LAKE COUNTY SCHOOLS RECEIPT OF DRUG-FREE WORKPLACE POLICY
|
|
- Mae Barton
- 5 years ago
- Views:
Transcription
1 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 of the employee assistance program is available to me by contacting the Compensation and Employee Relations Department. I also understand that this signed receipt of the Lake County School Board s Drug-Free Workplace Policy statement will become a permanent part of my personnel file. Type or Print Name Signature Date Equal Opportunity in Education and Employment
2 ALCOHOL AND DRUG-FREE WORKPLACE - POLICY ) No employee of the School Board shall manufacture, distribute, dispense, possess, or use on or in the workplace any drug as defined in this policy. As a condition of employment, each employee shall notify his or her supervisor of his or her conviction of any criminal drug statute for a violation occurring in the workplace no later than five (5) days after such conviction. 2) Any employee who violates the terms of this policy may be non-renewed or his or her employment may be suspended or terminated. When an employee has a positive confirmed drug test, such action by the School Board will be considered to be for cause. However, at the discretion of the School Board, an employee may be allowed to satisfactorily participate in and complete a Board approved drug abuse assistance or rehabilitation program in lieu of a non-renewal, suspension or termination. Where a job applicant has a positive confirmed drug test, the School Board may refuse to hire the applicant and such refusal to hire will be considered to be for cause. 3) The School Board will not discharge, discipline, or discriminate against an employee solely upon the employee s voluntarily seeking treatment, while under the employ of the School Board, for a drugrelated problem if there has been no communication to the employee of a demand for a drug test and the employee has not previously tested positive for drug use and the employee enters an employee assistance program for drug-related problems or an alcohol and drug rehabilitation program. A request for voluntary treatment under these conditions does not constitute reasonable suspicion for ordering a drug test. (The intent is to allow an employee one (1) opportunity to voluntarily seek treatment for a substance abuse problem.) 4) Sanctions and discipline against employees, including non-renewal, suspension and termination shall be in accordance with prescribed School District s procedures and in the event of violation of policies herein shall be commenced within thirty (30) days of receiving notice of an employee s conviction. Within ten (10) days of receiving notice of an employee s conviction in violation of this rule, the Superintendent shall notify the State and Federal Departments of Education. 5) A drug-free awareness program is hereby established, and is to be implemented by the Superintendent, to inform employees of the dangers of drug abuse in the workplace, of the School Board s policy of maintaining a drug-free workplace, of available drug counseling, rehabilitation, and assistance programs, and of the penalties to be imposed upon employees for drug abuse violations occurring in the workplace. As a part of this program, all employees and applicants for employment shall be given notice of School Board s policy regarding the maintenance of a drug-free workplace. 6) Except where the context otherwise requires, as used in this policy: a) Drug means alcohol, including distilled spirits, wine, malt beverages and intoxicating liquors; amphetamines; cannabinoids; cocaine; phencyclidine (PCP); hallucinogens; methalqualone; opiates; barbiturates; benzodiazepines; synthetic narcotics; designer drugs; or, a metabolite of any of the substances listed herein. b) Initial drug test means the first drug test which is used to identify negative and presumptive positive specimens. The initial test for alcohol shall be by enzyme oxidation methodology and the initial test for all other drugs shall use a sensitive and reliable Food and Drug Administration approved immunoassay procedure. c) Confirmation test, confirmed test, or confirmed drug test means a second analytical procedure run on a sample that is positive on the initial screening test. The confirmation test must be different in scientific principle from that of the initial test procedure. This confirmation method shall be capable of providing requisite specificity, sensitivity, and quantitative accuracy. The confirmation test for alcohol will be gas chromatography and the confirmation test for all other drugs will be gas chromatography / mass spectrometry. d) Prescription or non-prescription medication means a drug or medication obtained pursuant to a prescription as defined by Section (17) Florida Statutes or a medication that is authorized pursuant to Federal or State law for general distribution and use without a prescription in the treatment of human diseases, ailments or injuries.
3 e) Reasonable suspicion drug testing means drug testing based on a belief that an employee is using or has used drugs in violation of the School Board s policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon: 1. Observable phenomena while at work, such as direct observation of drug use or the physical symptoms or manifestations of being under the influence of a drug. 2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. 3. A report of drug use in the workplace, provided by a reliable and credible source, which has been independently corroborated. 4. Evidence that an individual has tampered with a drug test during his employment with the School Board. 5. Evidence that an employee has caused or contributed to an accident while at work. 6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on any School Board premises or while operating a School Board vehicle, machinery or equipment. f) Specimen means a product of the human body capable of revealing the presence of drugs or their metabolites. g) Workplace is defined to mean the site of the performance of work done in connection with employment. That includes any school building or any school premises; any vehicle owned, leased, rented or used on official business by the School Board; and any vehicle used to transport students to and from school and school activities off school property during any schoolsponsored or school activity, event or function, such as field trip or athletic event, where students are under the jurisdiction of the School District. h) Employee Assistance Program means the program provided by the Employee Health Care Program or a similar School Board approved drug abuse assistance or rehabilitation program. 7) The School Board will communicate to the employee prior to conducting the drug test the reasons for ordering the test and will conduct drug testing in the following circumstances: a) JOB APPLICANT DRUG TESTING: This drug testing will be required of all job applicants selected for employment. Refusal of the job applicant to submit to a drug test or a positive confirmed drug test is a basis for refusal to hire a job applicant. b) REASONABLE SUSPICION DRUG TESTING: Where there is a reasonable suspicion that an employee is using or has used drugs in violation of the School Board s policy. The facts and inferences outlined under Reasonable Suspicion Drug Testing listed above shall be used in determining whether a reasonable suspicion exists. c) ROUTINE FITNESS FOR DUTY DRUG TESTING: The School Board will require an employee to submit to a drug test if the test is conducted as part of a routinely scheduled employee fitness for duty medical examination that is part of or becomes part of the School Board s established policy or that is scheduled routinely for all members of an employment classification or group. d) FOLLOW-UP DRUG TESTING will be required if the employee, in the course of employment, enters an employee assistance drug-related programs or an alcohol or drug rehabilitation program. Such an employee will be required to submit to a drug test, as a follow-up to such a program on a quarterly, annual or semi-annual basis for up to two (2) years thereafter. 8) The following procedures shall apply to drug testing under this policy:
4 a) Samples shall be collected with due regard for the privacy of the individual providing the sample, and in a manner reasonably calculated to prevent substitution or contamination of the sample. b) Specimen collection shall be documented and the documentation procedures shall include: 1. Labeling specimen containers so as to reasonably preclude the likelihood of erroneous identification of test results; and, 2. A form for the employee or job applicant to provide any information he may feel is relevant to the test. Such information may include currently or recently used prescription or non-prescription medication or any other relevant medical information; providing such information shall not preclude the administration of a drug test, but shall be taken into account in interpreting any positive results. c) Specimen collection, storage and transportation to the testing site shall be performed in a manner in which will reasonably preclude specimen contamination or adulteration. d) Each initial and confirmation test, not including the taking or collecting of a specimen to be tested, shall be conducted by a laboratory licensed by the Department of Health and Rehabilitative Services criteria established by the National Institute on Drug Abuse. The laboratory shall conform to the mandates of Section (12), Florida Statutes, and applicable rule of the Department of Health. e) Specimens for drug testing may be collected or taken by any of the following persons: 1. A physician, a physician s assistant, a registered professional nurse, a Licensed Practical Nurse, or a Nurse Practitioner. 2. A certified paramedic who is present at the scene of an accident for the purpose of rendering emergency medical services or treatment. 3. A qualified person employed by a licensed laboratory who has the necessary training and skills for the assigned tasks. f) A person who collects or takes a specimen for a drug test will collect an amount sufficient for split sample drug tests as determined by the Department of Health and Rehabilitative Services. g) A drug test may be conducted at any reasonable time during the employee s work day. h) Every specimen that produces a positive, confirmed result shall be preserved by the licensed laboratory that conducts the confirmation test for a period of at least two hundred ten (210) days from the time the results are mailed or otherwise delivered to the School Board. However, if an employee or job applicant undertakes an administrative or legal challenge to the test result, the employee or job applicant shall notify the laboratory and the sample shall be retained by the laboratory until the case or administrative appeal is settled. During the 180-day period after the written notification of a positive test result, the employee or job applicant who has provided the specimen shall be permitted by the School Board to have a portion of the specimen re-tested, at the employee s or applicant s expense, at another laboratory, licensed and approved by the Department of Health and Rehabilitative Services, chosen by the employee or applicant. The second laboratory must test at equal or greater sensitivity for the drug in question as the first laboratory. The first laboratory which performed the test for the School Board shall be responsible for the transfer of the portion of the specimen to be re-tested, and for the integrity of the chain of custody during such transfer. i) Within five (5) working days of the receipt of a positive confirmed test result from the testing laboratory, the Superintendent or designee will inform the employee in writing of such positive test result, the consequences of such results, and the options available to the employee or job applicant.
5 j) The School Board will provide to the employee or the job applicant, upon request, a copy of the test results. k) Within five (5) working days after receiving notice of a positive confirmed test result, the employee or job applicant may submit information to the School Board explaining or contesting the test results and why the results do not constitute a violation of the School Board s policy. l) If an employee s or job applicant s explanation or challenge of the positive test results is unsatisfactory to the School Board, within fifteen (15) days of receipt of the explanation or challenge, the School Board shall issue to the employee or job applicant a written explanation as to why the employee s or job applicant s explanation is unsatisfactory, along with a report of positive results, and all such documentation shall be kept confidential by the School Board pursuant to the confidentiality section of this policy and shall be retained by the School Board for at least one year. m) The School Board may not discharge, discipline, refuse to hire, discriminate against, or request or require rehabilitation of an employee or job applicant on the sole basis of a positive test result that has not been verified by a confirmation test. n) If an initial drug test is negative, the School Board may, at its sole discretion, seek a confirmation test. o) All positive initial tests shall be confirmed using gas chromatography in the case of alcohol and chromatography/mass spectrometry for all other drugs. p) If testing is conducted based on reasonable suspicion, within seven (7) days after testing of an employee has been completed, the School Board will promptly detail, in writing, the circumstances which formed the basis of the determination that reasonable suspicion existed to warrant the testing. A copy of this documentation shall be given to the employee upon request, and the original documentation shall be kept confidential by the School Board pursuant to the confidentiality provisions of this policy and retained by the School Board for at least one year. 9) The School Board shall pay the cost of all drug tests, initial and confirmation, which it requires of employees. An employee shall pay the costs of any additional drug tests not required by the School Board. A job applicant shall pay the costs of all drug tests administered as a requirement for employment. 10) The School Board will keep all results of drug tests confidential to the extent mandated by Section , Florida Statutes. 11) Employees and job applicants who are using prescription and non-prescription medication may report such facts to the School Board before or after being tested by a signed, dated letter to his / her department supervisor, principal, or personnel director, as the case may be. A list of the most common medications by brand name and common name and chemical name, which may alter or affect a drug test may be obtained from the office of the director of personnel. 12) When an employee refuses to submit to a drug test, the School Board authorizes the Superintendent to take appropriate action including, but not limited to, the dismissal from employment with the School Board of that employee. A job applicant who refuses to submit to a drug test will not be considered for employment. 13) There is no physician / patient relationship created between an employee or job applicant and the School Board or any person performing or evaluating a drug test solely by the establishment, implementation or administration of this drug testing program.
6 14) Nothing in this policy shall be construed to prevent the School Board from establishing reasonable work rules related to an employee s possession, sale or solicitation of drugs, including convictions for drug-related offenses, and taking action based upon any violation of those rules. 15) Nothing in this policy will be construed to prohibit the School Board from conducting medical screening or other tests required by any statute, rule, or regulation for the purpose of monitoring exposure of employees to toxic or other unhealthy substances in the workplace or in performance of job responsibilities. Such screening tests shall be limited to the specific substances expressly identified in the applicable statute rules or regulations, unless prior written consent of the employee is obtained for other tests. Statutory Authority: ; ; ; ; , F.S. Laws Implemented: ; ; ; , F.S., Drug Free Workplace Act of 1988; 34 CFR Part 85, Subpart F
CHAPTER 2012-8. Committee Substitute for Committee Substitute for Committee Substitute for House Bill No. 1205
CHAPTER 2012-8 Committee Substitute for Committee Substitute for Committee Substitute for House Bill No. 1205 An act relating to drug-free workplaces; amending s. 112.0455, F.S.; revising the definition
ALCOHOL AND DRUG-FREE WORKPLACE 6.65
ALCOHOL AND DRUG-FREE WORKPLACE 6.65 I. Legislative Intent It is the intent of the School Board of Seminole County, Florida (SBSB) to establish a policy that ensures all employees remain drug free as a
Drug Free Workplace Policy
Drug Free Workplace Policy 1.1 Purpose and Policy: The Employer adopts this policy to deter the use of alcohol and/or drugs in the workplace. In accordance with this policy, all employees are prohibited
Drug and Alcohol Policy and Procedure
Drug and Alcohol Policy and Procedure Drug and Alcohol Policy It is the policy of LTC to promote a safe, healthy and productive environment for all students and employees and to maintain a learning and
CITY OF NICEVILLE DRUG AND ALCOHOL ABUSE POLICY
1 CITY OF NICEVILLE DRUG AND ALCOHOL ABUSE POLICY I. PURPOSE: The City of Niceville acknowledges the problem of substance abuse, including alcohol abuse, in our society. The City regards substance abuse
Substance Abuse Program
Substance Abuse Program www.tridentinsurance.net Lines of Business: Auto, Worker Compensation, Public Officials Liability, Educators Legal Liability, General Liability Risk Control Strategy/Key Issues:
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.
FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05)
Section 100 Purpose FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05) The purpose of this policy is to promote and maintain a drug free environment in the workplace and to protect
State Recommended Drug Free Workplace Policy
INSTRUCTIONS: State Recommended Drug Free Workplace Policy The following policy should have the first page printed on company letterhead. The sections which are in italics are to be removed. They are for
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
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,
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
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
416 DRUG AND ALCOHOL TESTING
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 School Board
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
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
Pre-Employment Screening and Inprocessing of New Employees
POLICY: 6Hx28:3B-02 Responsible Official: Vice President, Organizational Development and Human Resources Specific Authority: 1001.64, F.S. Law Implemented: 1001.64, F.S. Effective Date: 6-19-2014 Pre-Employment
IMPLEMENTATION SUGGESTIONS
PLEASE NOTE! Please be aware that the Sample Drug and Alcohol Policy is being furnished to you as a courtesy and the language therein should be considered that of a sample. Because the Drug and Alcohol
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
ARKANSAS REHABILITATION SERVICES SUBSTANCE FREE POLICY
ARKANSAS REHABILITATION SERVICES SUBSTANCE FREE POLICY PURPOSE ARS desires to create an environment that protects the public health and safety of ARS customers and staff as it relates to substance use.
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
Drug and Alcohol Testing
Drug and Alcohol Testing Original Implementation: July 14, 1998 Last Revision: April 15, 2014 It is the policy of Stephen F. Austin State University to promote a safe, healthy and productive learning and
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
1.7.8.5 EFFECTIVE DATE: February 12, 2010, unless a later date is cited at the end of a section. [1.7.8.5 NMAC - Rp, 1.7.8.5 NMAC, 02/12/2010]
TITLE 1 CHAPTER 7 PART 8 GENERAL GOVERNMENT ADMINISTRATION STATE PERSONNEL ADMINISTRATION DRUG AND ALCOHOL ABUSE 1.7.8.1 ISSUING AGENCY: State Personnel Board. [1.7.8.1 NMAC - Rp, 1.7.8.1 NMAC, 02/12/2010]
OU MEDICAL CENTER Human Resource Policy and Procedure Manual. Subject: Drug and Alcohol
OU MEDICAL CENTER Human Resource Policy and Procedure Manual Subject: Drug and Alcohol Section: HR 6-10 Page: 1 of 5 Origination Date: 6/2004 Revision Date: 2/2006, 9/2008, 7/2009 Coverage: All OUMC employees
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
416 - DRUG AND ALCOHOL TESTING
416 - DRUG AND ALCOHOL TESTING I. PURPOSE A. The governing board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The governing
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.
Iowa Code Section 730.5 PRIVATE SECTOR DRUG-FREE WORKPLACES
Iowa Code Section 730.5 PRIVATE SECTOR DRUG-FREE WORKPLACES 1. Definitions. As used in this section, unless the context otherwise requires: a. "Alcohol" means ethanol, isopropanol, or methanol. b. "Confirmed
SBWC - Drug-Free Workplace
SBWC - Drug-Free Workplace Rules & Guidelines for Certification and Annual Recertification Intent of Legislation: To promote drug-free workplaces in order that employers in Georgia are afforded the opportunity
How To Keep A Drug And Alcohol Free Workplace
CDHD DRUG/TOBACCO/ALCOHOL-FREE WORKPLACE POLICY Central District Health Department is committed to maintaining a drug, tobacco and alcohol-free workplace in the interest of high quality health care, safety
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
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
CITY OF WICHITA SUBSTANCE ABUSE POLICY PURPOSE
CITY OF WICHITA SUBSTANCE ABUSE POLICY PURPOSE The City of Wichita has a public trust to provide a variety of services to the community. An efficient and productive workforce is vital to fulfill that responsibility.
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
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
UNION SCHOOL DISTRICT
SECTION: PUPILS No. 227.1 UNION SCHOOL DISTRICT TITLE: ADOPTED: May 15, 2008 DRUG/ALCOHOL TESTING FOR COCURRICULAR ACTIVITY(IES) PARTICIPATION, DRIVING AND PARKING PERMIT PRIVILEGES REVISED: 227.1. DRUG/ALCOHOL
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
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
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
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:
Lamar County Board of Education Drug and Alcohol Program Procedures JSA. II. Drug use/distribution/impairment/possession
Lamar County Board of Education Drug and Alcohol Program Procedures JSA I. General Policy Practical experience and research has proven that even small quantities of narcotics, abused prescription drugs
Drug and Alcohol Policy. Marathon Petroleum Company LP Drug and Alcohol Policy. Employee Guide
Marathon Petroleum Company LP Drug and Alcohol Policy Employee Guide Revised as of April 2014 Table of Contents Introduction... 1 Part I Drug Policy... 1 Part II Alcohol Policy... 1 Part III Policy Application...
AN EMPLOYER S GUIDE TO A DRUG-FREE WORKPLACE
AN EMPLOYER S GUIDE TO A DRUG-FREE WORKPLACE This information and resource guide is comprised primarily of materials abstracted from a number of different sources. This guide is to be used as an overview
How To Test For Drugs And Alcohol
Group Policy GE Healthcare issued By. HUMAN RESOURCES NO 2.7 To be Reviewed: November 2013 Date 9/13/10 subject DRUG-FREE WORKPLACE I. INTRODUCTION GE Healthcare believes that its employees are the Company's
BLINN COLLEGE ADMINISTRATIVE POLICY/PROCEDURE MANUAL
BLINN COLLEGE ADMINISTRATIVE POLICY/PROCEDURE MANUAL SUBJECT: Athletic Department Drug EFFECTIVE DATE: 9-14-10 Testing Policy and Procedure REVISION DATE: 8-28-12 The Blinn College Administration and the
STUDENT SUBSTANCE ABUSE POLICY AND PROGRAM
STUDENT SUBSTANCE ABUSE POLICY AND PROGRAM I. Purpose, Scope and Application The Alabama School of Mathematics and Science (ASMS) is a High School that strives to provide the best possible education for
DRUG AND ALCOHOL TESTING REGULATIONS
DRUG AND ALCOHOL TESTING REGULATIONS Title 15: Mississippi State Department of Health Part 3: Office of Health Protection Subpart 1: Health Facilities Licensure and Certification Post Office Box 1700 Jackson,
Substance Abuse. Policy Number: 602 Policy Number: 602 Effective Date: 03/01/07 Effective Date: 01/01/91
Substance Abuse THIS POLICY REPLACES POLICY Policy Number: 602 Policy Number: 602 Effective Date: 03/01/07 Effective Date: 01/01/91 PAGE: 1 of 7 Statement: Wesley Woods Senior Living, Inc., is committed
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
PASSED BY THE CALHOUN COUNTY BOARD OF SUPERVISORS. CALHOUN COUNTY Substance Abuse Policy and Procedure
Policy and Procedure Page 1 of 6 PASSED BY THE CALHOUN COUNTY BOARD OF SUPERVISORS CALHOUN COUNTY Policy and Procedure I. INTRODUCTION A. PURPOSE AND SCOPE 1. The purpose of this policy is to develop a
DPA: A national certified Drug Program Administrator, which shall use a certified laboratory in testing of samples.
MITCHELL PUBLIC SCHOOLS Policy #506.11 Mitchell, Nebraska MANDATORY DRUG TESTING POLICY FOR STUDENTS INVOLVED IN COMPETITIVE EXTRACURRICULAR ACTIVITIES OR STUDENTS THAT HAVE VOLUNTARILY BEEN PLACED IN
CERTIFICATE OF COMPLIANCE OF
CERTIFICATE OF COMPLIANCE OF Name of Contractor Company GOLDEN TRIANGLE CONTRACTOR SUBSTANCE AND ALCOHOL ABUSE PROGRAM November 2002 Edition Adopted and implemented by [Name of Contractor Company] ( Company
MIDWESTERN UNIVERSITY DRUG FREE WORKPLACE AND SUBSTANCE ABUSE POLICY
MIDWESTERN UNIVERSITY DRUG FREE WORKPLACE AND SUBSTANCE ABUSE POLICY PURPOSE: POLICY: I. To establish policies and procedures whereby Midwestern University shall, in order to appropriately serve the needs
SYSTEM REGULATIONS. 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02
SYSTEM REGULATIONS 34.02.01 Drug and Alcohol Abuse and Rehabilitation Programs July 14, 2000 Supplements System Policy 34.02 1. ADMINISTRATION The provisions of this regulation are based on requirements
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
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
Overview of Sample Drug and Alcohol Abuse Policy
Overview of Sample Drug and Alcohol Abuse Policy All employers should have a vital interest in maintaining a safe, healthy, and efficient working environment. Being under the influence of a drug or alcohol
Santa Rosa Consolidated Schools Santa Rosa, New Mexico Student Activities Drug/Alcohol Testing Policy
1 Santa Rosa Consolidated Schools Santa Rosa, New Mexico Student Activities Drug/Alcohol Testing Policy The Santa Rosa Consolidated Schools Board of Education, in order to: Help prevent students participating
HOMINY SCHOOL DISTRICT STUDENT ATHLETE POLICY ON TESTING FOR ALCOHOL AND ILLEGAL OR PERFORMANCE ENHANCING DRUGS
5044 POLICY ON STUDENT DRUG AND/OR ALCOHOL TESTING HOMINY SCHOOL DISTRICT STUDENT ATHLETE POLICY ON TESTING FOR ALCOHOL AND ILLEGAL OR PERFORMANCE ENHANCING DRUGS The Board of Education, in an effort to
TULSA COMMUNITY COLLEGE HEALTH SCIENCES STUDENT GUIDELINES: DRUG SCREENING PROCEDURES
TULSA COMMUNITY COLLEGE HEALTH SCIENCES STUDENT GUIDELINES: DRUG SCREENING PROCEDURES I. SCOPE & PURPOSE Drug screening will be performed on all students of TCC Health Sciences programs prior to their
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
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
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
JFK MEDICAL CENTER. MANUAL: Administrative Policy & Procedure Manual. SECTION: Human Resources. DISTRIBUTION: All Departments
1 MANUAL: Administrative Policy & Procedure Manual SECTION: Human Resources DISTRIBUTION: All Departments SUBJECT: Substance Use in the Workplace EFFECTIVE DATE: 12/06 REVIEWED DATE: 09/07 REVISED DATE:
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
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
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
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
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
How To Test For Drugs And Alcohol
PARSONS CONSTRUCTORS INC. ALCOHOL/DRUG FREE WORKPLACE POLICY 1.0 INTRODUCTION The Parsons Constructors Inc. (PCI) Drug and Alcohol-Free Workplace Policy is a standardized construction contractor substance
2. Substance Abuse Prohibited. Substance abuse on school premises and during school programs is prohibited.
Drug-Free Schools - Students 307 The Board of Education ( Board ) for the Rio Rancho Public School District ( District ) realizes that substance abuse among the school age population remains high as reflected
STUDENT DRUG TESTING (MSHSAA-Regulated Activities and Parking Permits)
STUDENT DRUG TESTING (MSHSAA-Regulated Activities and Parking Permits) For the safety, health, and well-being of the students of the Maryville R-II School District, the Board has adopted a random drug
REGULATIONANNE ARUNDELCOUNTY PUBLIC SCHOOLS
Page 1 of 5 REGULATIONANNE ARUNDELCOUNTY PUBLIC SCHOOLS Related Entries: Policy GAC Responsible Office: SAFE AND ORDERLY SCHOOLS/OFFICE OF INVESTIGATIONS D. PURPOSE DRUG-, ALCOHOL-, AND TOBACCO-FREE WORK
Drug-Free Workplace Policy (revised 10/01/13)
Drug-Free Workplace Policy (revised 10/01/13) Purpose and Goal Rose-Hulman Institute of Technology is committed to protecting the safety, health and well-being of students, employees and visitors in our
CRAIG HOSPITAL POLICY/PROCEDURE Approved: P&P 01/05; 04/08; 03/12 Effective Date: 11/89
CRAIG HOSPITAL POLICY/PROCEDURE Approved: P&P 01/05; 04/08; 03/12 Effective Date: 11/89 HR 43 Attachments: None Revised Date: 04/02, 09/04, 01/05, 04/08, 03/12 Forms: None Reviewed Date: SUBJECT: DRUG
SHELBY COUNTY BOARD OF EDUCATION COMPETITIVE EXTRACURRICULAR SUBSTANCE ABUSE PROGRAM Procedures I. OVERVIEW
SHELBY COUNTY BOARD OF EDUCATION COMPETITIVE EXTRACURRICULAR SUBSTANCE ABUSE PROGRAM Procedures I. OVERVIEW The Shelby County Board of Education (the Board) recognizes participants in competitive extracurricular
CITY OF GAINESVILLE DRUG-FREE WORKPLACE PROGRAM
CITY OF GAINESVILLE DRUG-FREE WORKPLACE PROGRAM THE CITY OF GAINESVILLE DRUG-FREE WORKPLACE PROGRAM 2 TABLE OF CONTENTS I. PURPOSE............................................................. 1 II. SCOPE................................................................
STUDENT ATHLETE DRUG TESTING POLICY
I. General Policy Statement STUDENT ATHLETE DRUG TESTING POLICY The Macon County Board of Education ( Board ) recognizes the importance and special need of maintaining a drug-free environment for all students,
HEAT AND FROST INSULATORS AND ALLIED WORKERS LOCAL 45 JOINT APPRENTICESHIP AND TRAINING COMMITTEE DRUG-FREE SUBSTANCE ABUSE POLICY AND PROCEDURE
HEAT AND FROST INSULATORS AND ALLIED WORKERS LOCAL 45 JOINT APPRENTICESHIP AND TRAINING COMMITTEE I. PURPOSE DRUG-FREE SUBSTANCE ABUSE POLICY AND PROCEDURE The purpose of this Substance Abuse Policy (hereinafter
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
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
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
I. PURPOSE AND SCOPE The purpose of this document is to provide a written description of Lake County s Drug Free Workplace Program.
Title: Drug Free Workplace Program Number: ES-4.02.01 Originator: Employee Services Review: March 16, 2012 I. PURPOSE AND SCOPE The purpose of this document is to provide a written description of Lake
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
Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN)
Drug and Alcohol Use Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN) Illegal drug use in the workplace is against the law and highly detrimental to the safety and productivity of our
How To Keep A College A Drug Free Workplace
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)
Drug Free Workplace Policy and Program
Potomac Valley Audubon Society Drug Free Workplace Policy and Program Background Potomac Valley Audubon Society (PVAS) is a not-for-profit organization dedicated to preserving, restoring, and enjoying
How To Test For Illegal Drugs And Alcohol
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
Student Drug, Alcohol and Tobacco Use ABERDEEN SCHOOL DISTRICT #58. POLICY NO: 551 PAGE 1 of 5 PHILOSOPHY
POLICY TITLE: Student Drug, Alcohol and Tobacco Use ABERDEEN SCHOOL DISTRICT #58 POLICY NO: 551 PAGE 1 of 5 PHILOSOPHY It is the Idaho Legislature s intent that parental involvement in all aspects of a
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
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
St. Andrews Parish Parks & Playground Commission Policy Manual
St. Andrews Parish Parks & Playground Commission Policy Manual Section: 3 Topic: Substance Abuse Policy Number: 4 Page: 1 of 6 SAPPPC is committed to safeguarding the health and safety of its staff members
FCCI Insurance Group s Drug-Free Workplace Program*
WE WORK FREE FCCI Insurance Group s Drug-Free Workplace Program* Substance abuse is a real concern for businesses. By establishing a certified drug-free workplace, you have taken positive action against
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
Control of Drug Use in Natural Gas & Liquefied Natural Gas STATE OF RHODE ISLAND AND PROVIDENCE PLANTATIONS DIVISION OF PUBLIC UTILITIES AND CARRIERS
Control of Drug Use in Natural Gas & Liquefied Natural Gas STATE OF RHODE ISLAND AND PROVIDENCE PLANTATIONS DIVISION OF PUBLIC UTILITIES AND CARRIERS James J. Malachowski, Administrator RULES AND REGULATIONS
Northern New Mexico College HUMAN RESOURCES POLICY
Northern New Mexico College HUMAN RESOURCES POLICY Subject: Substance Abuse File Reference: 3.3 Date Approved By Board of Regents: Replaces Policy Approved On: Purpose: September 21, 1990 Policy: Procedures:
Student Drug & Alcohol Testing Policy for Extracurricular Activities
Student Drug & Alcohol Testing Policy for Extracurricular Activities The Geary Board of Education, in an effort to protect the health and safety of its students from illegal drug and/or alcohol use and
MEMORANDUM. Employees. Human Resources AGENCY DRUG-FREE WORKPLACE POLICY
MEMORANDUM TO: FROM: RE: Employees Human Resources AGENCY DRUG-FREE WORKPLACE POLICY Attached is a copy of the Mississippi Department of Health s established Drug-Free Workplace Policy. This policy reflects
NEW CASTLE AREA SCHOOL DISTRICT
SECTION: PUPILS No. 227.1 NEW CASTLE AREA SCHOOL DISTRICT TITLE: ADOPTED: May 12, 2004 DRUG AND ALCOHOL AWARENESS AND TESTING FOR ATHLETIC PROGRAMS, EXTRACURRICULAR ACTIVITIES, OR ACTIVITIES REVISED: June