HUMAN RESOURCES MANAGEMENT POLICY COMMERCIAL DRIVERS LICENSE. Policy 31
|
|
- Kristian Horton
- 7 years ago
- Views:
Transcription
1 HUMAN RESOURCES MANAGEMENT POLICY COMMERCIAL DRIVERS LICENSE Policy 31 NOTE: THIS POLICY, LIKE ALL OTHER MUSC HUMAN RESOURCES POLICIES, IS NOT A CONTRACT OF EMPLOYMENT AND SHOULD NOT BE RELIED UPON AS SUCH. THIS POLICY MAY BE CHANGED AT ANY TIME BY THE MEDICAL UNIVERSITY OF SOUTH CAROLINA. I. POLICY A. The Federal Omnibus Transportation Employee Testing Act of 1991 requires that all Commercial Driver's License (CDL) holders performing safety-sensitive functions undergo random testing, reasonable suspension for controlled substances and alcohol usage. B. The Medical University requires pre-employment controlled substance testing of all persons recommended for positions requiring a Commercial Driver's License. C. Commercial Driver's Licensed (CDL) employees involved in work-related accidents will take post-accident alcohol and controlled substance tests. II. DEFINITIONS A. Accident: An event that produces injury and/or property damage, involves a motor vehicle in transport, and occurs on a traffic-way or while the vehicle is still in motion after running off the traffic-way. B. Alcohol: The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohol including methyl and isopropyl alcohol. C. Alcohol Concentration: The concentration of alcohol in a person s breath as indicated by an evidential breath test (EBT).
2 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 2 of 12 D. Commercial Driver s License: A license issued by a state or other jurisdiction in accordance with the standards set forth in 49 C.F.R. Part 383. E. Commercial Motor Vehicle: A motor vehicle or combination of motor vehicles issued in commerce to transport passengers or property if the vehicle: 1. Has a gross combined weight of 26,001 or more pounds including a towed unit with a gross vehicle weight rating of more than 10,000 pounds; or, 2. Has a gross vehicle weight of 26,001 or more pounds; or, 3. Is designed to transport 16 or more passengers including the driver; or, 4. Is used in the transportation of hazardous materials as defined by the Hazardous Materials Transportation Act. F. Controlled Substance: Any drug so designated by federal or state controlled substances acts and/or whose availability is restricted. Included in such classifications are narcotics, stimulants, depressants, hallucinogens, marijuana, and those drugs designated under Title 44, Chapter 53, Article 3 of the South Carolina Code. G. Driver: Any person in a position that requires a Commercial Driver s License and who operates a commercial motor vehicle, including full-time, regularly employed drivers; casual, intermittent, or occasional drivers; leased drivers and independent owner-operated contractors who operate a commercial motor vehicle with the consent of the University. For the purpose of reemployment testing, the term also includes a person applying to the University to drive a commercial motor vehicle. H. Incident: Incidents are cases where a State vehicle incurs damages as a result of some action (vandalism, acts of nature, etc.) Not fitting the definition of an Accident (See definition above). Incidents are not used in calculating accident frequency rates. I. Motor Vehicle: A vehicle, machine, tractor, trailer, or semitrailer propelled or drawn by mechanical power used on highways. J. Refuse to Submit: A driver fails to provide adequate breath for alcohol testing or fails to provide adequate urine for controlled substance testing, without a valid medical explanation. K. Return to Work Agreement: A binding document between the employee and the Medical University of South Carolina that outlines conditions of continued employment for a driver. L. Safety-Sensitive Function: An on duty function of a driver, such as: 1. The time that the driver is at the office, shop facility or any other property waiting to be dispatched, unless he or she has been relieved of duty by the employer; or,
3 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 3 of Time spent inspecting equipment, servicing or conditioning any commercial motor vehicle; or, 3. All driving time, or time spent at the driving controls of a commercial motor vehicle in operation; or, 4. All time, other than driving, in or on any commercial motor vehicle; or, 5. All time spent loading or unloading a commercial motor vehicle, supervising or assisting in the loading or unloading, attending a commercial motor vehicle being loaded or unloaded, remaining in readiness to operate the commercial motor vehicle, or in giving or receiving receipts or paperwork for shipments loaded or unloaded or work performed; or, 6. All time spent performing the driver s responsibility in an accident situation; or, 7. All time spent repairing, obtaining assistance or remaining in attendance upon a disabled commercial motor vehicle. This includes mechanics who repair commercial motor vehicles. M. Substance Abuse Professional: A licensed physician (Medical Doctor or Doctor of Osteopathy), a licensed or certified psychologist, social worker, employee assistance professional, or addiction counselor (certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission) with knowledge of and clinical experience in the diagnosis and treatment of alcohol and controlled substance-related disorders. III. PROHIBITIONS A. No driver shall report for duty within four hours after using alcohol or remain on duty while having an alcohol concentration of 0.02 or greater. B. No driver shall possess or use alcohol while on duty. C. No driver shall possess or use controlled substances while on duty unless under the instructions of a physician who has advised him/her that the substance does not adversely affect his/her ability to safely perform his/her duties. D. No driver shall report for duty or remain on duty when he/she uses any controlled substance, except when advised by a physician that the substance will not adversely affect his/her ability to safely perform his/her duties. E. No driver may remain on duty if he/she tests positive for controlled substances. F. No driver required to take a post-accident alcohol test shall use alcohol for eight (8) hours following the accident or until he/she undergoes a post-accident alcohol test, whichever occurs first.
4 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 4 of 12 IV. EMPLOYER NOTIFICATION OF CONTROLLED SUBSTANCE USE All personnel must inform the employer of any therapeutic drug use that could adversely affect their ability to safely perform their duties. Failure to notify the employer may result in disciplinary action under the established penalties for negligent or willful violation of policy. Since circumstances may vary, before any penalties are imposed under this part, the supervisor shall consult with the Department of Human Resources Management s Development and Performance Management Section. V. RIGHT OF REFUSAL Under 49 C.F.R. Section , any person who holds a Commercial Driver s License is deemed to have consented to post-accident, random, reasonable suspicion, return to work, and/or follow-up testing for controlled substances or alcohol. Any driver who refuses to submit to testing will be considered to have voluntarily resigned from employment with the Medical University. VI. EMPLOYEE HEALTH SERVICES NOTIFICATIONS A. The manager, following notification of accident shall send employee to an off-site drug screening company under contract with The Medical University of South Carolina, for CDL post-accident drug and/or alcohol testing. The results of this testing will be forwarded to University Risk Management who will notify the manager of the results. B. The manager will notify University Risk Management of any suspected CDL employee reasonable suspicion drug/alcohol testing which may be required. University Risk Management will notify the off-site drug screening company that an employee will be brought to the company for drug/alcohol testing. The results of this testing will be forwarded to University Risk Management who will notify the manager of the results. C. The company under contract with The Medical University of South Carolina is responsible for generating the quarterly random testing report and forwarding the report to University Risk Management. University Risk Management will notify the manager of the CDL employee if their name is generated. The results will be sent to University Risk Management who will notify the manager of the results. VII. NOTIFICATIONS BY THE MANAGER A. The manager shall notify the driver of the results of random, reasonable suspicion, and post-accident tests for controlled substances if the results are verified positive. The manager will advise the driver that he/she may request the second part of the urine which was collected as a split sample be tested for confirmation of the substances found in the initial test.
5 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 5 of 12 Any cost or expense for the split sample testing will be paid by the driver. The manager will advise the driver of the available laboratories and cost of testing. The manager will collect a certified check or money order from the driver made payable to the laboratory that the driver designates and will forward the check to University Risk Management along with a written request for split sample testing to be performed by that laboratory. If the sample tests negative, the driver will be reimbursed for the expense incurred in having the split sample tested. If the sample confirms positive results, the driver will not be reimbursed. B. The manager shall notify the driver which controlled substance or substances were verified positive. VIII. TESTING REQUIREMENTS A. Testing requirements are applicable to any person whose position requires him/her to obtain a Commercial Driver s License or who is subject to the Commercial Driver s License requirements of federal law. B. Failure by a driver to report for testing will result in immediate removal from the work area and may be construed as a voluntary resignation. C. Testing will be done in the following situations: 1. Employment Testing for Controlled Substances Only Prior to hiring or transferring a driver (this includes outside applicants and transfers from within the Department) into a position requiring the performance of safety-sensitive functions, the driver shall be tested for controlled substances. A positive test result will prohibit the applicant from being hired into a safety-sensitive position. A positive test result from an applicant who is also a current MUSC employee will result in appropriate disciplinary action as specified under the Department of Human Resources Management Policy 45, Disciplinary Action. 2. Post-Accident Testing for Alcohol and Controlled Substances a) Any driver who is involved in an accident while performing safetysensitive functions (see Definitions) will be tested. b) Any driver who receives a citation for a moving violation resulting from an accident shall immediately inform his supervisor about the accident or the citation. Failure to report an accident or citation that results in the driver not being tested in the appropriate time frame may be construed as a voluntary resignation under Section VIII (Testing Requirements). c) No driver who is required to take a post-accident test shall consume alcohol for eight (8) hours following the accident or until he/she undergoes such test, whichever comes first. Any driver who is subject to post-accident testing shall remain readily available and on call for a period of eight (8) hours for alcohol testing or for thirty-two
6 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 6 of 12 (32) hours for controlled substances testing, or until tested, whichever comes first. Any driver who is not readily available for testing will be deemed to have refused to submit to testing. This requirement does not in any way require the delay of necessary medical attention for injured people following an accident nor does it prohibit the driver from leaving the scene of an accident for the period of time necessary to obtain assistance and/or necessary emergency medical care. d) If a driver is required to take a post-accident test, the tests shall be administered within the first two (2) hours following the accident. If the alcohol test cannot be administered within the first two (2) hours following the accident, the supervisor must immediately explain in writing why the testing was not performed. If the alcohol test is not performed within eight (8) hours following the accident, attempts to test the employee for use of alcohol shall cease and the supervisor will immediately explain in writing why the testing was not performed. If the controlled substance test is not performed within thirty-two (32) hours following the accident, attempts to test the driver for use of controlled substances shall cease and the supervisor will immediately explain in writing why the testing was not performed. Explanations shall be sent to the University s Director of Risk Management. 3. Random Testing for Alcohol and Controlled Substances a) Alcohol testing will be performed at random so that at least twentyfive percent (25%) of the average number of driver positions are tested annually. b) Controlled substance testing will be performed at random so that at least fifty percent (50%) of the average number of driver positions are tested annually. c) Selection of drivers to be tested shall be based on a computerbased random number generator system, so that each driver shall have an equal chance of being tested each time selections are made. d) Random alcohol and controlled substance tests will be unannounced and will be spread reasonably throughout the calendar year. e) When a driver is notified of selection for random testing, he/she shall proceed to the test site immediately. f) Testing is to occur only when the employee is on duty. 4. Reasonable Cause for Alcohol and Controlled Substances
7 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 7 of 12 a) By federal regulation, a driver shall submit to alcohol and controlled substance testing when the employer has reasonable cause to believe that the driver has violated any of the provisions of Section III (Prohibitions) of this policy. b) Observations for alcohol and controlled substance testing for reasonable cause shall be made by a supervisor who has received training on the indicators of probable alcohol and controlled substance use. When observations of this nature are made, the supervisor will obtain the concurrence of another supervisor if it is feasible to do so. Observations shall be documented and reported to the department s Human Resources Management Employee/Employer Relations liaison within forty-eight (48) hours of testing. c) If a driver is tested for controlled substances or alcohol use due to reasonable cause, he/she shall be suspended pending the results of the test. The driver is to be escorted home, by a family member or Public Safety Officer, to avoid possible injury to him/herself and others. If the test is positive, the established penalties and procedures will be followed. If the test is negative, the driver shall return to his regular work without disciplinary penalty. The driver will receive all back pay to which he/she is entitled. 5. Return to Duty Testing for Alcohol and Controlled Substances Before a driver can return to duty after engaging in or admitting to behavior prohibited under any of the provisions of Section III, he/she shall undergo a return to duty test for alcohol and controlled substances. The results of alcohol testing must indicate an alcohol concentration of less than The results of controlled substance testing must provide a verified negative result. If the test is positive, established penalties and procedures will be followed. 6. Follow-up Testing for Alcohol and Controlled Substances a) If a driver violates any of the prohibitions listed in Section III, he/she shall be evaluated by a substance abuse professional. If the substance abuse professional determines that the driver is in need of assistance in resolving problems associated with alcohol and/or controlled substance use, the driver will be subject to unannounced follow-up alcohol and controlled substance testing as directed by a substance abuse professional, with no less than six (6) tests being given within the twelve (12) month period following a return to duty. b) Follow-up testing shall be conducted only when the driver is performing safety-sensitive functions, just before the driver is to perform safety-sensitive functions, or just after the driver has ceased performing safety-sensitive functions. D. Federal Department of Transportation Post-Accident Testing Requirements
8 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 8 of 12 Table for (a)(3) 1. As soon as practicable following an occurrence involving a commercial motor vehicle operating on a public road in commerce, each manager/supervisor shall test for alcohol and controlled substances the surviving driver if he/she: a) Was performing safety-sensitive functions with respect to the vehicle, if the accident involved the loss of human life; or b) Receives a citation under State or local law for moving traffic violation arising from the accident, if the accident involved: (1) Bodily injury to any person who, as a result of the injury, immediately receives medical treatment away from the scene of the accident; or (2) One or more motor vehicles incurring disabling damage as a result of the accident, requiring the motor vehicle to be transported away from the scene by a tow truck or other motor vehicle. c) This table notes when a post-accident test is required to be conducted by paragraphs (a)(1) and (a)(2) of this section. Type Of Accident Involved Human fatality Bodily injury with immediate medical treatment away from the scene Disabling damage to any motor vehicle requiring tow away Citation Issued To The CMV Driver NO NO NO Test Must Be Performed By Employer NO NO IX. CONFIDENTIALITY OF RECORDS A. Records are confidential and will be maintained as specified by federal law and regulations. These records will not be released except as specified by law. B. Upon written request, the driver may obtain copies of any records pertaining to his/her use of alcohol and/or controlled substances, including records pertaining to his/her alcohol and controlled substance tests. C. Records will be made available to a subsequent employer upon receipt of a written request from the driver. Disclosure to the subsequent employer is permitted only as expressly authorized by the terms of the Driver s request.
9 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 9 of 12 X. RELEASE OF ALCOHOL AND CONTROLLED SUBSTANCE TEST INFORMATION FOR EMPLOYMENT A. With the Driver s consent, MUSC may obtain for the preceding two (2) years, the Driver s controlled substance and alcohol test results covered by federal laws from the Driver s previous employers. B. A driver may perform safety-sensitive functions for fourteen (14) calendar days prior to information being obtained from previous employers. After this period, no driver may perform safety-sensitive functions until the information has been obtained by the Medical University of South Carolina. If the information has not been obtained after thirty (30) additional calendar days, the driver will be terminated and cannot be considered for employment until the information is obtained. If the information is obtained within thirty (30) days of termination, the driver may be rehired without additional reemployment testing. C. No driver may perform safety-sensitive functions if the information obtained by the Medical University of South Carolina from previous employers indicates a Driver s alcohol test with a concentration higher than 0.04, a verified positive controlled substance test or a refusal by the driver to be tested, without obtaining the following information: 1. A subsequent substance abuse professional s evaluation and/or determination; and, 2. Records pertaining to the substance abuse professional s determination of the Driver s need for assistance; and, 3. Records concerning a driver s compliance with recommendations of the substance abuse professional; and, 4. Where appropriate, records of the Return to Duty testing with a result indicating an alcohol concentration of less than 0.02 and/or a verified negative result for controlled substance use. XI. CONSEQUENCES FOR DRIVERS ENGAGING IN PROHIBITED ALCOHOL OR SUBSTANCE ABUSE RELATED CONDUCT A. Voluntary Request for Assistance The Medical University of South Carolina uses a substance abuse professional when an employee needs assistance in the areas of evaluation, assessment, counseling, and referral for treatment in dealing with alcohol and controlled substance abuse problems. Employees who believe they may have a problem with the use of alcohol and/or controlled substances may contact their unit supervisor, their MUSC Human Resources Management departmental liaison or call the Employee Assistance Program. If an employee comes forward to seek help prior to any notification of testing and there has been no violation of the prohibitions in Section III no disciplinary action
10 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 10 of 12 will be taken. However, coming forward to seek help does not allow the employee to use or abuse alcohol or controlled substances and does not prevent disciplinary action from being taken if the employee continues use or abuse. If an employee comes forward to seek help prior to any notification of testing, the employee will be offered the opportunity to sign a Return to Work Agreement and comply with the provisions of the agreement. Should the employee decline to enter into an agreement, a refusal shall be accepted as the employee s voluntary resignation. The Medical University of South Carolina has a strong commitment to the health and well-being of its employees and strongly encourages employees who may have problems to seek assistance. B. Possession of Alcohol or Controlled Substances While On Duty Possession of alcohol and controlled substances in violation of Section III of this Policy will result in disciplinary action, up to and including termination. C. Identification of Use/Abuse Through the Testing Process If the results of any tests are positive, the employee will be subject to the consequence of his/her actions as set forth in this section. Reporting to work or performing safety-sensitive functions while under the influence of controlled substances (unless the use is under the instructions of a physician as described in Section III) or having an alcohol concentration of 0.02 or above will result in a suspension or termination. Refer to Human Resources Policies 45 and Suspended Drivers a) Drivers who are suspended will be required to sign a Return to Work Agreement. Should the driver decline to enter into an agreement with the Medical University, it will be accepted as the employee s voluntary resignation. The driver will be advised of available help resources, including the name and telephone numbers of substance abuse professionals. b) If the driver desires to continue employment, he/she will sign the Return to Work Agreement and be referred to an alcohol/substance abuse professional for evaluation. If the substance abuse professional determines that the driver needs assistance in resolving problems associated with alcohol misuse or controlled substance use before he/she can return to work, the driver may, use accrued sick and annual leave or leave without pay while receiving this assistance (at the conclusion of the suspension). Eligible employees may use leave under the Family and Medical Leave Act.
11 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 11 of Termination Non-probationary employees will be terminated according to Human Resources Policy 45, Disciplinary Action. Managers must inform employees in writing of their right to grieve the termination, as appropriate. Non-Probationary employees who believe their terminations were unwarranted have fourteen (14) days from the effective date of their dismissal to write the Director of Human Resources Management. 3. Any employee who is scheduled for random or reasonable suspicion testing, but requests assistance for a possible substance abuse or alcohol problem, must still be tested and referred to the Employee Assistance Program. Disciplinary action may be taken for any violation of this or any other University Policy. 4. After an infraction of this Policy and before returning to work performing safety-sensitive duties, the driver must be tested for alcohol and controlled substance usage. To return to work the test results must indicate less than a 0.02 concentration of alcohol and/or be negative for controlled substances. The driver will also need a statement from the substance abuse professional approving the employee s return to work. 5. A driver identified by a substance abuse professional as needing assistance with resolving alcohol and controlled substance related problems, will be subject to a minimum of six (6) follow-up tests in the first twelve (12) months following his/her return to duty. The driver may be required to undergo additional follow-up testing for both alcohol and controlled substances if a substance abuse professional determines that such testing is necessary for that particular driver. The substance abuse professional may direct the testing to continue for up to sixty (60) months after the Driver s return to duty. The substance abuse professional may direct that testing be discontinued any time after the first six (6) tests have been administered if the professional determines that testing is no longer necessary. 6. The Medical University of South Carolina is not responsible for any costs associated with the seeking of evaluation, treatment, counseling, or rehabilitation by the employee; nor is MUSC responsible for any losses incurred by the employee as a result of this testing program. 7. A second violation of any of the provisions set forth in Section III within a two (2) year period may result in immediate termination. 8. Notwithstanding any other provision of the disciplinary action outlined in Section XI of this policy, the Medical University of South Carolina may take disciplinary action up to and including termination if such action is deemed to be in the best interests of the University due to any other issue.
12 SUBJECT: COMMERCIAL DRIVER'S LICENSE Page 12 of 12 Approved By Information Contact Revised Lisa P. Montgomery, MHA Executive Vice President Finance and Operations Human Resources Management and University Risk Management December 2016
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 informationCommunity 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 informationEMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers)
EMPLOYEE ALCOHOL AND DRUG TESTING (Testing Procedures for Drivers) In accordance with Board policy, the following procedures apply to drug and alcohol testing of drivers. Definitions For the purposes of
More informationEL 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 informationMEDWAY 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 informationPOLICY 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 informationSalt 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 informationALCOHOL 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 informationDRUG 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 informationD.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 informationSOUTH 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 informationCATASAUQUA 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 informationOMNIBUS 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 informationProcedure 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 informationDrug And Alcohol Testing For School Bus Drivers
Carmel USD I BP 4112.42 Personnel Drug And Alcohol Testing For School Bus Drivers The Board of Education desires to take all possible steps to ensure transportation safety for district students and staff.
More informationEEAEAA - 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 informationFederal 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 information5259P 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 informationFORSYTH 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 informationEducational Support Personnel
Burr Ridge Community Consolidated School District #180 Policy Manual 5:285 Educational Support Personnel Drug and Alcohol Testing for School Bus and Commercial Vehicle Drivers 1 The District shall adhere
More informationCITY 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 informationChapter 16 DRUG & ALCOHOL TESTING
Chapter 16 DRUG & ALCOHOL TESTING Chapter 16 Table of Contents Chapter 16 DRUG & ALCOHOL TESTING... 16-1 DRUG AND ALCOHOL TESTING... 16-3 Testing Program... 16-3 Guidelines and Procedures for Drug/Alcohol
More informationCommercial 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 informationAll Personnel AR 4112.42/4212.42/4312.42 DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS/DISTRICT DRIVERS
All Personnel AR 4112.42/4212.42/4312.42 The district's drug and alcohol testing program shall apply to all employees who operate a commercial motor vehicle, including any vehicle designed to transport
More informationX. 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 informationFederal 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 informationNORTHEAST 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 informationDrug and Alcohol Testing for Bus Drivers
Drug and Alcohol Testing for Bus Drivers School bus drivers who operate a motor vehicle requiring a commercial driver's license are subject to a drug and alcohol testing program that fulfills the requirements
More informationHow 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 informationHow 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)
More informationDrug and Alcohol Testing Program
SACRAMENTO CITY UNIFIED SCHOOL DISTRICT CONTROLLED SACRAMENTO SUBSTANCES AND ALCOHOL TESTING CITY PROGRAM POSITION STATEMENT UNIFIED SCHOOL DISTRICT The Sacramento City Unified School District is committed
More informationDrug and Alcohol Testing for Department of Transportation (DOT) Regulated Employees
Drug and Alcohol Testing for Department of Transportation (DOT) Regulated Definitions Alcohol Screening Test: An analytic procedure to determine whether an employee may have a prohibited concentration
More informationDrug 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 informationWhat employers are required to have their employees enrolled in federally mandated drug and alcohol program? What constitutes a DOT FMCSA employee?
What employers are required to have their employees enrolled in federally mandated drug and alcohol program? Any employer who meets the requirements of the Department of Transportation (DOT) and its Agencies,
More informationGBCCB-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 informationHuman Resources Policy Manual Revision Date: January 2014 8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE AND ALCOHOL ABUSE
8.13 FEDERAL HIGHWAY ADMINISTRATION (FHWA) REGULATIONS ON DRUG USE This policy is adopted in order to comply with federal requirements concerning drug and alcohol testing of employees who hold positions
More informationDRUG 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 informationP407.7 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 informationDrug 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 informationCONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION
CONTROLLED SUBSTANCES AND ALCOHOL TESTING REGULATIONS FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION September 24, 2009 TABLE OF CONTENTS POLICY STATEMENT... 1 PROHIBITED SUBSTANCES... 1 PERFORMING A SAFETY
More informationParts 382 & 40 Alcohol and Drug Testing Requirements
Parts 382 & 40 Alcohol and Drug Testing Requirements 19 Part 382 Alcohol and Drug Testing Requirements Applicability Drivers required to have a commercial driver s license (CDL) are subject to the controlled
More informationPART 382/PART 40. Alcohol and Drug Testing Requirements
PART 382/PART 40 Alcohol and Drug Testing Requirements 15 Part 382 Alcohol and Drug Testing Requirements Applicability Drivers required to have a commercial driver s license (CDL) are subject to the controlled
More informationDRUG 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 information416 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
More informationCOMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES
COMMERCIAL DRIVER S LICENSE DRUG AND ALCOHOL TESTING POLICY and IMPLEMENTATION PROCEDURES I PURPOSE The Purpose of this policy is to establish programs designed to help prevent accidents and injuries resulting
More informationTRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice
TRAINER NOTES FOR LESSON PLAN 2010 11 School Bus Drivers Inservice TITLE OF LESSON: DRUG/ALCOHOL TESTING AND THE COMMERCIAL DRIVER Length of Lesson: 30 minutes TRAINER NOTES: This lesson plan is pretty
More informationOCSEA EDUCATION DEPARTMENT FACT SHEET
OCSEA EDUCATION DEPARTMENT FACT SHEET #221 Page 1 of 5 STATE OF OHIO CONTRACT SERIES APPENDIX M DRUG AND ALCOHOL TESTING What Is The Policy? Both OCSEA and the state agreed to a drug policy that recognizes
More informationHACH 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 informationSAMPLE 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 informationMIDWESTERN 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 informationTitle 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM
Subpart A General 120.1 Applicability. Title 14: Aeronautics and Space PART 120 DRUG AND ALCOHOL TESTING PROGRAM This part applies to the following persons: (a) All air carriers and operators certificated
More informationMinnesota Commercial Truck and Passenger Regulations
Minnesota Commercial Truck and Passenger Regulations Fact Sheet Record Keeping Requirements Carriers who are subject to the Federal Motor Carrier Safety Regulations (FMCSRs) and the Minnesota Motor Carrier
More informationHalifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy )
Halifax Regional Municipality ( HRM ) Substance Abuse Prevention Policy ( Policy ) I. Policy Statement and Purpose Halifax Regional Municipality ( HRM ) is committed to providing a safe work environment
More informationUniversity of Louisiana System
Policy Number: M-(3) University of Louisiana System Title: EMPLOYEE DRUG TESTING POLICY Effective Date: January 1, 1999 Cancellation: None Chapter: Miscellaneous Policy and Procedures Memorandum Purpose
More informationAuburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY
Auburn University DRUG AND ALCOHOL TESTING PROGRAM POLICY POLICY STATEMENT Auburn University recognizes that its employees are the key to achieving the University s Land Grant Mission of Instruction, Research
More informationCity 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 informationCITY 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 informationDRUG AND ALCOHOL TESTING
POLICY #416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools in particular. The
More informationMSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE
MSBA/MASA Model Policy 416 416 DRUG AND ALCOHOL TESTING I. PURPOSE A. The school board recognizes the significant problems created by drug and alcohol use in society in general, and the public schools
More informationPOLICY 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 informationJanik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY
Janik, LTD d/b/a Pet Supplies Plus SUBSTANCE ABUSE POLICY Page 1 of 13 Section Table of Contents Statement of Purpose and Policy 3 I. Purpose 4 II. Provisions 4 A. Applicability 4 B. Prohibited Conduct
More informationThe 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 informationPOLICY 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 informationDRUGS 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 informationAlcohol 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 informationSUBSTANCE 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 informationDHHS 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 informationSUBSTANCE ABUSE POLICY (NON-DOT)
Health, Safety and Environmental Manual SUBSTANCE ABUSE POLICY (NON-DOT) 1 SUBSTANCE ABUSE POLICY (NON-DOT) Table of Contents Topic Page 1.0 Objective 3 2.0 Scope 3 3.0 References 3 4.0 Training 3 5.0
More informationCERTIFICATION OF MOTOR VEHICLE OPERATORS
CERTIFICATION OF MOTOR VEHICLE OPERATORS I. PURPOSE: This document establishes uniform bureau procedures for employees and managers in certifying the driving status of employees authorized to operate government
More informationGRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT)
GRAY COUNTY PUBLIC WORKS CIMARRON KANSAS DRUG AND ALCOHOL TESTING POLICY (FMCSA/DOT) DRUG AND ALCOHOL TESTING POLICY APPROVAL We have reviewed and concur with the contents of the Gray County Public Works
More informationåffi3##ffi Purpose Scope 2. Post-accident - 3. Reasonable suspicion - 4. Random - 5. Return-to-duty (RTD) - 6. Follow-up tests -
COMMBRCIAL DRIVBR'S LICBNSB DRUG & ALCOHOL POLICY REVISBD 3I3O/09 EXH BIT A åffi3##ffi Purpose Scope The purpose of this policy is to protect employees, co-workers and the public fi'om the risks posed
More informationU.S. DEPARTMENT OF TRANSPORTATION FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION FIELD OPERATIONS TRAINING MANUAL
U.S. DEPARTMENT OF TRANSPORTATION FEDERAL MOTOR CARRIER SAFETY ADMINISTRATION FIELD OPERATIONS TRAINING MANUAL Volume - II: Chapter 2: Compliance Compliance Review Procedures and Guidelines for the Federal
More informationDOUGLAS 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 informationALCOHOL 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 informationEducational and Technical Assistance Package
PA PUBLIC UTILITY COMMISSION BUREAU OF INVESTIGATION & ENFORCEMENT INSPECTION DIVISION On the web: www.puc.pa.gov Revised May 2016 Educational and Technical Assistance Package COMMONWEALTH OF PENNSYLVANIA
More information3.1. 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 informationFEDERAL 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 informationADDENDUM A. Orange County Water District. Drug & Alcohol Policy
ADDENDUM A Orange County Water District Drug & Alcohol Policy TABLE OF CONTENTS I. SCOPE... 1 III. DESIGNATED EMPLOYER REPRESENTATIVE(S) (DER)... 2 IV. APPLICABILITY... 2 A. General (Non-Safety/Security
More informationNorthern 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:
More information416 - 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
More informationCity of Albany Safety Human Resources Policy Policy #: HR-SF-05-003 Title: Substance Abuse - DOT
Purpose The City is committed to providing and maintaining a safe and healthy work environment for its employees and a safe and dependable transportation system for the public. The use of drugs and/or
More informationThe Conco Companies - Non Commercial Driver. Drug and Alcohol Policy Program
The Conco Companies - Non Commercial Driver Drug and Alcohol Policy Program 1 2 I. Purpose Statement The purpose of The Conco Companies Drug & Alcohol Policy is to create, encourage and enforce a safe
More informationDOT Agency / USCG Drug and Alcohol Program Facts
DOT Agency / USCG Drug and Alcohol Program Facts U.S. Department of Transportation Office of the Secretary Office of Drug and Alcohol Policy and Compliance What are the specific regulations directing employers
More informationPolicies & 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 informationF 416 Willmar Public Schools ISD 347
F 416 Willmar Public Schools ISD 347 ATTACHMENTS TO DRUG AND ALCOHOL TESTING POLICY Attachments A through C are to be used in conjunction with the drug and alcohol testing of bus drivers and driver applicants.
More informationJFK 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 informationDPA: 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 informationCRAIG 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 informationDRIVER EMPLOYMENT APPLICATION Name (first, middle, last) Date: Hire Date (office use only) New Hire Re-Hire Position Applying For: Full Time Part Time
DRIVER EMPLOYMENT APPLICATION Name (first, middle, last) : Hire (office use only) New Hire Re-Hire Position Applying For: Full Time Part Time You must list Address (street, city, state, zip code) all previous
More informationDrug and Alcohol-Free Workplace Subcontract No. (UT-Battelle Subcontract Number) 1. APPLICABILITY
Drug and Alcohol-Free Workplace Subcontractor Subcontract No. WSAP Program Manager (UT-Battelle Subcontract Number) (Subcontractor WSAP Program Manager) Program Manager Contact Info (Email & Phone) 1.
More information9.3 Alcohol and Drug-free Workplace (Corporate Policy)
9.3 Alcohol and Drug-free Workplace (Corporate Policy) Purpose Xcel Energy has a commitment to its employees, customers, shareholders and the public to promote a safe work environment and to provide energy
More informationPOLICY 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 informationWHO IS COVERED BY THE FMCSA REGULATIONS
CONTRACT SERVICES ADMINISTRATION TRUST FUND 2710 WINONA AVENUE BURBANK, CA 91504 WHO IS COVERED BY THE FMCSA REGULATIONS T 818.565.0550 F 818.565.0030 www.csatf.org Under Federal Motor Carrier Safety Administration
More informationPASSED 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 informationDepartment Name Anti-Substance Abuse Program Template
Department Name Anti-Substance Abuse Program Template I. Purpose: (Insert why this policy is being implemented/documented) Example: This policy/program is enacted to ensure a safe and drug-free work environment
More informationFTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist
FTA Drug Abuse and Alcohol Misuse Testing Program Subrecipient Program Compliance Checklist Agency/Organization Name: Type(s) of Funding Received by Organization: Applicable Grant #(s): Date of Compliance
More informationDrug-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 informationEmployee Assistance Program
Employee Assistance Program SUBSTANCE ABUSE POLICY: Substance Abuse Policy Law Substance Abuse policies and procedures are complex and subject to frequent change by legislation and court decision. It is
More informationMinnesota s Drug and Alcohol Testing in the Workplace Act (Non-DOT)
INFORMATION MEMO Minnesota s Drug and Alcohol Testing in the Workplace Act (Non-DOT) Learn when, where, and under what circumstances a city may choose to test for employee drug and alcohol use under Minnesota
More informationChapter 18 FTA Drug and Alcohol Program And Drug-Free Workplace Requirements
CHAPTER 18 OVERVIEW NOTES Outlines the application of drug and alcohol testing requirements to 5310 and 5311 organizations. Details the required components of substance abuse policies. Describes the pre-employment
More information