USA HOSPITALS SYSTEM POLICY

Size: px
Start display at page:

Download "USA HOSPITALS SYSTEM POLICY"

Transcription

1 Page: 1 of 10 I. PURPOSE: The goal of this policy is to provide and maintain a drug free work environment for all employees of the University of South Alabama Hospitals. Such an environment is supportive of the objective of University of South Alabama Hospitals to establish a safe and productive work place and is necessary to assure the highest standards of care rendered to patients. II. POLICY: The use, presence in the body, sale, distribution or possession of drugs by employees of University of South Alabama Hospitals while working or while present on any University Hospital property is prohibited. Use by the employee of over-the-counter drugs or drugs prescribed by a physician for the employee s personal use in quantities not exceeding reasonable or specified dosage requirements does not subject the employee to the evaluation/treatment/disciplinary measures of this policy provided the employee can produce, on demand, by one of the following means, proof that the subject drug(s) was (were) prescribed in the employee s name prior to the administration date of the drug test: A. A prescription bottle with complete and legible label no older than 24 months from the last date filled; or B. A pharmacy listing of prescriptions no older than 24 months form date prescribed; or C. A written statement from the employee s physician providing the date the drug in question was prescribed. Said date must be within the 24 month period immediately preceding the administration date of the drug test. Employees using medication prescribed by a physician for the employees use or using over-the-counter drugs are responsible for being aware of any potential effects such drugs may have on their reactions, judgment, or ability to perform their duties, and if impairment is possible, to report such use to their immediate supervisor and/or department head either at the time of reporting to work or prior to reporting to work. III. PRE-EMPLOYMENT DRUG TESTING: Each person accepted for employment by the University of South Alabama Hospitals is required, as a condition of employment, to submit to a drug test. The health nurse or

2 Page: 2 of 10 his/her designee administers the drug test during the pre-employment physical. Prospective employees should advise the health nurse or designee, at the time of testing, if they are under the care of a physician and receiving prescribed medications which might cause a positive drug test. Individuals testing negative, or positive with satisfactory proof of prescription as stated in II. A., B., or C. above, who complete all other aspects of the pre-employment process will be eligible for employment. Individuals with unsatisfactory drug test results will not be eligible for employment. IV. EMPLOYEE DRUG AND ALCOHOL TESTING: The University of South Alabama Hospitals recognize that drug and alcohol abuse or dependency are medical/behavioral conditions that can be successfully treated. Assistance with these types of problems is available through the University of South Alabama Employee Assistance Program. All temporary employees, student employees, regular staff and administrative personnel, and physician housestaff of the University of South Alabama Hospitals are subject to alcohol and/or drug testing at the determination of the employees' department head, administrator-on-call or hospital administrator, as a condition of continued employment, under the following conditions: 1. If there is reasonable cause to suspect that the employee is in violation of this policy*; 2. If the employee is or may have been involved in a job site accident or incident which results or could have resulted in serious bodily injury or property loss or damage*; 3. If the employee is included in a random testing to monitor and ensure compliance by employees with this policy, or 4. If the employee self reports a violation of the drug policy 1 and/or self refers for treatment of a drug or alcohol related issue 2. * An employee tested pursuant to #1 or #2 above will be placed on administrative 1 For purposes of this policy, the term self report shall mean a report by an employee that he/she has committed a violation of the USA Hospitals System Drug Testing Policy. 2 For purposes of this policy, the term self referral shall refer to the situation where an employee, of his/her own initiative, seeks treatment of a drug or alcohol related issue. In the event of self referral, continued employment is dependent upon notification by the employee to his/her immediate supervisor and the employee s licensing board that the employee has self referred.

3 Page: 3 of 10 leave pending receipt of test results. All positive results of the testing described above are reported to the Medical Review Officer of the Hospitals as well as the Hospital Human Resource Office for review and disposition. Negative results are reported to the Hospital Human Resources Office for review and disposition. The first time an employee tests positive under conditions stated in #1., #2., or #3. above, or self-reports a policy violation under #4. above, for alcohol or for drugs that are neither over-the-counter nor acceptably prescribed as set forth above, the employee is required to accept a referral to the University of South Alabama Employee Assistance Program as well as any subsequent referral made by said Center for further evaluation/treatment. If the employee self-refers under #4. above, the facility to which he/she has self-referred must be acceptable to the Employee Assistance Program Counselor in order for the employee to remain employed pursuant to this policy. In all cases outlined above, the employee must also execute the Authorization for Release of Confidential Information to enable the University s Employee Assistance Program Counselor to communicate with the employee s health care provider(s) regarding the condition, treatment, and progress of the employee. Failure of the employee to accept such referrals, and/or complete an evaluation/treatment program established/approved by the Employee Assistance Program Counselor, and/or sign the Authorization referred to above will result in termination. Notwithstanding the above, in instances where an employee has diverted drugs from a hospital, health care unit, or patient, or endangered or caused bodily harm or death to a patient, another employee, or individual at the work place, and a positive drug or alcohol test has followed such an occurrence, disciplinary action, up to and including termination, may be taken. Further, this policy is in addition to and does not supersede any other University policy or procedure or applicable disciplinary actions. Upon completion of a University/licensure agency approved evaluation/treatment program, the employee must direct the treating facility to send a letter of release directly to the University s Employee Assistance Program Counselor indicating the employee s readiness to return to work as well as any required follow-up treatment. The University Employee Assistance Program Counselor will then assess the employee and, if he/she deems it appropriate, will issue an authorization to return to work on behalf of the employee. This authorization is required before the employee will be allowed to return to work. The University Employee Assistance Program Counselor will also continue to monitor any follow-up treatment prescribed for the employee. If after successful completion of the evaluation/treatment program an employee is placed

4 Page: 4 of 10 on probation or restricted duty by a licensing agency and cannot perform all of the essential functions of his/her job, (such as administering controlled substances and/or taking call) the employee is placed on personal leave of absence and the position is held for the employee for up to one year from the date of initial referral/presentation to the University Employee Assistance Program Counselor. However, if a temporary licensure restriction is placed on an employee who has voluntarily self- reported a violation of the drug policy and/or sought treatment completely independent of and before any testing or initiation of testing by the employing unit or facility and the employee is not in violation of any other University policy or procedure, an exception to the leave requirement may be made. In such a case, if the employee has fully cooperated with the requirements of USA and the University Employee Assistance Program Counselor, and has successfully completed the evaluation/treatment program, the employee may be allowed to return to active employment in the same job classification within the same department with modified job duties to fit the restriction imposed by the licensing agency, if deemed reasonably practicable by the employing unit. If such return is not practicable, the employee will be placed on the aforementioned personal leave of absence until the restriction is lifted, for up to one year from the date of initial referral/presentation to the University Employee Assistance Program Counselor. In either case, during this period of personal leave, neither paid nor unpaid sick leave may be utilized; however, paid vacation may be used as available. When the affected employee returns to work, he/she is subject to individual, unannounced alcohol and/or drug testing for a period of twelve (12) months. If an employee has a positive drug or alcohol screen at any time within seven (7) years from the date of his/her return to work following the first offense, he/she will be immediately terminated from his/her position at University of South Alabama Hospitals. This is also true for positive results of such testing conducted by the Board of Nursing or any other agency governing the profession of the employee. If an employee s second offense is a self-report/self-referral within seven (7) years of his/her return to work, the referral/treatment/return to work procedures in the immediately preceding three paragraphs will be followed. If, however, an employee has a third self-report of a drug policy violation (or a second self-report if first offense was a positive drug/alcohol screen) within seven (7) years of his/her return to work from his/her first positive drug/alcohol screen or self-report/self-referral, he or she will be terminated immediately. If he/she has a third self-referral to treatment (or second self-referral if first offense was a positive drug/alcohol screen) with no violation of hospital policies or procedures, within seven (7) years of his/her return to work from his/her first selfreport/self-referral or positive drug/alcohol screen, the Employee will be entitled to only such leave as he/she is qualified under University sick leave and/or FML policies. A full report of any and all positive drug and/or alcohol screens, self-reports or self-

5 Page: 5 of 10 referrals are forwarded to the impaired employee s licensing agency as necessary or as required by subject agency. Failure to abide by this policy in any way, including refusal to submit to alcohol and/or drug testing as provided for in this policy, results in termination. V. TESTING PROCEDURE: FOR-CAUSE DRUG SCREEN: Arrangements for drug and/or alcohol testing is made between the health nurse and the department head or administrator-on-call ordering the test. If an employee is being tested for cause and alcohol is suspected, a blood sample is obtained. If other controlled substances are suspected, a urine and/or blood specimen is obtained as applicable. If a question exists as to the origin of the impaired behavior, both tests are administered. An employee tested because he/she appears to be impaired will not be allowed to continue to work the shift. The employee is placed on administrative leave until test results are received. If the test is required after normal working hours of the health nurse, the Nurse Administrator on duty will be responsible for contacting the department head and for obtaining the blood/urine sample. RANDOM DRUG SCREEN: The health nurse notifies the employee that he/she has been randomly selected for a drug screen and tells the employee he/she has thirty minutes to report to the health nurse office unless otherwise excused by his/her department head or designee. Once the employee reports to the Health Nurse s office, he/she may not leave until an acceptable specimen has been provided. Failure to report within the designated time of leaving before and acceptable specimen is obtained is considered refusal to submit to testing and is grounds for termination. BREATH TEST FOR ALCOHOL: A breath test for alcohol use is administered with each random drug screen. The health nurse documents results of the test on the Test Request/Consent/Chain of Custody Form. MISCOUNT OF NARCOTICS: When a miscount of narcotics occurs, management/administration may order a drug screen of all the parties who may have played a role in the count process. The health nurse or nurse administrator obtains a list of persons to be tested, contacts these employees and follows the specimen collection procedure as detailed herein.

6 Page: 6 of 10 VI. DONOR IDENTIFICATION: Each donor is identified with a number assigned by the health nurse or designee. Confidentiality is maintained. VII. URINE COLLECTION PROCEDURE AND CHAIN OF CUSTODY: The urine collection kits contain one collection container and two specimen containers with chain of custody forms. Both specimen containers must be filled with urine as specified in the collection kits and the form for each completed. One specimen is used for the initial screen and the other for confirmation of any positive screen. A. Step 1 of the USA Test Request/Consent/Chain of Custody Form must be completed by collector. B. The donor s identity is verified by the employee I.D. or other photo identification. C. The donor is asked to remove all unnecessary clothing, e.g., coats, jackets and personal belongings (purse, briefcase, bags,) for the duration of the collection process. D. The donor is instructed to wash with soap (not alcohol based gel) and dry hands. Access to the water supply and soap dispensers should be restricted during collection if they cannot be monitored by the collector. E. If this is a random drug screen, the breath test is performed and the results written on the U.S.A. Hospital Test Request/Consent/Chain of Custody Form. a. The donor opens the plastic tube packaging and attaches the tube to top of the breathalyzer machine (there is a hole in the tube that fits onto the gray spike). b. While the donor is holding the machine so the collector can see the front panel, the collector presses the set button. c. The donor is instructed to take a deep breath and to blow slow and long into mouth piece. When the A and B buttons light up, the collector presses the read button and continue to hold the read button for seconds, at which time the final reading is obtained. d. If the results are 0.02, the collector will follow the blood alcohol collection procedure, and notify the department head or clinical administrator. The employee will not be allowed to continue his shift.

7 Page: 7 of 10 F. The collector opens the urine collection kits in the presence of the individual to be tested. The collector or designee witnesses the collection. G. To the maximum extent possible, collector shall keep the individual s collection container within sight before and after the individual has voided. H. After completion of the collection, the donor hands the container to the collector prior to flushing the toilet. a. The collector takes all precautions necessary to ensure a valid specimen is collected. b. The collector checks the temperature of the specimen using the indicator strip on the container within four minutes from the time of collection and notes the temperature on the USA Test Request/Consent/Chain of Custody Form. If the temperature is out of range, the collector ends the procedure and contacts the Director of Human Resources for further instructions. c. The collector inspects specimen for any discoloration or signs of contamination and notes discoloration in the remark section on the USA Test Request/Consent/Chain of Custody Form. d. The collector pours adequate amount of urine into the specimen containers and tightly secures the cap on the confirmation specimen in the presence of the donor prior to performing Point of Care Test. e. The collector performs a standard panel of controlled substances testing at time of collection on urine in the Point of Care Test specimen container. i. If initial result is negative, the collector completes documentation requirements and discards urine specimens. ii. If initial result is positive, the collector sends specimen for confirmation testing by the reference laboratory using the following procedure. 1. The collector affixes the security seal on the urine specimen container. 2. The collector dates and donor initials security seal after seal has been placed on the urine specimen container. 3. The collector and donor return to the desk area and complete Reference Lab Chain of Custody Form. 4. The collector instructs the donor to read the certification statement and sign/initial as appropriate. 5. The collector places the specimen and Reference Lab Chain of Custody Form in the designated bags for transport and seals the bag.

8 Page: 8 of The collector transports specimen to designated area for commercial transport carrier pickup. I. If the donor cannot urinate, he/she is given beverages and retries in 30 minutes to 1 hour. The donor is not allowed to leave employee health office until he/she urinates. J. If other substances are suspected, the employee may be tested specifically for those substances. VIII. BREATH TESTS: Breath tests for alcohol use may be administered on a random basis. Such tests are administered by authorized hospital personnel in accordance with standard testing procedures. Follow collection procedure as defined in section VII. If an employee tests positive for alcohol at a level of >.02, then the employee is required to immediately provide a blood sample for further testing. IX. BLOOD ALCOHOL COLLECTION PROCEDURE AND CHAIN OF CUSTODY: A. The blood specimen collection kit should be used if blood is to be collected for a blood alcohol test. B. The collector: a. Prints all information on USA Test Request/Consent/Chain of Custody Form and the two blood tube labels b. Cleans intended draw site thoroughly with Povidone pad c. After collection, places blood in the 2 vials and cover vials with the security seal, making sure vial label is visible. Collector dates and donor initials both security seals. d. Places sealed vials in bag and seal bag in the presence of the donor e. Has donor complete step 5 on the USA Test Request/Consent/Chain of Custody Form C. Laboratory Personnel sign for blood sample upon receipt from Health Nurse/Nurse Administrator/courier. D. Hospital laboratory tests sample for alcohol and confirms results. If other substances are suspected, employee s blood sample may be sent to appropriate

9 Page: 9 of 10 laboratory and screened specifically for those substances. X. REPORTING RESULT PROCEDURE: A. Confirmatory test and blood alcohol test results are sent to the Health Nurse. B. Negative results are kept in the Employee s health file. C. Positive results are reported by the Health Nurse to the Human Resources Manager who provides the results to the Medical Review Officer. The Human Resources Manager notifies the Hospital Administrator of all positive results. D. The Medical Review Officer reviews presumptive positive results and provides a recommendation to the Human Resources Manager. E. If test results are determined to be positive by the Medical Review Officer, the employee is referred to the Employee Assistance Program. The Human Resources Manager and Department Head instruct the employee on referral procedure and responsibilities and the consequences of failing to accept referral or complete the rehabilitation program. F. Employees who are required to attend rehabilitation programs, may receive sick pay while in the treatment/rehabilitation program and unable to work. If sick pay is exhausted prior to completion of rehabilitation, the employee may receive vacation or holiday pay with the approval of their department head. G. Positive results are kept in the Human Resources Manager s office. Reviewed: Aug, 2001; Dec 2004 Revised: Feb. 2003, Oct. 2005, Sep 2007, Oct 2009

10

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

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

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

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

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

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

JFK MEDICAL CENTER. MANUAL: Administrative Policy & Procedure Manual. SECTION: Human Resources. DISTRIBUTION: All Departments

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:

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

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

PASSED BY THE CALHOUN COUNTY BOARD OF SUPERVISORS. CALHOUN COUNTY Substance Abuse Policy and Procedure

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

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

MIDWESTERN UNIVERSITY DRUG FREE WORKPLACE AND SUBSTANCE ABUSE POLICY

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

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

FORSYTH COUNTY APPLICANT AND EMPLOYEE DRUG TESTING POLICY (Revised 8/05)

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

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

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

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

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

PANTHER VALLEY SCHOOL DISTRICT

PANTHER VALLEY SCHOOL DISTRICT No. 227.1 SECTION: PUPILS PANTHER VALLEY SCHOOL DISTRICT TITLE: DRUG/ALCOHOL TESTING ADOPTED: August 26, 2010 REVISED: September 22, 2011 227.1. DRUG/ALCOHOL TESTING 1. Purpose The Board recognizes that

More information

Substance Abuse. Policy Number: 602 Policy Number: 602 Effective Date: 03/01/07 Effective Date: 01/01/91

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

More information

U-M Health System Policies and Procedures

U-M Health System Policies and Procedures U-M Health System Policies and Procedures For Cause Testing Procedures 1) For Cause Testing Categories: a) Reasonable Suspicion Testing The following criteria are examples, and other behavior or actions

More information

HOMINY SCHOOL DISTRICT STUDENT ATHLETE POLICY ON TESTING FOR ALCOHOL AND ILLEGAL OR PERFORMANCE ENHANCING DRUGS

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

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

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

Additionally, this policy shall include drug testing for reasonable suspicion/cause of drug use by any athlete.

Additionally, this policy shall include drug testing for reasonable suspicion/cause of drug use by any athlete. Policy Watauga High School Athletics Substance Abuse Program Number Adopted Revised It shall be the policy of the Watauga County Board of Education to randomly test student athletes attending Watauga County

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

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

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 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

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

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

POLICY MANUAL GENERAL

POLICY MANUAL GENERAL POLICY MANUAL GENERAL Number 313 Subject: Drug and Alcohol-Free Workplace; Drug and Alcohol Testing Date of Origin: January 24, 1997 Effective Date of Last Revision: July 1, 1999 POLICY It is the policy

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

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

EXHIBIT A. GRIEVANCE FORM (use additional sheets where necessary) STEP ONE EMPLOYER S STEP ONE RESPONSE STEP TWO

EXHIBIT A. GRIEVANCE FORM (use additional sheets where necessary) STEP ONE EMPLOYER S STEP ONE RESPONSE STEP TWO EXHIBIT A GRIEVANCE FORM (use additional sheets where necessary) Filed: Department: Village of Freeburg Public Works Grievant s Name: Last First M.I. STEP ONE of Incident or Knew of Facts Giving Rise to

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

STUDENT-ATHLETE DRUG EDUCATION AND TESTING POLICY

STUDENT-ATHLETE DRUG EDUCATION AND TESTING POLICY STUDENT-ATHLETE DRUG EDUCATION AND TESTING POLICY I. INTRODUCTION. The overall goal of Rogers State University's Student-Athlete Drug Education and Testing Policy is to promote a year-round drug free environment

More information

DPA: A national certified Drug Program Administrator, which shall use a certified laboratory in testing of samples.

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

More information

DRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual)

DRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual) DRUG AND ALCOHOL FREE WORKPLACE POLICY (Article 24 of the Crow Wing County Personnel Manual) ARTICLE 24: DRUG AND ALCOHOL FREE WORKPLACE POLICY 24.00 Policy Crow Wing County is committed to protecting

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

The Medical Center regrets any inconvenience or problems that the policy may cause but believes that the overall benefit to the institution and its

The Medical Center regrets any inconvenience or problems that the policy may cause but believes that the overall benefit to the institution and its Policy. The following rules represent the University of Mississippi Medical Center s policy concerning substance abuse. They are enforced uniformly with respect to all employees, as indicated: 1. All employees

More information

EL PASO COUNTY SHERIFF S OFFICE POLICY AND PROCEDURE MANUAL

EL PASO COUNTY SHERIFF S OFFICE POLICY AND PROCEDURE MANUAL EL PASO COUNTY SHERIFF S OFFICE POLICY AND PROCEDURE MANUAL Effective Date: 03/12/15 Supersedes: 01/14/14 Approval: Number: 325 Subject: EMPLOYEE DRUG TESTING Reference: Standard: ACA: 7E-01 &7E-02 CALEA:

More information

ALCOHOL AND DRUG-FREE WORKPLACE 6.65

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

More information

Drug Free Workplace Policy 7307. PURPOSE The purpose of this policy is to set forth guidelines to ensure a drug free workplace at UCLA Medical Center.

Drug Free Workplace Policy 7307. PURPOSE The purpose of this policy is to set forth guidelines to ensure a drug free workplace at UCLA Medical Center. DRUG FREE WORKPLACE PURPOSE The purpose of this policy is to set forth guidelines to ensure a drug free workplace at UCLA Medical Center. POLICY Medical Center employees are required to report to work

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

CITY OF WICHITA SUBSTANCE ABUSE POLICY PURPOSE

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.

More information

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. 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

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

CONEMAUGH HEALTH SYSTEM HUMAN RESOURCES POLICY MANUAL

CONEMAUGH HEALTH SYSTEM HUMAN RESOURCES POLICY MANUAL CONEMAUGH HEALTH SYSTEM HUMAN RESOURCES POLICY MANUAL TITLE: SCOPE: This policy applies to Conemaugh Health System entities. PURPOSE: To promote a workplace that is free from the influence of drugs and

More information

Date: July 20, 2011 Supersedes: PS 6050.2E (4/28/2010) Subject: Drug Testing of Inmates

Date: July 20, 2011 Supersedes: PS 6050.2E (4/28/2010) Subject: Drug Testing of Inmates DISTRICT OF COLUMBIA DEPARTMENT OF CORRECTIONS Program OPI: SEC Number: 6050.2F Statement Date: July 20, 2011 Supersedes: PS 6050.2E (4/28/2010) Subject: Drug Testing of Inmates 1. PURPOSE AND SCOPE. To

More information

YOUR COMPANY NAME HERE

YOUR COMPANY NAME HERE Drugs and Alcohol Sample 1 of 5 02 52 This is a sample section out of a personnel policy manual prepared by COR TECH. As shown, the exact text of the handbook is included in the manual (see bracketed,

More information

CERTIFICATE OF COMPLIANCE OF

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

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

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

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

LAKE TRAVIS ISD POLICY FOR RANDOM STUDENT DRUG TESTING

LAKE TRAVIS ISD POLICY FOR RANDOM STUDENT DRUG TESTING LAKE TRAVIS ISD POLICY FOR RANDOM STUDENT DRUG TESTING STATEMENT OF NEED AND PURPOSE Lake Travis ISD has a vital interest in maintaining a positive learning environment that is safe and healthy for all

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

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

FEDERAL HEIGHTS POLICE DEPARTMENT

FEDERAL HEIGHTS POLICE DEPARTMENT FEDERAL HEIGHTS POLICE DEPARTMENT Effective Date: May 1999 Directive: 171.5 Approved By: Chief Acker (City of Federal Heights Personnel Code) Employee Drug or Alcohol Abuse Section XII. - Drugs and Alcohol.

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

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

Substance Abuse Program

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:

More information

Alcohol and Drug Program

Alcohol and Drug Program Alcohol and Drug Program June 5, 2013 Table of Contents Strathcona County Alcohol and Drug Program 1 PURPOSE... 3 2 PROGRAM STATEMENT... 3 3 RESPONSIBILITIES... 3 4 PREVENTION, ASSISTANCE, REHABILITATION...

More information

SOUTH DEARBORN COMMUNITY SCHOOL CORPORATION (SDCSC) EXTRACURRICULAR ACTIVITIES DRUG TESTING PROGRAM

SOUTH DEARBORN COMMUNITY SCHOOL CORPORATION (SDCSC) EXTRACURRICULAR ACTIVITIES DRUG TESTING PROGRAM SOUTH DEARBORN COMMUNITY SCHOOL CORPORATION (SDCSC) EXTRACURRICULAR ACTIVITIES DRUG TESTING PROGRAM The Mission of SDCSC Schools SDCSC believes that the public school is to provide the bet possible educational

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

USM Health and Drug Abuse - Policy Review

USM Health and Drug Abuse - Policy Review USM HR Policy Review Sheet Policy Number: VII 1.10 New Policy Title: Policy on a Drug and Alcohol-Free Workplace for Employees Old Policy Title: University System of Maryland Policy on a Drug-Free Workplace

More information

Drug and Alcohol Policy. Marathon Petroleum Company LP Drug and Alcohol Policy. Employee Guide

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...

More information

2. Violations found as a result of the IHSA s Performance-Enhancing Substance Testing program shall be penalized in accordance with this policy.

2. Violations found as a result of the IHSA s Performance-Enhancing Substance Testing program shall be penalized in accordance with this policy. IHSA PERFORMANCE-ENHANCING SUBSTANCE TESTING POLICY 2010-2011 Introduction In accordance with the work of its Sports Medicine Advisory Committee and Public Act 096-0132, the Illinois High School Association

More information

Drug and Alcohol Policy

Drug and Alcohol Policy Standard Operating Procedures Last Modified: JAN 2013 1 of 5 I Purpose The COMPANY is committed to maintaining a drug and alcohol-free work environment. The presence of drugs and alcohol in the workplace

More information

The University of Alabama Capstone College of Nursing Substance Abuse Policy and Drug/Alcohol Testing Policy

The University of Alabama Capstone College of Nursing Substance Abuse Policy and Drug/Alcohol Testing Policy The University of Alabama Capstone College of Nursing Substance Abuse Policy and Drug/Alcohol Testing Policy I. Required Adherence to University s Drug-Free Campus and Work Place Policy The University

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

STUDENT SUBSTANCE ABUSE 5131.61. 1 - Express concern with education and prevention in all areas of substance abuse.

STUDENT SUBSTANCE ABUSE 5131.61. 1 - Express concern with education and prevention in all areas of substance abuse. The Monmouth Regional High School Board of Education recognizes that for the safety, well-being, health and welfare of its students, procedures must be adopted that will aid students in seeking help to

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

STUDENT ATHLETE DRUG TESTING POLICY

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,

More information

Student Drug & Alcohol Testing Policy for Extracurricular Activities

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

More information

5530.01 - DRUG TESTING DRUG TESTING PROGRAMS

5530.01 - DRUG TESTING DRUG TESTING PROGRAMS 5530.01 - DRUG TESTING Drug and alcohol abuse in any school is a threat to the safety and health of students, faculty, staff, and the community as a whole. It jeopardizes the efficiency and the quality

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

CAMPUS DRUG AND ALCOHOL POLICY FOR UNIVERSITY EMPLOYEES

CAMPUS DRUG AND ALCOHOL POLICY FOR UNIVERSITY EMPLOYEES CAMPUS DRUG AND ALCOHOL POLICY FOR UNIVERSITY EMPLOYEES TABLE OF CONTENTS I. STATEMENT OF POLICY...1 II. DISCIPLINE...2 III. SEEKING HELP...2 IV. DRUG TESTING PROGRAM FOR EMPLOYEES OF THE UNIVERSITY...2

More information

Asset Marketing Services, Inc. Drug and Alcohol Testing Policy (MN)

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

More information

Pennsylvania Hospital & Surgery Center ADMINISTRATIVE POLICY MANUAL

Pennsylvania Hospital & Surgery Center ADMINISTRATIVE POLICY MANUAL Page 1 Issued: May 2003 Committee Approval: Human Resources Administrative Policy Review Committee: May 2004 May 2005 May 2007 June 2008 Attachment(s): Consent Acknowledgement Form Related Policies: POLICY

More information

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 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

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

State Recommended Drug Free Workplace Policy

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

More information

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]

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]

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

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

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

Health, Safety, Environment and Community. Management System. Drug and Alcohol PETROLEUM CSG HSEC MANAGEMENT SYSTEM PROCEDURE DRUG AND ALCOHOL

Health, Safety, Environment and Community. Management System. Drug and Alcohol PETROLEUM CSG HSEC MANAGEMENT SYSTEM PROCEDURE DRUG AND ALCOHOL PETROLEUM CSG HSEC MANAGEMENT SYSTEM PROCEDURE DRUG AND ALCOHOL Petroleum HSEC Procedure No: Date: May 21, 2014 Revision: 4.1 Owner: Kim Phillips, Occupational Health and Hygiene Manager Approver: David

More information

TULSA COMMUNITY COLLEGE HEALTH SCIENCES STUDENT GUIDELINES: DRUG SCREENING PROCEDURES

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

More information

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

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

City of Richmond Policy Manual

City of Richmond Policy Manual Page 1 of 5 Adopted by Council: July 28, 2008 Policy 6803.01 Policy: These procedures provide guidance and direction in responding to alcohol and substance use issues in the workplace. The objectives of

More information

Drug and Alcohol Testing

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

More information

IMPLEMENTATION SUGGESTIONS

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

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

Geneva College Department of Athletics Drug Testing Program 2015-2016 Academic Year

Geneva College Department of Athletics Drug Testing Program 2015-2016 Academic Year Geneva College Department of Athletics Drug Testing Program 2015-2016 Academic Year I. Mission Statement: Geneva College understands that it is a privilege for a student to represent Geneva College on

More information

Greater Altoona Career & Technology Center ADULT EDUCATION DRUG & ALCOHOL POLICY

Greater Altoona Career & Technology Center ADULT EDUCATION DRUG & ALCOHOL POLICY The Greater Altoona Career & Technology Center recognizes that the abuse of controlled substances is a serious problem with legal, physical and social implications for the whole school community. As an

More information

St. Andrews Parish Parks & Playground Commission Policy Manual

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

More information

How To Keep A Drug And Alcohol Free Workplace

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

More information

How To Test For Illegal Drugs And Alcohol

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

More information

BRIGHAM AND WOMEN S HOSPITAL

BRIGHAM AND WOMEN S HOSPITAL BRIGHAM AND WOMEN S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: DRUG AND ALCOHOL ABUSE AND PREVENTION POLICY POLICY #: HR-302 EFFECTIVE DATE: January 1, 2008 POLICY It is the policy of Brigham

More information