DRUG/ALCOHOL-FREE AWARENESS PROGRAM

Size: px
Start display at page:

Download "DRUG/ALCOHOL-FREE AWARENESS PROGRAM"

Transcription

1 FALLBROOK PUBLIC UTILITY DISTRICT DRUG/ALCOHOL-FREE AWARENESS PROGRAM Board Approved Effective Date 2/99 Board Approved Revision Date 10/04 6/05 8/06 12/12 c/regsape july 01 1

2 DRUG/ALCOHOL-FREE AWARENESS PROGRAM Fallbrook Public Utility District (FPUD) is committed to providing a safe work environment and to fostering the well-being and health of its employees. That commitment is jeopardized when any FPUD employee uses illegal drugs or alcohol on the job, comes to work with these substances present in his/her body, or possesses, distributes or sells drugs in the workplace. The dangers of drug use and alcohol misuse can be seen in increased workplace accidents, injuries, deaths, absenteeism, crime, customer complaints and loss of productivity, FPUD has established the following policy with regard to alcohol and other drugs to ensure that we can meet our obligations to our employees, ratepayers and the public. In conjunction with this policy, FPUD will distribute information to all employees regarding the dangers drug and alcohol abuse. The goal of this policy is to balance respect for individuals with the need to maintain a safe, productive, and drug-free environment. The intent of this policy is to offer a helping hand to those who need it, while sending a clear message that illegal drug use and alcohol abuse are incompatible with working at FPUD. 1. It is a violation of our policy for any employees to possess, sell, trade, or offer for sale illegal drugs or otherwise engage in the use of illegal drugs or alcohol on the job, during working hours (including breaks), while on District property, while subject to call for duty, or in such circumstances which tend to directly harm the District s interests. 2. It is a violation of our policy for anyone to report to work under the influence of illegal drugs or alcohol--that is, with illegal drugs or alcohol in his/her body. 3. It is a violation of our policy for anyone to use prescription drugs illegally. (It is not a violation of our policy for an employee to use legally prescribed medications, but the employee should notify his/her supervisor if the prescribed medication will affect the employee's ability to perform his/her job.) 4. Violations of this policy are subject to disciplinary action, up to and including, termination. It is the responsibility of supervisors to counsel employees whenever they see changes in performance or behavior that suggest that an employee has an alcohol or other drug problem. Although it is not the supervisor's job to diagnose the employee's problem, the supervisor should encourage the employee to seek help and tell him/her about available resources for getting help. Managers and Supervisors have a copy of the Reasonable Suspicion of Impairment Policy and should follow those guidelines. The Employees' Assistance Program (EAP) is a confidential resource provided by FPUD to all employees at no charge. To reach an EAP counselor, call Because all employees are expected to be concerned about working in a safe environment, they also should encourage their fellow employees who may have an alcohol or other drug problem to seek help. 5. As a condition of employment, I agree to: a. abide by the terms of this program; and b. notify FPUD through my supervisor or Human Resources of any criminal drug statute conviction for a violation occurring in the workplace no later than five days after such conviction. 6. Upon knowledge of any conviction explained in 5b. above, FPUD must: 2

3 a. notify the government contracting agency office of the reported violation within 10 days; and b. within 30 days, impose disciplinary action, up to and including termination, on the convicted employee and/or require the employee to satisfactorily participate in a drug abuse assistance or rehabilitation program approved by federal, state, or local health, law enforcement or other appropriate agency. I have received, read and understand FPUD's Drug/Alcohol-Free Awareness Program and agree to abide by its terms as a condition of employment. I also understand that if I am designated as a safety-sensitive employee and/or I am required to possess a commercial driver's license, that I am also subject to the Controlled Substance and Alcohol Misuse Policy, DOT (commercial license holders) or Non-DOT (non-commercial license holders) included in Appendix of E of the FPUD Personnel Regulations. Employee Signature Date Employee's Printed Name Witness 3

4 Fallbrook P.U.D. Controlled Substance And Alcohol Misuse Policy and Procedures In Accordance with the U.S. Department of Transportation Federal Motor Carrier Safety Administration Regulations (49 CFR Parts 40 and 382) Effective as of: August 1, 2001 Revised as of: October 29, 2004 January 23, 2006 March 27, 2006 August December 10, 2012 December 9,

5 Table of Contents I. GENERAL A. Policy Statement B. Purpose of Policy 1. Some Effects of Misuse and Abuse C. Applicability 1. Drug and Alcohol Testing Policy for Employees in Accordance with Title 49 CFR Part Employees Affected by These Rules 3. Other Employees Who Are Affected 4. Preemption of State and Local Laws D. Definitions II. PROHIBITIONS A. Prohibited Drug Use 1. Prohibited Drugs 2. Controlled Substance Use 3. Controlled Substance testing 4. Alcohol Concentration 5. Other Alcohol-Related Conduct 6. Legal Drugs B. Prohibited Conduct 1. Manufacturing, Trafficking, Possession, and Use of Controlled Substances 2. Intoxication/Under the Influence 3. Alcohol Concentration/Hours of Compliance 4. Compliance with Testing Requirements 5. Refusal to Submit to an Alcohol or Controlled Substance Test III. TESTING REQUIREMENTS A. Testing for Prohibited Substances 1. Testing for Prohibited Drugs 2. Procedures for Testing 3. Split Specimen Testing 4. Alcohol Testing 5

6 B. Medical Review Officer C. Types of Testing 1. Pre-Employment Testing 2. Reasonable Suspicion Testing 3. Post-Accident Testing for FMCSA Non-Regulated Post-Accident Testing 4. Random Testing 5. Return-to-Duty & Follow-Up Testing IV. CONSEQUENCES FOR SAFETY SENSITIVE EMPLOYEES ENGAGING IN SUBSTANCE USE-RELATED CONDUCT A. Consequences for Positive Test Results B. Removal From Safety Sensitive Function C. Required Evaluation and Testing V. RECORDS, TRAINING, AND EDUCATIONAL MATERIAL A. Location of Records B. Inquiries for Alcohol and Controlled Substances Information From Previous Employers C. Training and Educational Material D. Designated Employer Representative E. Revisions to the Policy and Program VI. TESTING PROCEDURES EXHIBITS A. General Urine Specimen Collection Procedures B. General Breath Alcohol Collection Procedures C. Pre-Employment Testing Procedures D. Reasonable Suspicion Testing Procedures E. Post-Accident Testing Procedures for FMCSA F. Random Testing Procedures G. Return-to-Duty and Follow-Up Testing Procedures A. Signs and Symptoms of Prohibited Drugs B. Drug and Alcohol Testing Vendors C. List of Categories of Drivers CONTROLLED SUBSTANCE AND ALCOHOL MISUSE POLICY AND PROCEDURES 6

7 I. GENERAL A. POLICY STATEMENT Fallbrook P.U.D. is concerned about employees being under the influence of alcohol and/or drugs at work and the use of such substances in the work environment. Moreover, Fallbrook P.U.D. takes the position that any measurable amount of drugs or alcohol in an employee s system while on company time is counterproductive to the goal and mission of this organization. Fallbrook P.U.D. is also concerned about the possession, distribution, purchase or sale of illegal drugs and controlled substances in the workplace. These activities may adversely affect an employee s work performance, efficiency, safety and health, and therefore seriously impair his or her value as an employee. In addition, they constitute a potential risk to the welfare and safety of other employees, and expose the Company to risks of property loss or damage, negative image, or injury to other persons. Fallbrook P.U.D. has established the following policy: 1. Any employee who, while on duty or on Company premises, sells, distributes, manufactures, possesses, offers for sale or distribution any illegal drugs or controlled substances will be subject to immediate disciplinary action up to and including discharge. 2. Any employee who, while on duty or Company premises, uses or consumes alcoholic beverages or illegal drugs or controlled substances will be subject to immediate disciplinary action up to and including termination. 3. Any employee who is under the influence of alcoholic beverages or controlled substances will be subject to immediate disciplinary action up to and including termination. 4. Any employee required to be tested for drugs and/or alcohol under the terms of this policy must comply with all procedures. 5. All covered employees will be subject to pre-employment, reasonable suspicion, postaccident, random, return-to-duty, and follow-up drug and/or alcohol testing. Applicants for safety-sensitive positions will not be hired nor will current employees be assigned to safety-sensitive functions unless they pass a drug test. B. PURPOSE OF POLICY The purpose of this policy is to ensure that employees are fit for duty and to protect our employees and the public from risks posed by the use of alcohol and controlled substances. This policy is also intended to comply with the U.S. Department of Transportation (DOT) and the Federal Motor Carrier Safety Administration s (FMCSA) regulations. These regulations also prevent performance of any safety-sensitive function when there is a positive, adulterated, or substituted test result. The DOT has also adopted 49 Code of Federal Regulations (CFR) Part 40, which sets standards for the collection and 7

8 testing of urine and breath specimens. This policy incorporates these federal requirements for employees operating a commercial motor vehicle. All policy verbiage in italics is Fallbrook P.U.D. policy and not necessarily a DOT or FMCSA requirement. If any provision of an existing company policy, or rule is inconsistent or in conflict with any provisions of this policy or DOT/FMCSA rules, this policy and the DOT/FMCSA rules shall take precedence; if any provision of this policy is inconsistent or in conflict with the DOT/FMCSA rules, the DOT/FMCSA rules shall take precedence. 1. Some Effects of Misuse and Abuse The cost of substance abuse and alcohol misuse is growing each day in our society, the workplace, the family and with individuals. Most homicides are committed by people who use drugs or alcohol prior to the crime. Many Americans will be involved in an alcohol-related accident during their lifetime. The medical costs of illnesses related to controlled substance misuse and abuse are overwhelming. Each year thousands of people will die due to alcohol-caused liver disease. Several more thousand will die due to alcohol-induced brain disease or suicide. Symptoms of Substance Abuse Problems: Tardiness Overreaction to real or imagined criticism Borrowing money from coworkers Avoidance of associates Lowered job efficiency Difficulty in concentration Absenteeism Excessive sick leaves Higher absentee rate than other employees Alcohol odor on breath Mood swings Subject of complaints from clients or co-workers Stealing small items from co-workers/employers Confusion Accidents on the job Leaving work early Frequent, unscheduled short-term absences (See Exhibit A for Signs and Symptoms of Prohibited Drugs ) Employees also can create liabilities for their employers, such as: Direct and measurable costs, such as the additional health care benefits claimed by substance abusers. Less tangible and difficult-to-measure costs, such as the negative impact on employee morale or the diminished creativity of substance-abusing employees. Potential costs or liabilities, such as the potential costs of a lawsuit filed by an injured party after an accident caused by an impaired employee. Potential damage to company image and reputation due to a substance abusing employee and his/her actions. These costs arise because of the effects of substance abuse in many areas, including: 8

9 1. Employee Health 2. Productivity 3. Decision-Making 4. Security 5. Safety 6. Employee Morale 7. Image of Company Fallbrook P.U.D. has several components to promote a drug-free workplace and comply with DOT and FMCSA regulations. They are the following: 8. A Controlled Substance and Alcohol Misuse policy with procedures; Training for all employees with supervisory responsibilities for Reasonable-suspicion determinations; Intervention and/or confrontation by a trained supervisor When an employee needs help with a substance abuse problem and is not forthcoming, intervention by a trained supervisor can be helpful. A trained supervisor will call the employee into a private area and express his/her concern regarding the employee s behavior. If it is decided that a test is needed, the employee shall be informed that the test is required to eliminate drug abuse as a cause for the behavior. 9. Information of local Employee Assistance Programs (EAP) and/or Substance Abuse Professionals (SAP) (See Exhibit B Fallbrook P.U.D. Drug and Alcohol Testing Vendor list for more information) C. APPLICABILITY 1. Drug and Alcohol Testing Policy for Employees in Accordance with Title 49 CFR Part 382 Fallbrook P.U.D. has determined that it has employees who fall under the jurisdiction of the Department of Transportation. As described in the DOT s Federal Motor Carrier Safety Administration Regulations, Fallbrook P.U.D. is an employer of safety-sensitive transportation employees with commercial driver s licenses defined by Title 49 CFR Part 382. Additionally, the State of California has adopted these same federal regulations and codified them into the State s Vehicle Code. 2. Employees Affected by These Rules 9

10 Employees who hold a commercial drivers license (CDL) and: (a) Drive vehicles with a GVWR of 26,001 or more pounds, or (b) Drive any size vehicle carrying placarded hazardous materials; or (c) Drive vehicles designed to transport 16 or more passengers including the safety-sensitive employee, or (d) Drive vehicles with a gross combination weight rating of 26,001 or more pounds inclusive of a towed unit with a gross vehicle weight rating of more than 10,000 pounds. Employees in categories (a) or (b) or (c) are deemed to be performing safety-sensitive duties and subject to testing that fulfills the requirements of the Code of Federal Regulations, Title 49, Part 382. Testing procedures will be conducted while the safetysensitive employee is on duty and facilities used for tests shall conform to the requirements of the Code of Federal Regulations, Title 49 CFR Part 40. On-duty time includes all safety-sensitive duties performed from the time a safetysensitive employee begins work or is required to be ready to work until he/she is relieved from work and all responsibility for performing work (see definition in section D of this policy). (See Exhibit C for list of safety-sensitive positions and/or categories that are subject to this policy.) 3. Other Employees Who Are Affected; Sub Haulers/ Contractors Sub-Haulers, Independent Owner-Operators, and Sub-Contracted employees performing safety-sensitive duties as defined by the FMCSA, on behalf of Fallbrook P.U.D. are also subject to drug and alcohol testing in accordance with Part 40 and 382 of the U.S. Department of Transportation (DOT). Each contractor will provide documentation of compliance. 4. Preemption of State and local laws This part preempts any State or local law, rule, regulation, or order to the extent that: 1. Compliance with either State or local requirement in this part is not possible; or 2. Compliance with the State or local requirement is an obstacle to the accomplishment and execution of any requirement in this part. This part shall not be construed to preempt provisions of State criminal law that impose sanctions for reckless conduct leading to actual loss of life, injury, or damage to property, whether the provisions apply specifically to transportation employees, employers, or the general public. 10

11 D. DEFINITIONS Accident: an incident involving a commercial motor vehicle in which there is a fatality, or a citation was issued and either an injury is treated away from the scene, or a vehicle is required to be towed from the scene. Actual knowledge: means actual knowledge by an employer that a driver has used alcohol or controlled substances based on the employer s direct observation of the employee, information provided by the driver s previous employer(s), a traffic citation for driving a CMV while under the influence of alcohol or controlled substances or an employee s admission of alcohol or controlled substance use, except as provided in Sec Direct observation as used in this definition means observation of alcohol or controlled substances use and does not include observation of employee behavior or physical characteristics sufficient to warrant reasonable suspicion testing under Sec Alcohol: means the intoxicating agent in beverage alcohol, ethyl alcohol or other low molecular weight alcohols including methyl or isopropyl alcohol. (The concentration of alcohol is expressed in terms of grams of alcohol per 210 liters of breath as measured by an evidential breath-testing device.) Alcohol Use: the drinking or swallowing of any beverage, liquid mixture or preparation (including any medication), containing alcohol. Adulterated Specimen: a specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine. Breath Alcohol Technician (BAT): a person who instructs and assists employees in the alcohol testing process and operates an evidential breath-testing device (EBT). Chain of Custody: the procedures used to document the handling of the urine specimen from the time the employee gives the specimen to the collector until the specimen is destroyed. This procedure uses the Federal Drug Testing Custody and Control Form (CCF). The CCF also ensures the integrity of each urine specimen by tracking its handling and storage from the point of specimen collection to its final disposition. Collection Site: a place where individuals present themselves for the purpose of providing breath or body fluid to be analyzed for specific controlled substances. The site possesses all necessary personnel, materials, equipment, facilities and supervision to provide for the collection, security, temporary storage, and transportation or shipment of the specimens to a laboratory. Commercial Motor Vehicle: a motor vehicle or combination of motor vehicles used in commerce to transport passengers or property if the motor vehicle; 11

12 a) Has a gross combination weight of 26,001 or more pounds inclusive of a towed unit with a gross vehicle weight rating of more than 10,000 pounds; or b) Has a gross vehicle weight rating of 26,001 or more pounds; or c) Is designed to transport 16 or more passengers, including the driver; or d) Is of any size and is used in the transportation of hazardous materials requiring placards. Confirmation Test: for alcohol testing means a subsequent test using an EBT, following a screening test with a result of 0.02 grams or greater of alcohol per 210 liters of breath, that provides quantitative data about the alcohol concentration. For controlled substances testing means a second analytical procedure performed on a urine specimen to identify and quantify a specific drug or drug metabolite which is independent of the screen test and which uses a different technique and chemical principle from that of the screen test in order to ensure reliability and accuracy. Contract Company: an individual, company or organization with whom Fallbrook P.U.D. has a written or verbal contract for services, and who s employees are required to be subjected to controlled substance and alcohol testing. Contracted employees are required to be tested for controlled substances and alcohol under this policy or a policy which meets the requirements of the Federal Motor Carrier Safety Administration (FMCSA), subject to approval by Fallbrook P.U.D. Controlled Substance: in accordance with FMCSA regulations, urinalysis will be conducted to detect the presence of the following substances: Amphetamines/Methamphetamine Marijuana Cocaine Opiates Phencyclidine (PCP) Designated Employer Representative (DER): is an individual identified by the employer as able to receive communications and test results from service agents and who is authorized to take immediate actions to remove employees from safety-sensitive duties and to make required decisions in the testing and evaluation processes. The individual must be an employee of the company. Service agents cannot serve as DERs. Dilute Specimen: a specimen with creatinine and specific gravity values that are lower than expected for human urine. Disabling Damage: means damage that precludes departure of a motor vehicle from the scene of the accident in its usual manner in daylight after simple repairs. 12

13 1. Inclusions. Damage to motor vehicles that could have been driven, but would have been further damaged if so driven. 2. Exclusions. (i) Damage that can be remedied temporarily at the scene of the accident without special tools or parts. (ii) Tire disablement without other damage even if no spare tire is available. (iii) Headlight or taillight damage. (iv) Damage to turn signals, horn, or windshield wipers that make them inoperative. Driver: a driver means any person who operates a commercial motor vehicle. This includes, but is not limited to: full time, regularly employed drivers; casual, intermittent or occasional drivers; leased drivers and independent owner-operator contractors. For the purpose of pre-employment testing, the term driver includes a person applying to drive a commercial motor vehicle. Drug & Alcohol Policy: policy set up by Fallbrook P.U.D. to provide the necessary elements to promote a drug free working environment. Hereinafter referred to as Policy. Employer: means a person or entity employing one or more employees (including an individual who is self-employed) that is subject to DOT agency regulations requiring compliance with this part. Employer also means the entity responsible for overall implementation of DOT drug and alcohol program requirements, including individuals employed by the entity who take personnel actions resulting from violations of this part and any applicable DOT agency regulations. Service agents are not employers. Evidential Breath Testing Device (EBT): a device approved by the National Highway Traffic Safety Administration (NHTSA) for the evidential testing of breath and placed on NHTSA s Conforming Products List of Evidential Breath Measurement Devices (CPL). Medical Review Officer (MRO): a licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by an employer s drug testing program who has knowledge of substance abuse disorders and has appropriate medical training to interpret and evaluate an individual s confirmed positive test result together with his or her medical history and any other relevant biomedical information. On Duty Time: all time from the time a driver begins to work or is required to be available. On Duty Time shall include: a) All time at a Carrier or shipper plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by employer, b) All time spent inspecting, servicing, or conditioning any commercial motor vehicle or any equipment at any time, c) All driving time, d) All time spent, other than driving time, in or upon any commercial motor vehicle except time spent resting in a sleeper berth, 13

14 e) All time spent loading or unloading a vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded, f) All time spent performing the driver requirements relating to accidents, g) All time spent repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle. Performing (a safety-sensitive function): any period in which the driver is actually performing, ready to perform, or immediately able to perform any safety-sensitive functions. Reasonable Suspicion: means that Fallbrook P.U.D. believes the actions or appearance or conduct of a driver who is on duty as defined above, are indicative of the use of a controlled substance or alcohol. Refusal to Submit (to an alcohol or controlled substances test) means that a driver: refuses to submit to, appear, remain/arrive at the testing site or to take any test required by DOT regulations, the MRO or their employer (DER). ALSO See section II (B) (5) Any employee who has been determined to have refused to test will face the same consequences as testing positive and will be immediately removed from performing safety-sensitive functions until all return-to-duty requirements are met. Safety-Sensitive Function: means all time from the time a driver begins to work or is required to be in readiness to work until the time he/she is relieved from work and all responsibility for performing work. Safety-sensitive functions shall include: 1. All time at an employer or shipper plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by the employer. 2. All time inspecting equipment as required by the FMCSA s subchapters and 392.8, or otherwise inspecting, servicing, or conditioning any commercial motor vehicle at any time. 3. All time spent at the driving controls of a commercial motor vehicle in operation. 4. All time, other than driving time, in or upon any commercial motor vehicle (except for time spent resting in the sleeper berth.) 5. All time loading or unloading a vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being loaded and unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded. 6. All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle. 14

15 Screening Test (aka initial test): in alcohol-testing it means an analytical procedure to determine whether a driver may have a prohibited concentration of alcohol in his or her system. In controlled substance testing it means an immunoassay screen to eliminate negative urine specimens from further consideration. Service Agent: any person or entity, other than an employee of the employer, who provides services specified under this part to employers and/ or employees in connection with DOT drug and alcohol testing requirements. This includes, but is not limited to, collectors, BATs, laboratories, MROs, substance abuse professionals, and TPAs. To act as service agents, persons and organizations must meet the qualifications set forth in applicable sections of this part. Service agents are not employers for purposes of this part. Substance Abuse Professional (SAP): a licensed physician (medical doctor or doctor of osteopathy), or a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substance-related disorders. Substituted Specimen: a specimen with creatinine and specific gravity values that are so diminished that they are not consistent with human urine. Third Party Administrator (TPA): a service agent that provides or coordinates the provision of a variety of drug and alcohol testing services to employers. TPAs typically perform administrative tasks concerning the operation of the employers drug and alcohol testing programs. This term includes, but is not limited to, groups of employers who join to administer, as a single entity, the DOT drug and alcohol testing programs of its members. TPAs are not employers for purposes of this part. Monitored or Observed Collection Definitions & Overviews A Monitored collection: is a collection performed in a multi-stall restroom, where the stalls have at least a partial-length door and all other applicable requirements a collection site must follow. Using a multi-stall restroom is the only circumstance in which a monitored collection can be performed. A collection performed under Direct Observation: is a collection where an observer of the same gender (does not have to be the collector) MUST have the donor raise ALL of his/her clothing that lifts up, just above the navel; lower ALL clothing that lowers including underwear, to mid-thigh; then turn around to show the same gender observer they do not possess or wear a prosthetic device or other device that could be used to interfere with the collection process. If no device is detected, the employee is permitted to return clothing to its proper observed-collection position. Then the observed collection will take place, where the observer actually must watch the urine leave the donor s body. APPLICABLE ABBREVIATIONS 15

16 BAT: DHHS: DOT: DER: EBT: FMCSA: MRO: SAP: SAMHSA: Breath Alcohol Technician Department of Health and Human Services Department of Transportation Designated Employer Representative Evidential Breath Testing Federal Motor Carrier Safety Administration Medical Review Officer Substance Abuse Professional Substance Abuse and Mental Health Services Administration II. PROHIBITIONS A. PROHIBITED DRUG USE 1. Prohibited Drugs FMCSA regulations specifically prohibit the use of the following illegal substances and require testing for their presence under certain circumstances: marijuana, amphetamines, opiates, phencyclidine (PCP), and cocaine. Safety-sensitive employees may be tested at any time while on duty or on Fallbrook P.U.D. s property. (See Exhibit A for Signs and Symptoms of Prohibited Drugs ) 2. Controlled Substances Use No driver shall report for duty or remain on duty requiring the performance of safetysensitive functions when the driver uses any controlled substance, except when the use is pursuant to the instructions of a licensed medical practitioner, who has advised the driver that the substance will not adversely affect the driver s ability to safely operate a commercial motor vehicle. No employer having actual knowledge that a driver has used a controlled substance shall permit the driver to perform or continue to perform a safety-sensitive function. Fallbrook P.U.D. may require a driver to inform the employer of any therapeutic drug use. 3. Controlled Substances Testing 16

17 No driver shall report for duty, remain on duty or perform a safety-sensitive function, if the driver tests positive or has adulterated or substituted a test specimen for controlled substances. No employer having actual knowledge that a driver has tested positive or has adulterated or substituted a test specimen for controlled substances shall permit the driver to perform or continue to perform safety-sensitive functions. 4. Alcohol Concentration The consumption of beverages containing alcohol or substances including any medication such that alcohol is present in the body while performing safety-sensitive duties, is prohibited. No driver shall report for duty or remain on duty requiring the performance of safety-sensitive functions while having an alcohol concentration of 0.04 or greater. No employer having actual knowledge that a driver has an alcohol concentration of 0.04 or greater shall permit the driver to perform or continue to perform safety-sensitive functions. 5. Other Alcohol-Related Conduct Any employee tested under this policy who is found to have a breath alcohol concentration (BAC) of 0.02 BAC or greater but less than 0.04 BAC shall not perform or continue to perform safety-sensitive functions for Fallbrook P.U.D., including driving a commercial motor vehicle, nor shall Fallbrook P.U.D. permit the employee to perform or continue to perform safety-sensitive functions, until the start of the employee s next regularly scheduled duty period, but not less than 24 hours following administration of the test. Except as provided in the above section, Fallbrook P.U.D. shall not take any action under this part against an employee based solely on test results showing an alcohol concentration less than This does not prohibit Fallbrook P.U.D. with authority independent of this part from taking any action otherwise consistent with law. 6. Legal Drugs The appropriate use of legally prescribed drugs and non-prescription medications is not prohibited. However, the use of any substance which carries a warning label that indicates that mental functioning, motor skills, or judgment may be adversely affected should be reported to supervisory personnel. Medical advice should be sought, as appropriate, before performing safety-sensitive duties. A legally prescribed drug means that an individual has a current prescription or other written approval from a physician for the use of a drug in the course of medical treatment. The prescription or approval must include the patient s name, the name of the substance, quantity/amount to be taken, and the period of authorization. The misuse of legal drugs while performing safety-sensitive duties is prohibited. 17

18 Any prescription drug use should be reported to the supervisor and/or medical department. B. PROHIBITED CONDUCT 1. Manufacture, Trafficking, Possession, and Use of Controlled Substances The manufacture, distribution, dispensing, possession, or use of controlled substances in the workplace is prohibited. A controlled substance is any illegal drug or any substance identified in Schedules I through V of Section 202 of the Controlled Substances Act (21 U.S.C. 812), and as further defined by 21 CFR Any employee in violation of this act will be subjected to disciplinary action, up to and including termination. Law enforcement shall be notified, as appropriate, where criminal activity is suspected. 2. Intoxication/Under the Influence Any safety-sensitive employee who is reasonably suspected of being intoxicated or under the influence of a prohibited drug shall be relieved from his or her safety-sensitive job duties pending an investigation and verification of condition. Any employee who fails a drug or alcohol test will be subject to disciplinary action up to and including termination. 3. Alcohol Concentration/Hours of Compliance No safety-sensitive employee should report for duty or remain on duty when his or her ability to drive is adversely affected by alcohol or when his or her blood alcohol concentration is 0.02 or greater. No safety-sensitive employee shall use alcohol while on duty or while performing safety-sensitive functions. No employee shall have used alcohol within four (4) hours of reporting for duty. After an accident, safety-sensitive employees shall refrain from alcohol use for eight (8) hours or until an alcohol test has been administered. 4. Compliance with Testing Requirements Any safety-sensitive employee who refuses to comply with a request for testing, who fails to remain readily available for post-accident testing, who provides false information in connection with a test, or who attempts to falsify test results through tampering, contamination, adulteration, or substitution shall be removed from duty immediately. A refusal can include the inability to provide a specimen or breath sample without a valid medical explanation, as well as a verbal declaration, obstructive behavior, or physical absence resulting in the inability to conduct the test. 5. Refusal to Submit to an Alcohol or Controlled Substance Test A refusal to test means that a safety-sensitive employee: 18

19 A. Engages in any conduct that clearly obstructs or does not allow for the successful completion of the testing process, including refusal to sign the Custody and Control form (CCF) or breath alcohol form, not being readily available following an accident, using alcohol within eight hours of an accident, or adulterating or substituting a sample. B. Fails to provide adequate breath for alcohol testing as required by the DOT regulations without a valid medical explanation (as determined by a medical evaluation). C. Fails to provide a urine specimen for any required DOT drug test. Fails to provide an adequate urine sample for controlled substances testing as required by the DOT regulations without a genuine inability to provide a specimen as determined by a medical evaluation. D. Fails to show up for any test within a reasonable time after being directed to do so, or to remain at the testing site until the testing process is complete. E. Fails to permit the observation or monitoring of the provision of a specimen, in cases of a directly observed or monitored collection in a drug test, or fail to follow the observer s instructions to raise your clothing above the waist, lower clothing and underpants, and to turn around to permit the observer to determine if you have any prosthetic or other device that could be used to interfere with the collection process. F. Fails or declines to take a second test the employer has directed. (e.g., following a negative dilute result.) G. Fails to undergo medical evaluation, as directed by the MRO as part of the verification process, or as directed by the DER concerning the evaluation as part of the shy bladder / shy lung procedures. H. Fails to cooperate (refuse to empty pockets, behave in a confrontational way that disrupts the collection process, fail to wash hands after being directed to do so by the collector, fail to remove and leave outer clothing, purse, briefcase, or other personal belongings with collector). I. Possesses or wears a prosthetic device or other device that could be used to interfere with the collection process. J. Admits to the collector or MRO that you adulterated or substituted the specimen, or if the MRO reports that you have a verified adulterated or substituted test result. K. Fails (refuses) to sign the certification at step 2 of the ATF (Alcohol Testing Form). Any employee who has been determined to have refused to test will face the same consequences as testing positive and will be immediately removed from performing safety-sensitive functions until all return-to-duty requirements are met. Any time an employee Refuses to Test, proper documentation shall be kept for future reference and in the case of a DOT/CHP audit. 19

20 Fallbrook P.U.D. will document all refusal to test situations. III. TESTING REQUIREMENTS A. TESTING FOR PROHIBITED SUBSTANCES 1. Testing for Prohibited Drugs Drug tests will be analyzed from a urine specimen. Each urine sample will be collected into a primary and a split sample. The urine samples will be sent under seal, with required custody and control forms, to a laboratory approved by SAMHSA. At the laboratory, specimens are placed in secure storage. An initial drug screen will be conducted on each primary specimen. For those specimens that are not negative, a confirmatory Gas Chromatography /Mass Spectrometry (GC/MS) test will be performed. The test will be considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40. Under these testing rules, the laboratory must conduct validity tests on each specimen it receives. This allows the lab to evaluate the specimen to determine if it is consistent with normal human urine. The laboratory is then able to determine whether certain adulterants or foreign substances were added to the urine, if the urine was diluted, or if the specimen was substituted. If the result of the primary specimen is positive, the split sample as well as the primary sample will be retained in frozen storage for at least 1 year from the date the laboratory receives it. 2. Procedures for Testing Testing shall be conducted in a manner to ensure a high degree of accuracy and reliability and using techniques, equipment, and laboratory facilities, which have been approved, by the Substance Abuse and Mental Health Services Administration (SAMHSA) and the Department of Health and Human Services (DHHS). Testing for prohibited drugs and alcohol on safety-sensitive employees shall be conducted in accordance with the procedures set forth in 49 CFR Part 40. Federal urine and breath forms will be used. (See Section VI., A.., for General Urine Drug Collection Procedures ) 3. Split Specimen Testing Any safety-sensitive employee who questions the results of his/her required drug test under this section of this policy may, within 72 hours of having been notified of a verified positive test by the MRO, request that an additional test be conducted on the split sample (bottle B) of the original specimen that was voided. This test must be conducted at a different DHHS certified laboratory. Each urine sample is to be a minimum of 45ml. The sample is to be split at the time of collection into 30 ml. for the primary test (bottle A) and 15ml. for the split (bottle B). The test must be conducted on the split sample that was provided at the same time as the original sample. Requests after 72 hours will only be accepted if the delay was due to documentable facts that were beyond the control of the employee. If the second portion of the sample also tests positive, then the driver is subject 20

EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES

EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES EL PASO COUNTY DEPARTMENT OF HUMAN RESOURCES Program for Testing for Alcohol Misuse and Use of Controlled Substance by Drivers of Commercial Motor Vehicles Adopted Date: May 15, 1995 I. Policy- The County

More information

Last Reviewed: November 25, 2014 WOOD COUNTY BOARD OF EDUCATION. Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy

Last Reviewed: November 25, 2014 WOOD COUNTY BOARD OF EDUCATION. Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy WOOD COUNTY BOARD OF EDUCATION Policy 5160.3 Transportation Employees Alcohol and Controlled Substance Policy Last Reviewed: November 25, 2014 Next Review: November 25, 2016 Section 1.0 Introduction The

More information

Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program

Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities

More information

Procedure 5202P Personnel

Procedure 5202P Personnel FEDERAL HIGHWAY ADMINISTRATION MANDATED DRUG AND ALOCHOL TESTING PROGRAM Definitions: Accident, for purposes of this policy, is as an incident involving an employee whose job responsibilities require a

More information

PERSONNEL SERVICES Regulation 4871 (Form 4871) Staff Welfare

PERSONNEL SERVICES Regulation 4871 (Form 4871) Staff Welfare PERSONNEL SERVICES Regulation 4871 (Form 4871) Staff Welfare Driver Drug Testing Definitions For purposes of this Regulation, the following terms are defined: 1. Alcohol - the intoxicating agent in beverage

More information

SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE

SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE SOUTH CAROLINA DEPARTMENT OF ADMINISTRATION DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE THE LANGUAGE USED IN THIS DOCUMENT DOES NOT CREATE AN EMPLOYMENT CONTRACT BETWEEN THE EMPLOYEE AND THE AGENCY.

More information

Janik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY

Janik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY Janik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY Page 1 of 13 Section Table of Contents Statement of Purpose and Policy 3 I. Purpose 4 II. Provisions 4 A. Applicability 4 B. Prohibited Conduct

More information

X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY

X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY X. SUBSTANCE ABUSE/DRUG-FREE WORKPLACE POLICY GENERAL POLICY It is the policy of Scott County to provide safe, dependable and efficient services to the public which it serves. Scott County is committed

More information

EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers)

EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers) EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers) In accordance with Board policy, the following procedures apply to drug and alcohol testing of drivers. Definitions For the purposes of

More information

Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Employees

Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Employees Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Definitions Alcohol Screening Test: An analytic procedure to determine whether an employee may have a prohibited concentration

More information

5259P Page 1 of 20 PERSONNEL Federal Motor Carrier Safety Administration (FMCSA) Mandated Drug and Alcohol Testing Program Definitions Accident, for

5259P Page 1 of 20 PERSONNEL Federal Motor Carrier Safety Administration (FMCSA) Mandated Drug and Alcohol Testing Program Definitions Accident, for Page 1 of 20 Federal Motor Carrier Safety Administration (FMCSA) Mandated Drug and Alcohol Testing Program Definitions Accident, for the purposes of this policy, is an incident involving an employee whose

More information

D.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY

D.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY D.O.T. (DEPARTMENT OF TRANSPORTATION) DRUG AND ALCOHOL TESTING POLICY Purpose: Anoka-Hennepin School District #11 realizes the importance of providing a safe and healthy work place and minimizing the risks

More information

Salt Lake Community College Policies and Procedures Manual 2.08 Personnel Policy Committee Approval:

Salt Lake Community College Policies and Procedures Manual 2.08 Personnel Policy Committee Approval: 2.08 Personnel Policy Committee Approval: DRUG FREE WORKPLACE Senate Approval: CHAPTER 2 Board of Trustees Approval: 6/14/89 POLICY 2.08 Revision: 3/12/07 I. PURPOSE To provide: (1) an alcohol/drug free

More information

Drug and Alcohol Testing Program

Drug and Alcohol Testing Program SACRAMENTO CITY UNIFIED SCHOOL DISTRICT CONTROLLED SACRAMENTO SUBSTANCES AND ALCOHOL TESTING CITY PROGRAM POSITION STATEMENT UNIFIED SCHOOL DISTRICT The Sacramento City Unified School District is committed

More information

Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program

Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Page 1 of 24 Federal Motor Carrier Safety Administration Mandated Drug and Alcohol Testing Program Definitions: Accident, for purposes of this policy, is an incident involving an employee whose job responsibilities

More information

ALCOHOL AND CONTROLLED SUBSTANCE TESTING

ALCOHOL AND CONTROLLED SUBSTANCE TESTING ALCOHOL AND CONTROLLED SUBSTANCE TESTING Section 1.0 Introduction The Mercer County Board of Education has a vital interest in maintaining a safe, healthy, and efficient work environment for its employees.

More information

OMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED SUBSTANCES

OMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED SUBSTANCES CATEGORY: POLICY STATUS: University Policy Approved POLICY TITLE: POLICY NUMBER: POLICY ADDRESS: POLICY PURPOSE: APPLIES TO: SUB-SECTIONS: POLICY STATEMENT OMNIBUS TRANSPORTATION ACT- ALCOHOL AND CONTROLLED

More information

HACH COMPANY DRUG AND ALCOHOL POLICY

HACH COMPANY DRUG AND ALCOHOL POLICY HACH COMPANY DRUG AND ALCOHOL POLICY I. Purpose Hach Company is committed to a safe, healthy, and productive work environment for all Associates free from the effects of substance abuse. Abuse of alcohol,

More information

Auburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY

Auburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY Auburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY POLICY STATEMENT Auburn University recognizes that its employees are the key to achieving the University s Land Grant Mission of Instruction, Research

More information

Community Unit School District No. 308 5:110. General Personnel. A safety-sensitive function includes, but is not limited to:

Community Unit School District No. 308 5:110. General Personnel. A safety-sensitive function includes, but is not limited to: General Personnel Bus Driver Controlled Substance and Alcohol Testing I. Introduction Page 1 of 11 Unless specifically stated otherwise, the terms of this policy are to implement the Department of Transportation

More information

CITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY

CITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY CITY OF ESSEXVILLE SUBSTANCE ABUSE POLICY Department of Transportation Regulated Employees (Original Adoption November 29, 1995, Latest Revision November 17, 2008) I. PURPOSE The City of Essexville ( Employer

More information

POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8

POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8 POLICY TITLE: Bus Driver Drug and Alcohol POLICY NO: 744 POLICY TITLE: Testing Program PAGE 1 of 8 This school district has an interest in establishing a work environment free from the influence of drugs

More information

MEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS

MEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS MEDWAY SCHOOL BOARD POLICY DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS NEPN/NSBA CODE: EEAEAA The safety of our students, employees and the general public requires that our drivers perform their duties

More information

Human Resources Policy Manual Revision Date: January 2014 8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE AND ALCOHOL ABUSE

Human Resources Policy Manual Revision Date: January 2014 8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE AND ALCOHOL ABUSE 8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE This policy is adopted in order to comply with federal requirements concerning drug and alcohol testing of employees who hold positions

More information

Chapter 16 DRUG & ALCOHOL TESTING

Chapter 16 DRUG & ALCOHOL TESTING Chapter 16 DRUG & ALCOHOL TESTING Chapter 16 Table of Contents Chapter 16 DRUG & ALCOHOL TESTING... 16-1 DRUG AND ALCOHOL TESTING... 16-3 Testing Program... 16-3 Guidelines and Procedures for Drug/Alcohol

More information

Commercial Driver s License Mandated Drug and Alcohol Testing Program

Commercial Driver s License Mandated Drug and Alcohol Testing Program (Page 1 of 25) Commercial Driver s License Mandated Drug and Alcohol Testing Program I. DEFINITIONS A. Accident means an incident involving an employee whose job responsibilities require a commercial driver

More information

Driver DOT Drug Free Guidelines Mackay School District #182

Driver DOT Drug Free Guidelines Mackay School District #182 Driver DOT Drug Free Guidelines Mackay School District #182 In recognition of the harmful effects that the use of illegal drugs and the misuse of the alcohol can have on drivers engaged in the transportation

More information

GBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG TESTING FOR SCHOOL BUS DRIVERS

GBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG TESTING FOR SCHOOL BUS DRIVERS GBCCB-R REGULATIONS - REQUIRED ALCOHOL AND DRUG I. REGULATION - OVERVIEW: This regulation establishes the guidelines, procedures, and circumstances for mandatory alcohol and drug testing for school drivers

More information

2. has a gross vehicle weight rating of 11,794 or more kilograms (26,001 or more pounds);

2. has a gross vehicle weight rating of 11,794 or more kilograms (26,001 or more pounds); Policies of the University of North Texas Chapter 15 1.2.14 DOT Drug and Alcohol Testing of Commercial Drivers Risk Management Policy Statement. The purpose of this policy is to ensure the University s

More information

MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE

MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools

More information

COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES

COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES I PURPOSE The Purpose of this policy is to establish programs designed to help prevent accidents and injuries resulting

More information

1. ISSUING AGENCY: The Human Resources Department and the Division of Risk Management, of the Department of Finance and Administrative Services.

1. ISSUING AGENCY: The Human Resources Department and the Division of Risk Management, of the Department of Finance and Administrative Services. 1. ISSUING AGENCY: The Human Resources Department and the Division of Risk Management, of the Department of Finance and Administrative Services. 2. SCOPE: These rules have general applicability to all

More information

Drug and Alcohol Testing for Bus Drivers

Drug and Alcohol Testing for Bus Drivers Drug and Alcohol Testing for Bus Drivers School bus drivers who operate a motor vehicle requiring a commercial driver's license are subject to a drug and alcohol testing program that fulfills the requirements

More information

Educational Support Personnel

Educational Support Personnel Burr Ridge Community Consolidated School District #180 Policy Manual 5:285 Educational Support Personnel Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers 1 The District shall adhere

More information

CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97

CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97 2.08 DRUG FREE WORKPLACE Cabinet Approval: CHAPTER 2 Board of Trustees Approval: 06/14/89 POLICY 2.08 Revised: 03/12/97 I. PURPOSE To provide: (1) an alcohol / drug free workplace for all employees, (2)

More information

NORTHEAST COMMUNITY COLLEGE ADMINISTRATIVE PROCEDURE NUMBER: AP-3237.0 FOR POLICY NUMBER: BP 3237

NORTHEAST COMMUNITY COLLEGE ADMINISTRATIVE PROCEDURE NUMBER: AP-3237.0 FOR POLICY NUMBER: BP 3237 NORTHEAST COMMUNITY COLLEGE ADMINISTRATIVE PROCEDURE NUMBER: AP-3237.0 FOR POLICY NUMBER: BP 3237 ALCOHOL AND CONTROLLED SUBSTANCE TEST PROCEDURES FOR COMMERCIAL DRIVER S LICENSE PROCEDURES 1. PROCEDURE

More information

DRUG AND ALCOHOL TESTING

DRUG AND ALCOHOL TESTING POLICY #416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The

More information

ZERO TOLERANCE DRUG AND ALCOHOL TESTING POLICY [GRANTEE/TRANSIT SYSTEM NAME] Adopted as of [MONTH DD, YEAR]

ZERO TOLERANCE DRUG AND ALCOHOL TESTING POLICY [GRANTEE/TRANSIT SYSTEM NAME] Adopted as of [MONTH DD, YEAR] A. PURPOSE ZERO TOLERANCE DRUG AND ALCOHOL TESTING POLICY [GRANTEE/TRANSIT SYSTEM NAME] Adopted as of [MONTH DD, YEAR] 1) The [GRANTEE/TRANSIT SYSTEM NAME] provides public transit and paratransit services

More information

DRUG AND ALCOHOL TESTING POLICY

DRUG AND ALCOHOL TESTING POLICY DRUG AND ALCOHOL TESTING POLICY Policy This policy applies to all persons who are applicants for or who are employed in positions with duties or activities that involve the requirement of a commercial

More information

BAE SYSTEMS. BAE Systems, Inc. Management Policy 1. POLICY

BAE SYSTEMS. BAE Systems, Inc. Management Policy 1. POLICY I BAE SYSTEMS BAE Systems, Inc. Management Policy SUBJECT: NUMBER: REVISION: EFFECTIVE: Drug-Free Workplace 113 Three March 1, 2014 1. POLICY It is the policy of BAE Systems, Inc. that all Inc. Businesses

More information

DRUGS AND ALCOHOL. Substance screening may be required of any employee if there exists reasonable suspicion to support such request.

DRUGS AND ALCOHOL. Substance screening may be required of any employee if there exists reasonable suspicion to support such request. DRUGS AND ALCOHOL A. APPLICANTS Substance screening is required for all final applicants applying for a position for which drug testing is required by the provisions of the Omnibus Transportation Employee

More information

Drug And Alcohol Testing For School Bus Drivers

Drug And Alcohol Testing For School Bus Drivers Carmel USD I BP 4112.42 Personnel Drug And Alcohol Testing For School Bus Drivers The Board of Education desires to take all possible steps to ensure transportation safety for district students and staff.

More information

3.1. The procedure shall be applicable to all University employees.

3.1. The procedure shall be applicable to all University employees. LINCOLN UNIVERSITY Procedure: Confirmatory Testing for Substance Abuse Procedure Number: HRM 113p Effective Date: October 2008 Revisions: Review Officer: Chief Human Resources Officer 1. Purpose 1.1. It

More information

Drug and Alcohol Testing for Safety- and Security-sensitive Positions

Drug and Alcohol Testing for Safety- and Security-sensitive Positions [Minor revision posted 3/7/14 (replaces 1/27/12 edition)] Operating Policy and Procedure : Drug and Alcohol Testing for Safety- and Security-sensitive Positions DATE: March 7, 2014 PURPOSE: The purpose

More information

SAMPLE DRUG AND ALCOHOL POLICY

SAMPLE DRUG AND ALCOHOL POLICY SAMPLE DRUG AND ALCOHOL POLICY (MISSISSIPPI) DRUG AND ALCOHOL POLICY DISCLAIMER WARNING!!! The attached Drug and Alcohol Policy is being furnished to you as a courtesy. Stonetrust Management Services highly

More information

SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE

SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE Page 1 of 7 700 Kipling Street, Suite 1000 Lakewood, CO 80215 SUBSTANCE ABUSE POLICY AND PROCEDURAL DIRECTIVE PURPOSE To maintain a safe, healthful, and efficient work environment for the Colorado Department

More information

DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS

DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS FILE: GDQ-PC DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS A. Generally The Omnibus Transportation Employee Testing Act of 1991 requires alcohol and drug testing of safety-sensitive employees in the

More information

GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT)

GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT) GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT) DRUG AND ALCOHOL TESTING POLICY APPROVAL We have reviewed and concur with the contents of the Gray County Public Works

More information

POLICY TITLE: Employee Drug and Alcohol Testing POLICY NO: 403.50 PAGE 1 of 7

POLICY TITLE: Employee Drug and Alcohol Testing POLICY NO: 403.50 PAGE 1 of 7 POLICY TITLE: Employee Drug and Alcohol Testing POLICY NO: 403.50 PAGE 1 of 7 It is the intent of the board of trustees of this district to promote an alcohol and drug-free workplace, thereby enhancing

More information

DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE

DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE DRUG AND ALCOHOL TESTING OF SCHOOL BUS DRIVERS ADMINISTRATIVE PROCEDURE The RSU 83/M.S.A.D. #13 School Board, hereinafter referred to as the Board, is committed to the establishment of an alcohol and controlled

More information

DOUGLAS COUNTY GOVERNMENT POLICY FORM. To ensure a drug-free work environment within Douglas County Government.

DOUGLAS COUNTY GOVERNMENT POLICY FORM. To ensure a drug-free work environment within Douglas County Government. DOUGLAS COUNTY GOVERNMENT POLICY FORM SUBJECT DRUG-FREE WORKPLACE TITLE DRUG-FREE WORKPLACE POLICY NO. HR.6.10 APPROVAL DATE 1/1/11 REVISION DATE 9/1/12 PURPOSE: DEPARTMENT RESPONSIBLE: DEPARTMENT(S) AFFECTED:

More information

Queen Anne s County Fire & EMS Commission Operations Manual

Queen Anne s County Fire & EMS Commission Operations Manual I. SCOPE A. This applies to all Queen Anne s County Fire and EMS personnel. II. PURPOSE A. The purpose of this document is to establish a standardized guideline for credentialing of QAC affiliated EMS

More information

RESOURCE CENTER (BCRC)

RESOURCE CENTER (BCRC) BUILDING and CONSTRUCTION RESOURCE CENTER (BCRC) Drug and Alcohol Policy In compliance with 49 CFR Part 40, and 49 CFR Part 382 (FMCSA) For BCRC's DOT-Covered Contractor Participants BCRC Board Approved

More information

Best Buy Pre-Employment Drug Testing Policy

Best Buy Pre-Employment Drug Testing Policy Best Buy Pre-Employment Drug Testing Policy Purpose of Policy Best Buy (the Company), is firmly committed to ensuring a safe, healthy and efficient work environment for our employees, customers and the

More information

CATASAUQUA AREA SCHOOL DISTRICT

CATASAUQUA AREA SCHOOL DISTRICT CATASAUQUA AREA SCHOOL DISTRICT No. 0 SECTION: Non-Professional Personnel TITLE: Policy Re Drug/Alcohol Testing ADOPTED: November, REVISED: November, 0 REVIEWED: November, 0 0. TESTING FOR ALCOHOL AND

More information

Drug-Free Workplace Policy and Procedures July 16, 2015

Drug-Free Workplace Policy and Procedures July 16, 2015 Drug-Free Workplace Policy and Procedures July 16, 2015 Regional Transit Authority of Southeast Michigan Drug-Free Workplace Policy and Procedures Purpose In compliance with regulations governing anti-drug

More information

Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM

Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM Subpart A General 120.1 Applicability. Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM This part applies to the following persons: (a) All air carriers and operators certificated

More information

ALAMEDA COUNTY D.O.T. CONTROLLED SUBSTANCE AND ALCOHOL USE AND TESTING GUIDELINES

ALAMEDA COUNTY D.O.T. CONTROLLED SUBSTANCE AND ALCOHOL USE AND TESTING GUIDELINES ALAMEDA COUNTY D.O.T. CONTROLLED SUBSTANCE AND ALCOHOL USE AND TESTING GUIDELINES April, 2009 TABLE OF CONTENTS I. Introduction...1 II. III. IV. Purpose...1 Applicability 1 Covered Employees/Safety Sensitive

More information

DRUG AND ALCOHOL HANDBOOK FOR CDL STAFF AND STUDENTS

DRUG AND ALCOHOL HANDBOOK FOR CDL STAFF AND STUDENTS DRUG AND ALCOHOL HANDBOOK FOR CDL STAFF AND STUDENTS Revised July 2014 CDL Drug and Alcohol Handbook TABLE OF CONTENTS PURPOSE...4 GOALS...4 OUR ZERO TOLERANCE POLICY...4 OVERVIEW...5 BACKGROUND... 5 PROBLEM

More information

PROCEDURES FOR BUS DRIVER DRUG AND ALCOHOL TESTING

PROCEDURES FOR BUS DRIVER DRUG AND ALCOHOL TESTING PROCEDURES FOR BUS DRIVER DRUG AND ALCOHOL TESTING District bus drivers are subject to a drug and alcohol testing program that fulfills the requirements of the federal regulations. The School District

More information

Parts 382 & 40 Alcohol and Drug Testing Requirements

Parts 382 & 40 Alcohol and Drug Testing Requirements Parts 382 & 40 Alcohol and Drug Testing Requirements 19 Part 382 Alcohol and Drug Testing Requirements Applicability Drivers required to have a commercial driver s license (CDL) are subject to the controlled

More information

Policy Subject: Number Page. DEPARTMENT OF TRANSPORTATION (DOT) C 34 1 of 21 DRUG AND ALCOHOL TESTING POLICY

Policy Subject: Number Page. DEPARTMENT OF TRANSPORTATION (DOT) C 34 1 of 21 DRUG AND ALCOHOL TESTING POLICY DEPARTMENT OF TRANSPORTATION (DOT) C 34 1 of 21 POLICY STATEMENT The County supports a policy of a drug-free workforce ( No. C-10.) To implement that policy, the County has instituted a program of drug

More information

CONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION

CONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION CONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION September 24, 2009 TABLE OF CONTENTS POLICY STATEMENT... 1 PROHIBITED SUBSTANCES... 1 PERFORMING A SAFETY

More information

City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS

City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS City of Lincoln Non-DOT Anti-Drug Plan & Non-DOT Alcohol Misuse Plan A. DRUGS I. POLICY OVERVIEW ANTI-DRUG PLAN SUMMARY City of Lincoln (hereinafter referred to as the City) has a vital interest in maintaining

More information

SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH

SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH 2001 Delmar Avenue Granite City, IL 62040-6238 618-452-6238 smrld.org Tina Hubert Executive Director SERVING GRANITE CITY, MITCHELL, AND PONTOON BEACH SMRLD Drug and Alcohol Free Workplace Policy Purpose

More information

UNIVERSITY OF MICHIGAN DRUG & ALCOHOL SUBSTANCE ABUSE POLICY Revised October, 2014

UNIVERSITY OF MICHIGAN DRUG & ALCOHOL SUBSTANCE ABUSE POLICY Revised October, 2014 UNIVERSITY OF MICHIGAN DRUG & ALCOHOL SUBSTANCE ABUSE POLICY Revised October, 2014 UNIVERSITY OF MICHIGAN is dedicated to the health and safety of our drivers. Drug and/or alcohol use may pose a serious

More information

DOT Agency / USCG Drug and Alcohol Program Facts

DOT Agency / USCG Drug and Alcohol Program Facts DOT Agency / USCG Drug and Alcohol Program Facts U.S. Department of Transportation Office of the Secretary Office of Drug and Alcohol Policy and Compliance What are the specific regulations directing employers

More information

EEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL)

EEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL) EEAEAA - DRUG AND ALCOHOL USE BY AND TESTING FOR DRIVERS WITH A COMMERCIAL DRIVER S LICENSE (CDL) APPLICABILITY In accordance with federal law and regulations, all bus operators and other District drivers

More information

UNCONTROLLED. Title: Drug and Alcohol Abuse Testing and Rehabilitation

UNCONTROLLED. Title: Drug and Alcohol Abuse Testing and Rehabilitation 1.0 Purpose and Scope Waupaca Foundry, Inc. ( Company ) values its employees and recognizes their need for a safe and healthy work environment. Waupaca Foundry, Inc. also recognizes that employees abusing

More information

PART 382/PART 40. Alcohol and Drug Testing Requirements

PART 382/PART 40. Alcohol and Drug Testing Requirements PART 382/PART 40 Alcohol and Drug Testing Requirements 15 Part 382 Alcohol and Drug Testing Requirements Applicability Drivers required to have a commercial driver s license (CDL) are subject to the controlled

More information

CITY OF CRIPPLE CREEK DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE MANUAL

CITY OF CRIPPLE CREEK DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE MANUAL CITY OF CRIPPLE CREEK DRUG AND ALCOHOL TESTING POLICY AND PROCEDURE MANUAL I. Purpose The City of Cripple Creek is committed to a safe, healthy, and productive work environment for all employees free from

More information

What employers are required to have their employees enrolled in federally mandated drug and alcohol program? What constitutes a DOT FMCSA employee?

What employers are required to have their employees enrolled in federally mandated drug and alcohol program? What constitutes a DOT FMCSA employee? What employers are required to have their employees enrolled in federally mandated drug and alcohol program? Any employer who meets the requirements of the Department of Transportation (DOT) and its Agencies,

More information

P407.7 DRUG AND ALCOHOL FREE WORKPLACE PROCEDURE

P407.7 DRUG AND ALCOHOL FREE WORKPLACE PROCEDURE P407.7 DRUG AND ALCOHOL FREE WORKPLACE PROCEDURE NCPA has a vital interest in maintaining a safe, healthy, and efficient working environment. It is NCPA s intent to maintain a workplace free of drugs and

More information

Policies & Procedures

Policies & Procedures 2.2 Drug Free Work Place Adopted 1.24.2003 Revised 3.28.2004; 5.26.2006; 3.2.2011 Reference: WAC 388.805.200(3) POLICY In accordance with "The Drug Free Workplace Act of 1988, The Healing Lodge prohibits

More information

Policy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM. Section/Number: 4-9-2 Total Pages: 25 Dept. Responsible:

Policy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM. Section/Number: 4-9-2 Total Pages: 25 Dept. Responsible: Policy FTA SAFETY SENSITIVE DRUG AND ALCOHOL PROGRAM Section/Number: 4-9-2 Total Pages: 25 Dept. Human Resources Effective 1/16/1995 Responsible: Date: Special Note: SupercedesSupersedes all previous FTA

More information

ORANGE COUNTY TRANSPORTATION AUTHORITY

ORANGE COUNTY TRANSPORTATION AUTHORITY ORANGE COUNTY TRANSPORTATION AUTHORITY Page 2 2015 REVISION The (OCTA or Authority) Drug and Alcohol Policy Manual complies with the Federal Transit Administration (FTA) and U.S. Department of Transportation

More information

REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS

REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS EFFECTIVE DATE: 06/01/2013 REACH AIR MEDICAL SERVICES SUBSTANCE ABUSE POLICY FOR APPLICANTS APPLYING FOR SAFETY-SENSITIVE POSITIONS (FOR TESTING TO BE CONDUCTED IN CALIFORNIA [excluding the City of San

More information

FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist

FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist Agency/Organization Name: Type(s) of Funding Received by Organization: Applicable Grant #(s): Date of Compliance

More information

ADDENDUM A. Orange County Water District. Drug & Alcohol Policy

ADDENDUM A. Orange County Water District. Drug & Alcohol Policy ADDENDUM A Orange County Water District Drug & Alcohol Policy TABLE OF CONTENTS I. SCOPE... 1 III. DESIGNATED EMPLOYER REPRESENTATIVE(S) (DER)... 2 IV. APPLICABILITY... 2 A. General (Non-Safety/Security

More information

POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE

POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE POLICY FOR A DRUG AND ALCOHOL-FREE WORKPLACE I. STATEMENT OF PURPOSE Crossroads of Western Iowa recognizes the problems of substance abuse in society and in the workplace. Substance abuse poses a serious

More information

Lifecycle State : Effective

Lifecycle State : Effective abcd BI Roxane Inc. Local Document Type Document Number: Version: 046-Policy-01012 Status: Effective Document Status History: Date : 13 Mar 2014 00:01:28 GMT -05:00 Document Title: Lifecycle State : Effective

More information

Employee Assistance Program

Employee Assistance Program Employee Assistance Program SUBSTANCE ABUSE POLICY: Substance Abuse Policy Law Substance Abuse policies and procedures are complex and subject to frequent change by legislation and court decision. It is

More information

åffi3##ffi Purpose Scope 2. Post-accident - 3. Reasonable suspicion - 4. Random - 5. Return-to-duty (RTD) - 6. Follow-up tests -

åffi3##ffi Purpose Scope 2. Post-accident - 3. Reasonable suspicion - 4. Random - 5. Return-to-duty (RTD) - 6. Follow-up tests - COMMBRCIAL DRIVBR'S LICBNSB DRUG & ALCOHOL POLICY REVISBD 3I3O/09 EXH BIT A åffi3##ffi Purpose Scope The purpose of this policy is to protect employees, co-workers and the public fi'om the risks posed

More information

Drug and Alcohol Abuse Policy

Drug and Alcohol Abuse Policy Rexnord Industries, Inc. (herein referred to as the Company ) has a strong commitment to its employees to provide a safe work environment and to promote high standards of employee health and performance.

More information

NALCOR ENERGY ALCOHOL AND DRUG PROGRAM REQUIREMENTS FOR CONTRACTORS

NALCOR ENERGY ALCOHOL AND DRUG PROGRAM REQUIREMENTS FOR CONTRACTORS NALCOR ENERGY ALCOHOL AND DRUG PROGRAM REQUIREMENTS FOR CONTRACTORS At Nalcor Energy, safety is our top priority. We take collective pride in our commitment to ensuring employees, contractors and visitors

More information

LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY

LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY I hereby acknowledge receipt of the Lake County School Board s Drug-Free Workplace Policy. I Understand that the name, address and telephone number

More information

All Personnel AR 4112.42/4212.42/4312.42 DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS/DISTRICT DRIVERS

All Personnel AR 4112.42/4212.42/4312.42 DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS/DISTRICT DRIVERS All Personnel AR 4112.42/4212.42/4312.42 The district's drug and alcohol testing program shall apply to all employees who operate a commercial motor vehicle, including any vehicle designed to transport

More information

DHHS POLICIES AND PROCEDURES

DHHS POLICIES AND PROCEDURES DHHS POLICIES AND PROCEDURES Section V: Human Resources Current Effective Date: 9/1/11 Revision History: 7/1/03, 4/1/04; 4/6/09; 9/1/11 Original Effective Date: 8/1/89 Purpose The purpose is to establish

More information

Drug and Alcohol Abuse Prevention Information

Drug and Alcohol Abuse Prevention Information Drug and Alcohol Abuse Prevention Information Fine Mortuary College (FMC) is committed to providing a drug-free environment for all college students and employees. Under the Drug-free Workplace Act and

More information

City of Albany Safety Human Resources Policy Policy #: HR-SF-05-003 Title: Substance Abuse - DOT

City of Albany Safety Human Resources Policy Policy #: HR-SF-05-003 Title: Substance Abuse - DOT Purpose The City is committed to providing and maintaining a safe and healthy work environment for its employees and a safe and dependable transportation system for the public. The use of drugs and/or

More information

TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice

TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice TITLE OF LESSON: DRUG/ALCOHOL TESTING AND THE COMMERCIAL DRIVER Length of Lesson: 30 minutes TRAINER NOTES: This lesson plan is pretty

More information

Policy Statement Regarding an Alcohol and Drug-Free Workplace

Policy Statement Regarding an Alcohol and Drug-Free Workplace Policy Statement Regarding an Alcohol and Drug-Free Workplace Date Revised Date Reviewed Date Issued October 1, 2013 Functional Responsibility Human Resources on the Stockton campus is responsible for

More information

MOSAIC DES MOINES Alcohol/Drug Free Workplace Policy

MOSAIC DES MOINES Alcohol/Drug Free Workplace Policy MOSAIC DES MOINES Alcohol/Drug Free Workplace Policy Purpose: To help safeguard employee health, provide a safe and productive workplace, and supply our people served with high quality service, Mosaic

More information

THE COLLEGE OF WESTERN IDAHO PTE PROGRAMS DRUG FREE SCHOOL POLICY

THE COLLEGE OF WESTERN IDAHO PTE PROGRAMS DRUG FREE SCHOOL POLICY THE COLLEGE OF WESTERN IDAHO PTE PROGRAMS DRUG FREE SCHOOL POLICY Policy Statement The College of Western Idaho s PTE Programs has an interest in establishing an environment free of the influence of drugs

More information

SUBSTANCE ABUSE PROGRAM

SUBSTANCE ABUSE PROGRAM Associated Steel Erectors of Chicago and International Association of Bridge, Structural, Ornamental and Reinforcing Ironworkers Local Union #1 SUBSTANCE ABUSE PROGRAM EFFECTIVE DATE: January 1, 2007 (Revised

More information

SUBSTANCE ABUSE POLICY (NON-DOT)

SUBSTANCE ABUSE POLICY (NON-DOT) Health, Safety and Environmental Manual SUBSTANCE ABUSE POLICY (NON-DOT) 1 SUBSTANCE ABUSE POLICY (NON-DOT) Table of Contents Topic Page 1.0 Objective 3 2.0 Scope 3 3.0 References 3 4.0 Training 3 5.0

More information