, scheduling, and advance. Assistance is also
provided for the spouse of the Vice President.
B.
Testing pesignated positions Listing and Justification
Statement
All of the positions in the Office of the Vice President have
been identified as testing designated positions (TDPs) •.
Positions have been determined to be sensitive as provided in
Section 7(d) of Executive Order 12564 and under. one or more
of the following criteria adopted by the Executive Office of
the President (EOP) Drug-Free Workplace Plan. The Office of
the.Vice President has considered the extent to which the
positions considered give employees access to sensitive
information; require employees, as a condition of employment,
to obtain a security clearance; or give employees access to
areas that are frequented by the President or Vice President
or areas to which access is controlled by the United States
Secret Service in its role of protecting the work environment
of the President and the Vice President.
c.
Administrative Relief
Where a position is being newly designated as a TDP and an
employee of the Office of the Vice President believes that
his or her position has been wrongly designated as a TDP, the
employee may submit an administrative appeal through his or
her immediate supervisor to the Counsel to the Vice President
in accordance with the provisions of Section VII.D. of the
EOP Plan.
�0.
E.
pecision Level for Deferral of Random Testing Because of Work
Demands
The counsel to the Vice President .may authorize deferral of
random testing for an employee whose immediate work demands
require uninterrupted continuation in accordance with Section
IX.A.6 of the EOP Plan. Approved requests for deferral shall
be documented in writing as soon as possible after a decision
todefer is made. such documentation shall be sent to the
Drug Program coordinator for follow-up action to schedule the
employee for unannounced testing within 60 days.
pecision LeVel for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the counsel to the Vice President who shall decide whether to
proceed with·testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively ·
selected for all positions in the Office of the Vice
President is required pursuant to and in accordance with
section IX. of the EOP Plan.
G.
pecision Level for Administrative and pisciplinary Action
The counsel to the Vice President will receive all verified
positive test results and will determine appropriate
administrative and disciplinary action. in accordance with.
Section VIII. of the EOP Plan.
.
H.
pecisiOn LeVel for Accident or unsafe Practice Testing
The Counsel to the Vice President will receive all
reports on the facts and circumstances of an accident or
unsafe practice and shall decide whether to proceed with
testing in accordance with Section IX. of the EOP Plan.
�PRESIDENT'S FOREIGN INTELLIGENCE ADVISORY BOARD (STAFF)
Appendix A.
· A.
Statement of Agency Mission
At the direction of the President, the President's Foreign
Intelligepce Advisory Board (PFIAB) assesses the quality,
quantity, and adequacy of intelligence collection, of
analysis and estimates, of counterintellig.ence, and other
intelligence activities, and has the authority to
continually review the performance of all agencies of the
Federal government that are engaged in the collection,
evaluation, or production of intelligence or the execution
of intelligence policy. The Board has the authority to
assess the adequacy of management, personnel, or
organization of the intelligence agencies. The Board
reports directly to the President and advises him concerning
the objectives, conduct, management, and coordination of the
agencies of the intelligence community. The Board reports
periodically concerning findings and appraisals and makes
appropriate recommendations for actions to improve and
enhance ~e performance of the intelligence efforts of the
United states.
B.
Testing pesignated Positions Listing and Justification
Statement
·
.All of the positions in PFIAB have been identified as
testing designated positions (TOPs). Positions have been
determined to be sensitive as provided in Section 7(d) of
Executive Order 12564 and under one or more of the following
criteria adopted by the Executive Office of the President
(EOP) Drug-Free Workplace Plan. PFIAB has considered the
extent to which the positions considered give employees
access to sensitive information; require employees, as a
condition of employment, to obtain a security clearance;
or give employees access to areas that are frequented by the
President or Vice President or areas to which access is
controlled by the United States Secret Service in its role
of protecting the work environment of the President and the
Vice President.
�C.
Administrative Relief
Where a position is being newly designated as a TOP and an
employee of PFIAB believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal through his or her immediate
supervisor to the PFIAB Executive Director in accordance
with the provisions of Section VII.D. of the EOP Plan.
D.
pecision Level for peferral of Random Testing Because of
Work Demands
The PFIAB Executive Director may authorize deferral of
random testing for an employee whose immediate work demands
require uninterrupted continuation in accordance with
section IX.A.6 of the EOP Plan. Approved requests for
deferral shall be documented in writing as soon as possible
after a decision to defer is made. . Such documentation shall
be sent to the Drug Program Coordinator for follow-up action
to schedule the employee for unannounced testing within 60
days.
E.
pecision Level for Reasonable Suspicion Testing
.<
If an employee is suspected of using illegal drugs based on
th~ conditions described in Section IX. of the EOP Plan·, the
facts and circumstances of that case shall be presented to
the Assistant to the President for Management and
Administration who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for al·l positions in PFIAB is required pursuant to
and in accordance with Section IX. of the EOP Plan.
G.
pecision LeVel for Administrative and pisciplinary Action
The PFIAB Executive Director will receive all verified
positive test results and will determine appropriate
administrative and disciplinary action in accordance with
Section VIII. of the EOP Plan.
H.
pecision LeVel for Accident or Unsafe Practice Testing
The PFIAB Executive Director will receive all reports on the
facts and circumstances of an accident or unsafe practice
and shall decide whether to proceed with testing in
accordance with Section IX. of the EOP.Plan.
�PRESIDENT'S INTELLIGENCE OVERSIGHT BOARD (STAFF)
Appendix A.
A.
Statement of Agency Mission
The President's Intelligence Oversight Board (PIOB) informs
·the President of intelligence activities that any member of
the Board believes are in violation of the Constitution or
laws of the United States, Executive Orders, or Presidential
directives; forwards to the Attorney General reports
received concerning inteillgence activities that the Board
believes may be unlawful; reviews the internal guidelines of
each agency within the intelligence community concerning the
lawfulness of intelligence activities; reviews the practices
and procedures ot the Inspectors General and General
Counsels of the intelligence community for discovering and
reporting intelligence activities that may be unlawful or
contrary to Executive Order or Presidential directive; and
conducts such investigations as the Board deems necessary to
carry out its functions under Executive Order 12334.
B.
Testina pesignated Positions Listing and Justification
Statement
All of the positions in PIOB have been identified as testing
designated positions (TDPs). Positions have been determined
to be sensitive as provided in Section 7(d) of Executive
Order 12564 and under one or more of the following criteria
adopted by the Executive Office of the President (EOP) ~Drug
Free Workplace Plan. PIOB has considered the extent to
which the positions considered give employees access to
sensitive information; require employees, as a condition of
employment, to obtain a security clearance; or give
employees access to areas that are frequented by the
President or Vice President or areas to which access is
controlled by the United States Secret Service in its role
of protecting the work environment of the President and.the
Vice President •.
c.
Administrative Relief
Where a position is being newly designated as a TDP and an
employee of PIOB believes that his or her position has been
wrongly designated as a TOP, the employee may submit an
administrative appeal to the PIOB Chairman in accordance
with the provisions of Section VII.D. of the EOP Plan.
�Random Testin
D.
ecause o
The PIOB Chairman may authorize deferral of random testing
for an employee whose immediate work demands require ·
uninterrupted continuation in accordance.with.Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision
to defer is made. such documentation shall be sent to the
Drug Program coordinator for follow-up action to schedule
the ~mployee for unannounced testing within 60 days.
.
E.·
Decision Level for Reasonable Suspiclon Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the PIOB Chairman who shall decide whether to proceed with
testing.
F. ·
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in PIOB is required pursuant to
and in accordance with section IX. of the EOP Plan.
G.
Decision·Level for Administrative and Disciplinarv Action
The PIOB Chairman will receive all verified positive test
results and will determine appropriate administrative and
disciplinary action in accordance with Section VIII. of the
EOP }>lan.
B.
pecision LeVel for Accident or Unsafe Practice Testing
The PIOB Chairman will receive all reports on the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in· accordance with
Section IX. of the EOP Plan.
.·
�OFFICIAL RESIDENCE OF THE VICE PRESIDENT
Appendix A.
A.
Statement of Agengy Mission
The Official Residence of the Vice President (VPR) is
responsible for the management of the daily operation of the
official residence of the Vice President. VPR staff
supervise the daily maintenance, qrounds maintenance,
construction and renovation-at-· the- ·residence· and ensure the
adequacy of the facilities and services provided. VPR
formulates and executes the budget for the residence and the
long-range planning for maintenance, preservation and
improvement of the residence, ensuring that alterations do
not adversely impact the historical and architectural
aspects of the residence. VPR also manages, plans and
coordinates official and·special events at the residence.
B.
Testing pesiqnated Positions Listing and Justification
Statement
Pursuant to the delegation of authority dated September 2,
1988, from the Secretary of the Navy, the Director of the
Office of Administration identified all of the positions in
the Official_Residence of the Vic~ President as testing
designated positions (TDPs). Positions have been determined
to be sensitive as provided in Section 7(d) of Executive
Order 12564 and under one or more of the following criteria
adopted by the Executive Office of the President (EOP)
Drug-Free Workplace Plan. The OA Director has considered
the extent to which the positions considered require
employees to engage in activities affecting public safety;
give employees access to sensitive information; require
employees, as a condition of employment, to obtain a
security clearance; or give employees access to areas that
are frequented by the President.or Vice President or areas
to which access is controlled by the United States Secret
Service in its role of protecting the work environment of
the President and the Vice President.
C.
Administrative Relief
Where a position is being newly designated as a TDP and an
employee of VPR believes that his or her position has been
wrongly designated as a TDP, the employee may submit an
administrative appeal to the OA Director in accordance with
the provisions of section VII.D. of the EOP Plan.
�D.
Decision Level for Deferral of Random Testing Because of Work
Demands
The OA Director may authorize deferral of random testing for
an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision
to defer is made. Such documentation shall be sent to the
Drug Program coordinator for follow-up ~ction to schedule
the employee for unannounced testing within 60 days.
E.
pecision LeVel for Reasonable Suspicion Testing ·
If an employee is suspected of using illegal drugs based on
the conditions described in Section IX. of the EOP Plan, the
facts and circumstances of that case shall be presented to
the Director, Personnel Management Division, who shall
decide whether to proceed with testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in VPR is required pursuant to
and in accordance with Section IX. of the EOP Plan.
G.
Decision LeVel for Administrative and Disciplinary Action·
The OA Director will receive all verified positive test
results' and will determine appropriate administrative and
disciplinary action in accordance with Section VIii. of the
EOP Plan.
H.
pecision LeVel for Accident or Unsafe Practice Testing
The OA Director will receive all reports on. the facts and
circumstances of an accident or unsafe practice and shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
·
�THE WHITE HOUSE OFFICE
Appendix A.
A.
Statement of Agency Mission
The White House Office provides advisory and administrative
support directly to the President in performance of the many
detailed activities incident to his immediate office. This
requires a range of professional and support staff.
The professional staff advis~ the President on national
security issues, domestic and economic policy, legislative
issues, Presidential appointments to positions throughout the
Executive Branch, and on communication by researching and
preparing remarks to be delivered by the President.
In addition, White House staff oversee all communication
activities, including the interaction between the White
House and the national and international news media, and the
interaction with all media outside of the White House press
corp. The staff further assist the President i~ performing
liaison activities with Federal government agencies, various
public groups and constituencies, local and State ·
gove_~nments, and the general public.
The President is also supported by staff providing legal
advice to the President and White House staff; and
·
coordinating the activities of the Cabinet and overseeing
the Domestic Policy Council and Economic Policy Council.
Staff support is .also provided to the First Lady.
1,
Other activities in the White House consist of managing the
President's correspondence; the President's schedule of
activities and appointments; all White House operating
units, the Military Office, and the Office of
Administration; and planning the participation and movement
of the President to scheduled activities and events.
B.
Testing Designated Positions Listing and Justification
Statement
All of the positions in the White House Office have been
identified as testing designated positions (TOPs).
Positions have been determined to be sensitive as provided in
Section 7(d) of Executive Order 12564 and under one or more
of the following criteria adopted by the Executive Office of
the President (EOP) Drug-Free Workplace Plan. The White
House Office has considered the extent to which the
positions considered give employees access to sensitive
�information; require employees, as a. condition of employment,
to obtain a security clearance; or give employees access to
areas that are frequented by the President or Vice President
or areas to which access is controlled by the United States
secret Service in its role of protecting the work environment
of the President and the Vice President.
c.
Administrative Relief
Where a position is being newly ·designated as a TOP and an
employee of the White House Office believes that his or her
position has been wrongly designated as a TOP, the employee
may submit an administrative ap~eal through his o: her
immediate supervisor to the Ass1stant to the Pres1dent for
·Management. and Administration in accordance with the
provisions of Section VII.D. of the EOP Plan.
o.
Decision Level for Deferral of Random Testing Because of Work
pemands
The Assistant to the President for Management and
Administration may authorize deferral of random testing for
an employee whose immediate work demands require
uninterrupted continuation in accordance with Section IX.A.6.
of the EOP Plan. Approved requests for deferral shall be
documented in writing as soon as possible after a decision to
defer is made. such documentation shall be sent to the Drug
Program Coordinator for follow-~p action to schedule the
employee for unannounced testing within 60 days.
E.
pecision LeVel for Reasonable Suspicion Testing
If an employee is suspected of using illegal drugs based on
the conditions described in Section XX. of the EOP Plan, the
facts and circumstances of that·case shall be presented to
the Assistant to the President for Management and
Administration who shall decide whether to proceed with
testing.
F.
Applicant Testing
Preappointment drug testing of all applicants tentatively
selected for all positions in the White House Office
is·required pursuant to and in accordance with
Section IX. of the EOP Plan.
G.
pecision tevel for Administrative and Disciplinary Action
The Assistant to the President for Management and
Administration will receive all verified positive
test results and will determine appropriate administrative
and disciplinary action in accordance with Section VIII. -of
the EOP Plan.
�H.
'
pecision Level for Accident or Unsafe Practice Testing
The Assistant to the ~resident for Management and
Administration will receive all reports on the facts and
circumstances of an accident or unsafe practice and ·shall
decide whether to proceed with testing in accordance with
Section IX. of the EOP Plan.
�-\
EXECUTIVE OFFICE OF THE PRESIDENT
:
~
' '
'
OFFICE OF ADMINISTRATION
Washington, D.C. 20S03
If''
MEMORANDuM FOR
. FROM:
JAMES. T. EDMONDS .
MARY COIJTT.· S BEp{
.( 0'J;:;~/t'1 {:t-/tJls &eft/
ASSOCIATE DIRECTOR
· . .
HUMAN RESOURCES MANAG
. .
SUBJECT!-
;'
.
.
..·
·
. .
. .
.
.
.
·.
.
.
·.
.
. . .·
-
·.
·
.
.
New Employee orientati-on Program
The .Offic~ of Administration has_developed a "NewEmploye~
·Orientation Prog:r:am" for all staff of the Executive Office of the.President (EOP) ..
·
This program consists of information 'regarding the·make:-up of the
EOP I -administrative seryices I employee benefits I faci:li ties, . and
, ' special activities· available within the EOP complex,· as well· as ,
'·
the mandatory Security Bri~fing. An agenda is attached.
·
.r
The neXt session will be held on Thursday, NOVEMBER 21ST , '
9: oo a.m., in Room 450·, Old Executive Office Building. As .a
recently hired employee with the EOP ,_ you are encouraged to.
attend this orientation.
-.
Please contact Mary Gorham on extension 55890 to confirm yo~
attendance.
Attach.Iilent
.,
-.
:
!'
/
..
,:
at
�.....
. I ..
ORIENTATION FOR NEW EMPLOYEES
I
AG~NDA
9':oo·-a.m.·
Welcome and -Introduction
Review of Handouts
overview of the EOP
. During this. 'se~ent of. the p-~esemtation,. emplofees will be
advised. that -in their handouts is a brief · SUliUD.ary of. the ·
functions of each of
agencies which make up the Executive
Office ·of·. the President.
Speaker will provide the. names of the·
various · agencies.·
the
overv~~;,:of
the
~ffi~e. of
Administration
I'
be done providing functions of-. the divisions
w.ill be provided _which .will .provide more in-.
During thi~ section,: a .reminder wlll be p~ovi.ded .regarding
various employee benefits, e.g., health/life insurance,
retirement, leave, TSP, ·etc."· .. Employees will be reminded of time
frames for regis_tration of i~surance_.
-Available Facilities,· Se~ices and Special Activit:i~s
The pr.esEmtation ·of. service fac;Llities available' within .EOP
will _be done through use of _slide ·and oral pr.esenta..tion
i'
*_slides will consist of actual·pictures of the· various
locations, e.g., credi:t-,unions, health units, Pqst
Office~ ·gift shops, duplicating faciJ;itie~, , supply
··stores, cafeteria~~ athletic facilities, etc.
The-·presentation of Special Activities .wili be done through the
:use of slides sho.wing sample pictures of· various ceremonies,.·
_special events, Christ1nas open house, candlelight ~'?urs, etc~
_S~ides wil·l _be shown along .with -an· oral. presentation·.
',
'
Questions ·and Answers·
••
-·
'
:· .··
'· B·· .::R-.
··,···
:1.o:1.s a.m .. s·eeurity Briefing.
-E
A.-
'K
·I. ..
.
r
�
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
Terry Edmonds
Creator
An entity primarily responsible for making the resource
Office of Speechwriting
James (Terry) Edmonds
Date
A point or period of time associated with an event in the lifecycle of the resource
1995-2001
Is Part Of
A related resource in which the described resource is physically or logically included.
<a href="http://clinton.presidentiallibraries.us/items/show/36090" target="_blank">Collection Finding Aid</a>
<a href="https://catalog.archives.gov/id/7763294" target="_blank">National Archives Catalog Description</a>
Identifier
An unambiguous reference to the resource within a given context
2006-0462-F
Description
An account of the resource
Terry Edmonds worked as a speechwriter from 1995-2001. He became the Assistant to the President and Director of Speechwriting in 1999. His speechwriting focused on domestic topics such as race relations, veterans issues, education, paralympics, gun control, youth, and senior citizens. He also contributed to the President’s State of the Union speeches, radio addresses, commencement speeches, and special dinners and events. The records include speeches, letters, memorandum, schedules, reports, articles, and clippings.
Provenance
A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource.
Clinton Presidential Records: White House Staff and Office Files
Publisher
An entity responsible for making the resource available
William J. Clinton Presidential Library & Museum
Extent
The size or duration of the resource.
635 folders in 52 boxes
Text
A resource consisting primarily of words for reading. Examples include books, letters, dissertations, poems, newspapers, articles, archives of mailing lists. Note that facsimiles or images of texts are still of the genre Text.
Original Format
The type of object, such as painting, sculpture, paper, photo, and additional data
Paper
Dublin Core
The Dublin Core metadata element set is common to all Omeka records, including items, files, and collections. For more information see, http://dublincore.org/documents/dces/.
Title
A name given to the resource
WH Employee Information
Creator
An entity primarily responsible for making the resource
Office of Speechwriting
James (Terry) Edmonds
Identifier
An unambiguous reference to the resource within a given context
2006-0462-F
Is Part Of
A related resource in which the described resource is physically or logically included.
Box 44
<a href="http://www.clintonlibrary.gov/assets/Documents/Finding-Aids/2006/2006-0462-F.pdf" target="_blank">Collection Finding Aid</a>
<a href="https://catalog.archives.gov/id/7763294" target="_blank">National Archives Catalog Description</a>
Provenance
A statement of any changes in ownership and custody of the resource since its creation that are significant for its authenticity, integrity, and interpretation. The statement may include a description of any changes successive custodians made to the resource.
Clinton Presidential Records: White House Staff and Office Files
Publisher
An entity responsible for making the resource available
William J. Clinton Presidential Library & Museum
Format
The file format, physical medium, or dimensions of the resource
Adobe Acrobat Document
Medium
The material or physical carrier of the resource.
Reproduction-Reference
Date Created
Date of creation of the resource.
12/9/2014
Source
A related resource from which the described resource is derived
42-t-7763294-20060462F-044-007-2014
7763294