ARTICLE
QUESTION: Does anyone have a “Random Drug Testing Policy”? And if so, would you share this? We currently have a Drug Testing Policy, but it is not random. Here is our blanket statement and a bit of our process. Drugs and alcohol tests will be administered under the following conditions: a. At hiring time, when all new hires will be required to pass a pre-employment drug-screening test as a condition of employment; b. On a random basis; c. When an employee shows signs of impairment on the job; d. Reasonable suspicion or in case of BDDS reportable incident at a living site related to drug or alcohol report e. After any accident or occurrence that results in an injury on the job as defined by the Occupational Safety and Health Administration; f. After any vehicular accident during working time. The employee will also be required to contact Professional Development Coordinator within one week of an accident to review the Defensive Driving video and take a standard test. If the vehicular accident is determined not to be at the fault of the employee, the drug screen and review of the Defensive Driving video may be waived per the recommendation of the immediate supervisor and VP of Human Resources. g. Subs and volunteers/interns are subject to the above conditions. Employees who refuse to submit to drug and alcohol testing will be terminated. Our process is that we use a third party. On a quarterly basis, we provide them with SS #’s of all employees. They then send back our requested # with some alternates. We contact the staff who have 2 hours to go for drug screen once we notify them We have a third party (our drug testing medical facility) randomly draw 2 names each quarter, with 2 alternatives from the list of current staff that we give them. Testing • We reserve the right to conduct random drug tests at any time and accompany the staff being tested to the drug testing site. • Whenever the agency suspects that an employee’s work performance or on-the-job behavior may have been affected in any way by alcohol or drugs, or that an employee has otherwise violated the Substance Abuse Policy, LIFEDesigns may require the employee to submit to a blood test, urinalysis, or other drug/alcohol test. Supervisors will use the following work-related behavioral criteria as a guideline to initiate a substance abuse screening: o Odors (smell of alcohol, body odor or urine). o Movements (unsteady, fidgety, dizzy). o Eyes (dilated, constricted, watery, involuntary eye movements). o Face (flushed, sweating, confused or blank look). o Speech (slurred, slow, distracted mid-thought, inability to verbalize thoughts). o Emotions (argumentative, agitated, irritable, drowsy). o Actions (yawning, twitching). o Inactions (sleeping, unconscious, no reaction to questions). • Drug screens may also be required when customer medications appear tampered with in any way. • Employees in security or safety-sensitive positions may be required to consent in writing to and undergo periodic testing for as long as they remain in such jobs. The agency will maintain a list of sensitive jobs and will notify employees who hold such positions. • An employee who tests positive for alcohol or drugs during the employee’s first 90 days of employment will be terminated immediately for violation of the agency’s Substance Abuse Policy. • All test results, assistance requests, and treatment records will be maintained in files separate from the employee’s personnel file, and will be held in the strictest of confidence, disclosed only to those having a legitimate need to know such information. Disciplinary Action • Any violation of the policy requirements of the Substance Abuse Policy will result in discipline, up to and including termination, even for a first offense. • The failure or refusal to complete the necessary paperwork, or to submit to a drug test pursuant to the requirements of the Substance Abuse Policy may result in immediate termination. • All performance shortcomings, prohibited conduct, and attendance problems may result in discipline pursuant to the agency’s normal policies independent of any drug or alcohol implications or causes. Policies regarding drug free workplace: Policy 1 Policy 2 Policy 3 This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.