Section 1-620.25 - Procedure and employee impact(a) The drug and alcohol testing policy shall be issued in writing in advance of program implementation to inform employees and allow them the opportunity to seek treatment. An employee shall be allowed only one opportunity to seek treatment following his or her first positive test result. Thereafter, any confirmed positive drug test, or positive breathalyzer test, or a refusal to submit to a drug or breathalyzer test shall be grounds for termination of employment.(b) The program shall cover all Department of Mental Health and Department of Human Services employees, including management, and shall be implemented as a single program of each Department.(c) The results of any random test conducted pursuant to this subchapter may not be turned over to any law enforcement agency without the employee's written consent. (d) Notwithstanding section 2022(f) and the second and third sentences of subsection (a) of this section, this title shall comply with the requirements of title XX-E, section 102 of the Cannabis Employment Protections Amendment Act of 2022, passed on 2nd reading on June 7, 2022 (Enrolled version of Bill 24-109), and section 211 (b-1) of the Human Rights Act of 1977, effective December 13, 1977 (D.C. Law 2-38; D.C. Official Code § 2-1402.11 (b-1)).Amended by D.C. Law 24-190,§ III-301, 69 DCR 008849, eff. 10/22/2022.Amended by D.C. Law 23-276,§ 2, 68 DCR 004794, eff. 4/27/2021.Mar. 3, 1979, D.C. Law 2-139, § 2025; as added Apr. 13, 1999, D.C. Law 12-227, § 2, 46 DCR 502; Dec. 18, 2001, D.C. Law 14-56, § 116(a)(7), 48 DCR 7674.Temporary addition of subchapter: See Historical and Statutory Notes following § 1-620.21.