Page 139 - Personnel Policy and Procedures Manual

odors of an employee, it is determined that there is reasonable suspicion that the employee is violating
this Policy.
B. If you suspect an employee to be under the influence of alcohol or other drugs while at work, the
following steps are to be taken when requesting a drug screen:
1. Call the Risk Management Manager at 821-2486.
2. Relay all known factors/information concerning reasons for suspicion (not just a “gut” feeling,
must be able to give description/specifics/observation at that moment in time, not days earlier).
Use the FOR CAUSE TEST AUTHORIZATION FORM, Form SA-4, found in this Substance
Abuse Policy. Fill out items #1, #2 (to include all reasons), #3, and date. Then immediately
submit to Risk Management. The information is then evaluated and determined if approval for
testing is appropriate.
3. Determine if approval is appropriate.
a. Approval – if the request is approved, the employee in question is to sign the Substance Abuse
Consent Form (Form SA-3) PRIOR to being taken for testing. When fully executed, this form
is then to be delivered in to Risk Management. Employee refusal to sign the SA-3 form will
be treated as a refusal to submit under Refusal to Submit to Testing Section of this Chapter.
b. Denial – if the request for testing is denied, no further action is to be taken regarding the test
or against the employee.
4. ALCOHOL – If the employee is being tested for alcohol:
a. The employee is to be taken to the designated collection site by the Director or high ranking
supervisor (the fact of testing is to be kept totally confidential).
b. If the test result is negative, the employee shall be allowed to return to work.
c. If the breath/blood test is confirmed positive, the employee is to be processed through the
normal termination process channels (i.e. placing employee on three-day administrative leave
with pay with recommendation of termination).
d. Under no circumstances is the employee allowed to operate a vehicle, including his or her
personal vehicle. A taxicab will be provided to transport the individual directly to his or her
residence if a family member is not available. This will be arranged through Risk Management
and/or the effected department.
5. OTHER DRUGS – If the employee is being tested for drugs other than alcohol:
a. The employee is taken by the Director or high ranking supervisor (the fact of testing is to be
kept totally confidential) to the designated collection site for testing.
b. When the collection process has been completed the employee is NOT allowed to return to
work and is placed on administrative leave (leave with pay) pending the outcome of the testing.
c. If the test results are negative the employee shall be allowed to return to work
C. An illegal substance screening which shows that a specimen may have been diluted, tampered with,
or substituted will be considered reasonable suspicion for additional for-cause testing.
D. The number of employees requested to participate in a for-cause screening based on a workplace
incident may range from a single individual to all personnel who were involved in the incident or had
access to the work area in which the incident occurred.
E. To initiate a for-cause screening, the appropriate Department Head will use the For-Cause Test
Authorization Form (SA-4) attached as Appendix 4.

All Rights Reserved – As approved by the Commission on 05-07-2019 139 | P a g e