PARTIES -- Brotherhood of Maintenance of Way Employes
 to -and-
 DISPUTE: Consolidated Rail Corporation

 STATEMENT OF CLAIM:

FINDINGS: The central issues in this case are concerned with the
 applications of the Carrier's Drug Testing Policy. On February 20,
 1987, the Carrier's Chairman and Chief Executive Officer sent a letter
 to each employee in which he explained the Carrier's concern for safety
 and how the use of illegal drugs by employees impaired its operations
 and threatened the safety of the public. A summary of its Drug Policy
 was attached to each of these letters.
 A key feature of the Drug Policy provides the employee with an option for an evaluation by the Carrier's Employee Counseling Service. If this evaluation shows that the employee does not have an addiction problem, the employee must provide a negative drug test within fortyfive (45) days. In those cases where the evaluation indicates an addic= tion problem and the employee enters an approved treatment program, he - may be returned to service upon appropriate recommendation and he must provide a negative test within 125 days of the date of the initial positive test.
 The evidence reveals that the Claimant had been on notice to keep his system free of prohibited drugs. Because his urine sample taken on March 23, 1989 tested positive for cannabinoid, he was dismissed froir the service.
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Organization. It has forcefully and with skill advanced its many con
 cerns with respect to the application of the Carrier's Drug Policy.
 In this respect, it has raised questions about and objections to the
 Carrier's testing procedures as well as the Carrier's failure to produce
 medical personnel at the hearing held on this matter who could speak
 authoritatively about the validity of the urine test and be cross
 examined so that relevant information could be elicited. -
 The Board has carefully considered these contentions. We understand the points raised by the Organization and=dorecognize that they are not without merit in certain situations. However, the record here shows that the Carrier employed a highly reputable testing facility, which used the latest techniques and procedures to assure the accuracy of its tests. Therefore, it is established that the test result is a "medical fact" as distinguished from a "medical opinion". Accordingly, the failure to have a medical person present at the hearing for crossexamination does not fatally flaw the fairness of the proceedings.
 Railroad work is dangerous. The safety of the Carrier's workforce, as well as the public, requires positive measures to ensure that the inherent dangers are minimized. In furtherance of these efforts, the Carrier initiated a drug testing program which it announced to each of its employees, as noted earlier. -The substance of the Carrier's program, as well as ones like it used by other Carriers has been upheld by numerous arbitral Awards. Given theestablished facts of this case, we have no basis to arrive at an Award that runs counter to these many Awards. In the instant case, the Claimant was put on notice and, in effect, he was provided another opportunityto retain his employment. The consequences of his failure to comply with the Carrier's direction were of his choice.




F. ' Domzals Eckehar -MuessIg . P. Cassese
 Car er Memb~ Neutral Member Employee Member

 Dated: G-/y-~P/