Drug Free Workplace Policy. EFFECTIVE DATE: Revised December 18, 2015 APPROVED BY: Samantha O Neill, Molly Mortimer

Size: px
Start display at page:

Download "Drug Free Workplace Policy. EFFECTIVE DATE: Revised December 18, 2015 APPROVED BY: Samantha O Neill, Molly Mortimer"

Transcription

1 TITLE: Drug Free Workplace Policy MANUAL: Human Resources EFFECTIVE DATE: Revised December 18, 2015 APPROVED BY: Samantha O Neill, Molly Mortimer PURPOSE: Elliot Health System (EHS) is committed to maintaining a drug free environment for the protection and safety of its patients and staff. The purpose of this policy is to deter and detect the use of illegal substances and the abuse or improper use of drugs by Covered Individuals, and to prohibit such Covered Individuals from working under the influence of alcohol, illegal substances or improperly used drugs. POLICY: The unlawful manufacture, distribution, sale, dispensation, possession, tampering with or use of any controlled substance or drug is prohibited at EHS. The improper use of legal drugs while working is also prohibited. Each Covered Individual is required to report to perform their workrelated duties at EHS fit for duty and able to safely and satisfactorily perform the functions of their jobs. While this policy does not prohibit Covered Individuals from the lawful use or possession of legal drugs, whether over-the-counter or prescribed, Covered Individuals must consult with their health care provider(s) regarding such medications effects on their fitness for duty and ability to work safely, and must promptly disclose any work restrictions to Employee Health. Every employee, contractor and agent (including but not limited to volunteers and students) is required to comply with this policy. Failure to comply with this policy will result in corrective action, up to and including immediate termination of employment. Any individual who has a good faith belief that a violation of any aspect of this policy has occurred should report their concern to their supervisor, EHS Human Resources and/or EHS Compliance (which can be anonymous by means of the Compliance Hotline). I. DEFINITIONS: A. Controlled Substances Includes, but is not limited to, amphetamines, barbiturates, benzodiazepines, cocaine, marijuana, methadone, methamphetamine, opiates, phencyclidine, propoxyphene, and any other substance identified as a controlled substance under state or federal law. B. Drug Any over-the-counter medication, any prescribed medication, any illegal, or nonprescribed controlled, substance, or any alcoholic beverage. C. Covered Individual All employees, contractors and agents (including but not limited to volunteers and students) Page 1 of 12

2 D. Employee This is a subset of Covered Individuals, which includes all employees, and for purposes of this policy only, contractors and agents (including but not limited to volunteers and students), employed by or providing services at or on behalf of EHS. E. Clinical All Covered Individuals who have or are likely to have routine interactions with patients and/or have access to any controlled substance. This group includes but is not limited to all Covered Individuals who provide direct or hands on care to patients when acting within the scope of their work-related duties at EHS. F. EHS Elliot Health System and all corporate subsidiaries and affiliates, including but not limited to Elliot Hospital, EPN, EPS, VNA and Elliot 1-Day Surgery Center. G. Non-Passed Substance Test Any drug test result reported to EHS identifying the presence of any controlled substance, drug or other metabolite, as confirmed by the Medical Review Officer after consideration of prescribed and appropriate use. In the case of alcohol, any test result reported to EHS identifying the presence of a detectable amount of alcohol. H. Prescription Medication A legally prescribed drug for which an individual has a prescription for use in the course of medical treatment. The prescription must include the patient s name, the name of the substance, dose, the period of use, and the prescribing physician. The appropriate use of legally prescribed drugs and non-prescription medications is not prohibited, unless the individual is physically or mentally unable to perform their duties and responsibilities without endangering their own health or safety, or the health or safety of others, including but not limited to patients, other staff, volunteers or visitors. I. Collection Site The EHS Employee Health Department and any other site designed by same or EHS Human Resources. J. Medical Review Officer (MRO) An independent licensed physician who has knowledge of substance abuse disorders and appropriate medical training to interpret and evaluate lab test results, and designated by EHS for purposes of assisting with the facilitation of this policy and program. II. DRUG SCREENING/TESTING PRIOR TO EMPLOYMENT OR APPOINTMENT TO MEDICAL STAFF: A. Screening/Testing Process 1. Employees All applicants for employment with EHS, other than prospective Employed Providers (see medical staff policy) will be informed of the drug screening/testing policy in the initial application process, and will be required to submit to pre-employment drug screening/testing prior to commencing work. Such applicants must submit to drug Page 2 of 12

3 screening/testing within 5-7 days of receiving a job offer, unless extenuating circumstances exist as determined by EHS Human Resources. If an applicant who has received an employment offer does not submit to drug screen within 5-7 days of receiving the offer, or if there is a positive substance test, the offer shall be automatically withdrawn. B. Consent and Disclosure 1. Applicants for employment will be required to complete a Consent to Drug Screening/Testing form (Attachment B). If indicated by the initial screen, the applicant will be asked to disclose any information that he/she considers relevant to the test, including currently or recently used prescription medications and/or other medical information that may influence the results of the test to the Medical Review Officer. The Medical Review Officer will make a final determination of whether there is a positive substance test or alcohol test. 2. Applicants who have a positive substance or alcohol test will be informed of the test results by Human Resources within 7 working days after receipt of the test results and, except in certain circumstances, all offers of employment offer will be automatically withdrawn. III. TESTING FOR REASONABLE SUSPICION: A. Drug screening/testing of Covered Individuals identified through audits of Automated Dispensing Machines (Accudose) or other data-driven analyses shall be conducted in accordance with this policy. B. Covered Individuals are subject to testing when one or more supervisors have a reasonable suspicion that the employee is under the influence of drugs and/or alcohol (Attachment A). Factors that may be considered in determining whether an employee may be under the influence of drugs and/or alcohol include, but are not limited to: the employee s behavior; evidence of impairment, such as slurred speech or unsteady gait; evidence of repeated errors on the job, policy violation, or unsatisfactory attendance patterns where there is a concern regarding possible impairment under the circumstances; and/or involvement in certain workplace accidents, injuries and/or serious or adverse events where there is a concern regarding possible impairment under the circumstances. C. Screening/testing for reasonable suspicion must take place as soon as possible following the determination of reasonable suspicion but before the employee leaves the EHS premises, unless other arrangements are made to report directly to Employee Health for testing. D. Covered Individuals must be able to safely and satisfactorily perform the functions of Page 3 of 12

4 their work-related duties at EHS. Certain prescriptions and/or over-the-counter medications may result in impairment. If a Covered Individual takes drugs that result in impairment, he or she must promptly disclose the use of the drug to Employee. Drugs which produce impairment include, but are not limited to: pain medication, tranquilizers, muscle relaxants, sleeping pills, other controlled substances and cold or cough remedies. E. If a Covered Individual is suspected of being impaired, the individual must be immediately referred to Employee Health for an evaluation handled in accordance with the Fitness for Duty policy. IV. RANDOM TESTING: A. In addition to drug screening/testing for reasonable suspicion, EHS will conduct random drug screening/testing at a rate of up to 10% of all Covered Individuals outside of the areas of pharmacy, anesthesia, emergency department and the VNA who will be subject to a 50% selection rate, per calendar year and spread over a 12 month period. A Passed Substance Test is a required condition of employment. B. Random drug screening/testing must take place before the Covered Individual leaves EHS property, unless other arrangements are made to go directly to Employee Health for testing. V. FOLLOW UP TESTING: A. Covered Individuals who have a Non-Passed Substance Test, or who otherwise violate this policy, are subject to discipline, up to and including immediate termination. Covered Individuals who are referred by EHS for drug or alcohol treatment, or who are voluntarily participating in a drug or alcohol treatment program, may be required to undergo drug and/or alcohol testing without prior notice during the treatment period and for a period of time, as determined by EHS, after the completion of the treatment. A Covered Individual who tests positive during this period will be subject to immediate termination.. VI. PROHIBITIONS: EHS Strictly prohibits the following: A. The unauthorized use, possession, manufacture, distribution, dispensation, tampering with, sale of, and/or transportation of any controlled substance, illegal drug or alcohol on EHS premises. Page 4 of 12

5 B. The presence of any detectable amount of any illegal drug, controlled substance or alcohol in a Covered Individual s body system, while performing any work-related duties at EHS. C. Switching or altering any specimen submitted for testing pursuant to this policy. D. Refusing to consent to any screening/testing, or refusing to submit an appropriate specimen for screening/testing. E. Refusing to cooperate with any request or requirement pursuant to this policy. F. Failing to adhere to the requirements of any treatment or counseling program in which the Covered Individual is enrolled as part of a rehabilitation effort offered at the direction of and in the discretion of EHS. G. Providing false, misleading or incomplete information as requested pursuant to this policy. H. Failure to report to Employee Health the use of a legally used drug that may alter the Covered Individual s behavioral alertness or mental ability; and/or failure to report to the appropriate manager/supervisor (or designee), prior to commencing work-related duties, the use of same that the Covered Individual believes is or may interfere with his/her ability to perform his/her work-related duties.. I. While EHS does not desire to intrude into the private lives of its Employees it recognizes that Covered Individual s off-the-job involvement with controlled substances, drugs and/or alcohol can have an impact on work performance and on the workplace. EHS therefore reserves the right to take appropriate corrective action, up to and including immediate termination of employment, relating to the unauthorized use, possession, manufacture, distribution, dispensation, tampering with or sale of, and/or known transportation of any controlled substance, drug or alcohol while off EHS premises or beyond work time. Any Covered Individual who is convicted of, pleads guilty to, or is sentenced for a crime involving any such activity or issue is required to report the conviction, plea or sentence to Human Resources immediately. Failure to comply with these requirements will result in corrective action, up to and including immediate termination. VII. CONSEQUENCES: Any Covered Individual found in violation of this policy will be subject to corrective action, up to and including immediate termination of employment. In the event of screening/testing for reasonable suspicion, all Covered Individuals subject to such testing will be subject to a mandatory precautionary suspension from work until the Page 5 of 12

6 results are received and reviewed, and a decision is rendered by the MRO, and Human Resources as applicable. In the event of random testing, Covered Individuals subject to such testing will be permitted to continue with active work while the results are being processed and reviewed. EHS may notify relevant regulatory and/or law enforcement personnel regarding investigative findings pursuant to this policy, when and in the manner deemed appropriate in the discretion of EHS. Factors relevant to such a decision by EHS include, but are not limited to: (1) the quantity of substance involved (see 21 U.S.C (c)); (2) the nature of the substance involved and the likelihood of diversion or abuse under the circumstances (Id.); (3) the nature of the relationship of any individual involved with the substance involved (Id.); (4) any pattern or history of prior issues or behaviors (Id.); (5) local trends and other indicators of diversion potential (Id.); (6) whether the events at issue give rise to a reporting obligation to any regulatory agency, including but not limited to the DEA, NH DHHS, or any licensing or accreditation agency, and/or could give rise to a criminal investigation or charges; (7) the nature of the position of any individual involved, including considerations relative to access to substances and patients, and the resulting risks; (8) indicators suggestive of sale, distribution, impairment at work, and other aggravating factual considerations resulting in risk, and; (9) the overall totality of the particular factual circumstances. VIII. REHABILITATION: At the discretion of EHS, and where reasonable under the specific circumstances, EHS will assist and support Employees for misuse of controlled substances, drugs and/or alcohol, where an Employee voluntarily seeks rehabilitative assistance before he or she becomes subject to screening/testing, investigation, discipline or termination under this or any other EHS policy. Employees who seek such assistance under these circumstances must comply with the following requirements: 1. EHS has a Leave of Absence policy whereby, an Employee, of their own volition, may request a Personal Leave of Absence to confidentially address a drug/alcohol abuse problem before management intervenes due to job performance issues, or the Employee is subject to screening/testing, investigation, discipline or termination under this or any other policy. The employee may also take a Family and Medical Leave (FMLA leave) in conjunction with the provisions of the Leave of Absence, provided the requirements for such a leave are met. 2. Employees may keep their substance abuse problem and treatment confidential from EHS, if they wish to pursue this option. Because of its confidential nature, the Employee Assistance Program (EAP), may still be used by the Employee. 3. Employees who have been determined by EHS to have a substance abuse problem, and who agree to go through an approved drug and/or alcohol rehabilitation program Page 6 of 12

7 for the first time, will be conditionally reinstated to a job provided they: (a) take a leave of absence no longer than three calendar months (see Leave of Absence policy for effect of LOA on benefits), and; (b) successfully complete the approved substance abuse rehabilitation program to the satisfaction of EHS. Thereafter, Employees will be required to supply ongoing documentation indicating that they remain substance-free for a 2 year period, or longer if determined by the Vice President of Human Resources (or designee). 4. Employees returning from such a rehabilitation leave will be required to sign a Conditional Reinstatement Agreement or other appropriate documents/agreements as determined by the Vice President of Human Resources (or designee) on a case by case basis. They will also be required to submit continuing documentation on a periodic basis and be subject to follow up testing, if indicated in the Conditional Reinstatement Agreement. EHS reserves the right to return the Employee to a position other than their existing position, unless otherwise required by law. Employees whose job performance is impaired over the subsequent two (2) years due to drug or alcohol abuse may be subject to immediate termination. 5. Any employee whose impaired status was discovered under conditions threatening their own, patients or other employees safety, as well as employees who are involved with theft, diversion or other malfeasance, will not be eligible for the options above. IX. CONFIDENTIALITY: Any drug screen/testing referrals, testing, investigative and review processes, results of drug screen/testing, and any action taken relative to the Covered Individual, relating to this policy shall be treated as confidential by Employee Health, EHS management (involved on a need to know basis), EAP staff and participants, investigative personnel, and other involved personnel.. Positive drug screen/test results and/or adverse action taken against Covered Individuals will be reported to the appropriate regulatory agencies in the manner deemed appropriate under applicable law. EHS will respect the confidentiality of test results consistent with legal and business needs and with due regard for the privacy of the individual involved; the records of which will be stored in Human Resources. To the fullest extent permitted by law, including New Hampshire laws pertaining to privacy, personnel files and Quality Assurance committee activities, all information obtained, created or maintained in accordance with this policy shall be privileged and confidential to the fullest extent possible. X. SUBSTANCE ABUSE ASSISTANCE: EHS recognizes substance abuse is a potential health, safety, and security problem. Employees in need of help in dealing with such problems are encouraged to contact the Employee Assistance Program (EAP) at , which provides help for a variety of issues, including drug and/or alcohol dependency, depression, stress and family difficulties. All clinical individuals are encouraged to contact the NH Professionals Health Program at Page 7 of 12

8 or or any other professional society or agency relevant to their area of practice. XI. EDUCATION: EHS will provide all employees with substance abuse/diversion education annually. EHS shall retain records of such education. Page 8 of 12

9 ATTACHMENT A Questions for Suspected Impairment Employee Name: Date/Time of Event: Section I With another supervisor or security officer present, please ask the employee who is suspected of impairment the following questions in the order listed. This form needs to be filled out completely and signatures obtained. 1. Your work performance has appeared to have deteriorated today, can you explain why? 2. Are you feeling ill? Yes No Refuses to Respond If yes, what are your symptoms? 3. Are you under a doctor s care that could explain your deteriorated work performance? Yes No Refuses to Respond Section II Directions: Check pertinent items bases on your observation of the employee. Walking/Standing Normal Unable to Stumbling Swaying Staggering Unsteady Falling Holding On Speech Normal Whispering Shouting Slow Silent Rambling/Incoherent Slurred Slobbering Demeanor Normal Drowsy Sleepy Talkative Crying Excited Silent Actions Normal Using Profanity Resisting Communications Hyperactive Threatening Hostile Erratic Page 9 of 12

10 Eyes Normal Closed Face Bloodshot Glassy Watery Droopy Normal Flushed Pale Sweaty Appearance/clothing Normal Partially dressed Messy Dirty Breath Normal Alcoholic Odor Faint alcoholic odor No alcoholic odor Movements Normal Hyperactive Fumbling Nervous Jerky Slow Eating /Chewing None Mints Gum Candy Other Identify other if possible Presence of Drug/Alcohol Alcohol Needles/Syringes Other, Identify if Possible Pipes Cigarette Paper Roach clip Pieces of foil Medication Identify if possible Other Observations: Page 10 of 12

11 Section III OPINION BASED ON OBSERVATIONS AND QUESTIONING A. Reasonable suspicion to suspect the employee maybe impaired Yes No Uncertain B. Unfit for Duty Yes No Uncertain If one or both A & B are Yes or Uncertain 1. Contact the following persons for further direction and guidance: o Sam O Neill, Director of Human Resources: (603) (Office) or (603) (Mobile) o Molly Mortimer, Director of Pharmacy: (603) (Office) or (603) (Mobile) Remarks: Name of Employee Signature of Employee Signature of Supervisor Signature of Human Resources Signature of Medication Safety Officer A.M. P.M. Time Date Date Date Date Page 11 of 12

12 ATTACHMENT B Consent to Drug and/or Alcohol Screening/Testing I acknowledge that a copy of the Elliot Health System (EHS) Drug Free Workplace policy was provided to me. Consistent with this policy, I have been requested by EHS to submit to a screening test to determine the presence of alcohol, drugs or other controlled substances. I understand that in the event I am or become an EHS employee or medical/allied health staff member; I may be subject to future reasonable suspicion and/or random drug testing in accordance with the Drug Free Workplace policy. I understand that this testing includes but is not limited to screening for the following substances: Alcohol, Amphetamines, Barbiturates, Benzodiazepines, Cocaine, Methadone, Methamphetamine, Opiates, Phencyclidine, and Propoxyphene. Please check one and sign below: I voluntarily consent to provide EHS with samples of urine, blood and/or breath testing for drug screening/testing at a laboratory designated by EHS. I agree that the specimens collected from me will be mine and will not be adulterated or altered in any manner. I understand that the results of these tests and other relevant medical information may be used for employment/appointment decisions. I hereby authorize the designated laboratory to release results to the Medical Review Officer, EHS Human Resources, EHS Medication Safety Officer and the EHS Professionals Health Committee Chair, as required in the discretion of EHS. I further agree to hold EHS, its agents, representatives, contractors, officers and employees harmless from, and waive all claims existing now and into the future for, any and all claims, demands or liability (including negligence) arising out of or otherwise in connection with the testing for drugs and/or alcohol and any and all actions taken based upon same. OR I refuse to agree to drug screening/testing requested by EHS. I understand that my failure to report for testing in a timely manner, and/or failure to provide an unadulterated or unaltered personal sample for testing, will be grounds for disciplinary action up to and including immediate termination of my employment and/or medical staff appointments, privileges and credentials, and will disqualify me from consideration for future employment with EHS or any of its affiliated organizations or entities. Employee Name (Print) Employee Signature Date Witness Signature Date Page 12 of 12

ORANGE REGIONAL MEDICAL CENTER ARDEN HILL CAMPUS HORTON CAMPUS AND ALL OUTPATIENT FACILITIES Policy/Procedure

ORANGE REGIONAL MEDICAL CENTER ARDEN HILL CAMPUS HORTON CAMPUS AND ALL OUTPATIENT FACILITIES Policy/Procedure ORANGE REGIONAL MEDICAL CENTER ARDEN HILL CAMPUS HORTON CAMPUS AND ALL OUTPATIENT FACILITIES Policy/Procedure MANUAL: Hospital Wide SUBJECT: Drug and Alcohol Free Work place Implementation : 10/02 Reviews:

More information

PURPOSE: To provide personnel direction for post-accident testing and reasonable suspicion testing.

PURPOSE: To provide personnel direction for post-accident testing and reasonable suspicion testing. DATE Revised: January 12, 2015 SARASOTA COUNTY GOVERNMENT EMERGENCY SERVICES DIRECTIVE VOLUME #1 ADMINISTRATIVE NUMBER # 132 CATEGORY POLICY SUBJECT POST-ACCIDENT OR REASONABLE SUSPICION TESTING PURPOSE:

More information

DOCUMENTATION OF REASONABLE SUSPICION OF DRUG AND/OR ALCOHOL USE (For use under Federal Department of Transportation regulations only)

DOCUMENTATION OF REASONABLE SUSPICION OF DRUG AND/OR ALCOHOL USE (For use under Federal Department of Transportation regulations only) DOT / FMCSA University of Minnesota INCIDENT REPORT DOCUMENTATION OF REASONABLE SUSPICION OF DRUG AND/OR ALCOHOL USE (For use under Federal Department of Transportation regulations only) This Incident

More information

HUMA RESOURCES POLICY

HUMA RESOURCES POLICY HUMA RESOURCES POLICY Title: Drug Free Workplace Policy No: 3.08 Originator: Human Resources Page: 1 of 7 Purpose To provide written notification to employees that Children s Medical Center of Dallas (Children

More information

COMPLETE DRUG AND ALCOHOL POLICY & Testing Policy

COMPLETE DRUG AND ALCOHOL POLICY & Testing Policy COMPLETE DRUG AND ALCOHOL POLICY & Testing Policy... Rev 12/2012 1 I. STATEMENT OF POLICY Robért Resources LLC. ( Robért s ) and it s related companies is committed to providing safe, healthful, and efficient

More information

DRUG AND ALCOHOL POLICY

DRUG AND ALCOHOL POLICY DRUG AND ALCOHOL POLICY I. Policy Section: 6.0 Human Resources II. Policy Subsection: 6.24 Drug and Alcohol Policy III. Policy Statement Grand Rapids Community College is committed to the elimination of

More information

Drug Free Workplace and Drug and Alcohol Testing Policy Policy Number 4-C-4000 Original Issue Date: 01/01/2016 Effective Date: 12/22/2016

Drug Free Workplace and Drug and Alcohol Testing Policy Policy Number 4-C-4000 Original Issue Date: 01/01/2016 Effective Date: 12/22/2016 Drug Free Workplace and Drug and Alcohol Testing Policy Policy Number 4-C-4000 Original Issue Date: 01/01/2016 Effective Date: 12/22/2016 PREPARED BY: APPROVED BY: Jen Dellmuth Senior Counsel Chris Wolf,

More information

Confirm Limit--Level of detectable drugs in urine to confirm a positive test.

Confirm Limit--Level of detectable drugs in urine to confirm a positive test. Alcohol and Substance Abuse Policy Purpose To establish and maintain a safe, healthy working environment for all PVFD members; reduce the incidence of accidental injury to members and property; reduce

More information

E. "Prospective employee": A person who has made application, whether written or oral, to CWI to become an employee.

E. Prospective employee: A person who has made application, whether written or oral, to CWI to become an employee. 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

Substance Abuse Policy

Substance Abuse Policy Substance Abuse Policy Purpose Dave Loden Construction Inc., henceforth referred to as DLC, values its employees and recognizes their need for a safe and healthy work environment. Employees abusing drugs

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

EMPLOYEE RELATIONS POLICY NO. 512

EMPLOYEE RELATIONS POLICY NO. 512 Beartooth Electric Cooperative, Inc. EMPLOYEE RELATIONS POLICY NO. 512 1. SUBJECT: ALCOHOL AND DRUG FREE WORKPLACE - DOT 2. PURPOSE: 2.1. Beartooth Electric Cooperative, Inc. (BEC) is committed to employee

More information

Policy Title. Control Number HR003. Exception The Scotland County Sheriff s Department is subject to a separate policy.

Policy Title. Control Number HR003. Exception The Scotland County Sheriff s Department is subject to a separate policy. Purpose To ensure compliance with federal regulations as outlined under the Drug-Free Workplace Act and by the U.S. Department of Transportation; to identify the conditions by which personnel are subject

More information

Drug-free Workplace Staff Rights and Responsibilities

Drug-free Workplace Staff Rights and Responsibilities Cherokee County School District, hereinafter school district, is committed to providing a safe work environment and to fostering the well-being and health of its employees. This commitment is jeopardized

More information

Drug-Free Workplace Program

Drug-Free Workplace Program Policy Title: Drug-Free Workplace Program Policy Number: PS 509 Purpose of Policy: Applies to: To create a drug-free workplace in conformance with the Drug-Free Workplace Act of 1988 and other applicable

More information

THE YMCA OF THE TRIANGLE AREA SUBSTANCE ABUSE PREVENTION POLICY

THE YMCA OF THE TRIANGLE AREA SUBSTANCE ABUSE PREVENTION POLICY THE YMCA OF THE TRIANGLE AREA SUBSTANCE ABUSE PREVENTION POLICY The Young Men s Christian Association of the Triangle Area (the YMCA ) intends to maintain a substance abuse free workplace. Alcohol and

More information

Drug Free Workplace and Employee Drug and Alcohol Testing

Drug Free Workplace and Employee Drug and Alcohol Testing Drug Free Workplace and Employee Drug and Alcohol Testing Contents Definitions... 2 General Provisions... 3 Legal Drugs... 3 Responsibilities of Albuquerque Public Schools Employees... 3 Testing for Drugs

More information

DRUG-FREE AND ALCOHOL-FREE WORK PLACE

DRUG-FREE AND ALCOHOL-FREE WORK PLACE DRUG-FREE AND ALCOHOL-FREE WORK PLACE The following applies to all employees: 1. The Gloucester County Public School System has a vital interest in maintaining a safe, healthy, and productive environment

More information

Substance Abuse Policy. Substance Abuse Policy for Employees and Students

Substance Abuse Policy. Substance Abuse Policy for Employees and Students College Rules and Regulations 2.2008.1 Substance Abuse Policy Substance Abuse Policy for Employees and Students I. Substance Abuse Policy for Employees and Students A. Purpose The County College of Morris

More information

illegal drugs including

illegal drugs including Drug and Alcohol Abuse Prevention Information Fine Mortuary College (FMC) is committed to providingg a drug-freee environment for all college students and employees. Under the Drug-freee Workplacee Act

More information

2. DEFINITIONS. For the purposes of this policy the following terms are defined herein:

2. DEFINITIONS. For the purposes of this policy the following terms are defined herein: SECTION IV: ALCOHOL AND DRUG FREE WORKPLACE 1. GENERAL POLICY. The purpose of this policy is to implement the Federal Drug Free Workplace Act of 1988 by providing for a safe and productive work environment

More information

NEWBERRY COUNTY EMERGENCY SERVICES SUBSTANCE ABUSE POLICY

NEWBERRY COUNTY EMERGENCY SERVICES SUBSTANCE ABUSE POLICY Purpose The intent of this policy is to document the Newberry County Emergency Services position with respect to alcohol and drug abuse (substance abuse). The Newberry County Emergency Services position

More information

DRUG FREE WORKPLACE POLICY

DRUG FREE WORKPLACE POLICY GENERAL STATEMENT DRUG FREE WORKPLACE POLICY Kitsap County Government is obligated and committed to provide our employees and the citizens of Kitsap County with an alcohol and drug free, healthy, safe,

More information

Conserving Energy Preserving the Future

Conserving Energy Preserving the Future Conserving Energy Preserving the Future Drug and Alcohol Policy 1. Introduction Company is committed to providing safe, dependable and economical service to its Sponsor and Sponsor s customers, maintaining

More information

Kenosha County Drug and Alcohol Abuse Policy

Kenosha County Drug and Alcohol Abuse Policy Kenosha County Drug and Alcohol Abuse Policy Kenosha County is committed to protecting the safety, health and well-being of all employees and other individuals in our workplace. We recognize that alcohol

More information

Florida A & M University Office of Human Resources INTERNAL OPERATING PROCEDURE. Procedure No. HR-7000

Florida A & M University Office of Human Resources INTERNAL OPERATING PROCEDURE. Procedure No. HR-7000 Subject: Alcohol and Drug Testing Policy Florida A & M University Office of Human Resources INTERNAL OPERATING PROCEDURE Procedure No. HR-7000 Authority: Florida Statutes 1001.74; Chapter 112.0455, Florida

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 1/16/18 PURPOSE: DEPARTMENT RESPONSIBLE: DEPARTMENT(S)

More information

1. PURPOSE 1.1. To utilize a standard policy for Fire & Rescue relating to use of controlled substances, alcohol and testing.

1. PURPOSE 1.1. To utilize a standard policy for Fire & Rescue relating to use of controlled substances, alcohol and testing. Disclaimer This model policy does not constitute legal advice. Fire Departments using this policy as a model should consult with your department s attorney for applicability in your state and to conform

More information

Drug and Alcohol Policy

Drug and Alcohol Policy CDL Program Drug and Alcohol Policy Effective as of [10/08/2018] Adopted by: Date Adopted: [10/08/2018] Last Revised: [10/08/2018] Table of Contents 1. Purpose of Policy... 3 2. Covered Employees... 3

More information

POL HR CDL DRUG AND ALCOHOL TESTING PLAN Page 1 of 8 POLICY. See Also: POL-0409-HR; PRO HR; PRO HR Res

POL HR CDL DRUG AND ALCOHOL TESTING PLAN Page 1 of 8 POLICY. See Also: POL-0409-HR; PRO HR; PRO HR Res POL -0410-HR CDL DRUG AND ALCOHOL TESTING PLAN Page 1 of 8 Effective Date: 12/7/09 POLICY Cancels: # 069526 Approved by: See Also: POL-0409-HR; PRO-0410-1-HR; PRO-0410-2-HR Res. 070124 POL -0410-HR Document

More information

Human Resources SHELL IN CANADA ALCOHOL AND DRUG POLICY

Human Resources SHELL IN CANADA ALCOHOL AND DRUG POLICY Human Resources SHELL IN CANADA ALCOHOL AND DRUG POLICY January 2015 OVERVIEW Objective and Principles The objective of Shell in Canada s Alcohol and Drug Policy is to provide a framework for dealing with

More information

Town of Bristol New Hampshire

Town of Bristol New Hampshire Town of Bristol New Hampshire DRUG AND ALCOHOL POLICIES AND PROCEDURES I PURPOSE OF POLICY (Non-DOT Employees) To provide a safe, drug and alcohol free work environment POLICY STATEMENT No employee shall

More information

416 DRUG AND ALCOHOL TESTING I. PURPOSE

416 DRUG AND ALCOHOL TESTING I. PURPOSE 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 information

Drug and Alcohol Policy Drug Free Workplace

Drug and Alcohol Policy Drug Free Workplace Pg. 43 Drug and Alcohol Policy Drug Free Workplace Purpose: To maintain a drug-free workplace and comply with the requirements of the Drug- Free Workplace Act of 1988. Policy: All staff will be required

More information

ORDINANCE NO AN ORDINANCE ESTABLISHING A POLICY FOR A DRUG-FREE WORKPLACE

ORDINANCE NO AN ORDINANCE ESTABLISHING A POLICY FOR A DRUG-FREE WORKPLACE ORDINANCE NO. 2003-03 AN ORDINANCE ESTABLISHING A POLICY FOR A DRUG-FREE WORKPLACE BE IT ORDAINED BY THE CITY COUNCIL OF CHEROKEE VILLAGE, ARKANSAS, THAT; SECTION 1. Purpose of Policy The City has a vital

More information

C. No employee shall report to work or remain on duty while having a detectable blood alcohol concentration.

C. No employee shall report to work or remain on duty while having a detectable blood alcohol concentration. 1 Series 3000 Personnel Section 3100 General Provisions Policy 3101 Drug Free Work Place File: 3101 3101.1 STATEMENT OF PURPOSE: The WV Board of Education and the Harrison County Board of Education recognize

More information

Responsible Substance Use and Harm Reduction

Responsible Substance Use and Harm Reduction Administrative Policy Responsible Substance Use and Harm Reduction First Approved: September 12, 2018 Approved by: President s Administrative Council Administered by: Vice President (Administration & Finance)

More information

AVEDA FREDRIC S INSTITUTE DRUG FREE SCHOOL POLICY

AVEDA FREDRIC S INSTITUTE DRUG FREE SCHOOL POLICY AVEDA FREDRIC S INSTITUTE DRUG FREE SCHOOL POLICY The Aveda Fredric s Institute believes that it is very important to provide a safe environment for all of its students and Team Members. Substance abuse,

More information

Policy ALCOHOL AND DRUG POLICY DOCUMENT NUMBER: PCC-CM-PI-00005

Policy ALCOHOL AND DRUG POLICY DOCUMENT NUMBER: PCC-CM-PI-00005 Policy ALCOHOL AND DRUG POLICY DOCUMENT NUMBER: Effective: November 21, 2014 TABLE OF CONTENTS 1. POLICY STATEMENT... 3 2. SCOPE... 3 3. POLICY CONTENT... 4 A. Alcohol and Drug Work Rules... 4 4. RESPONSIBILITIES...

More information

SAN JOAQUIN COUNTY ALCOHOL AND DRUG ABUSE POLICY. Preamble

SAN JOAQUIN COUNTY ALCOHOL AND DRUG ABUSE POLICY. Preamble 6/21/91 amended 4/21/92 SAN JOAQUIN COUNTY ALCOHOL AND DRUG ABUSE POLICY Preamble The County of San Joaquin receives various federal grants. As a consequence of the federal law governing such grants, the

More information

ALCOHOL AND DRUG-TESTING OF BUS DRIVERS REGULATION

ALCOHOL AND DRUG-TESTING OF BUS DRIVERS REGULATION REGULATION It is the District s intention to comply fully with the Omnibus Transportation Employee Testing Act of 1991 (P.L. 102-143) (the Omnibus Act ) and U. S. Department of Transportation (the DOT)

More information

Human Resources All Personnel BP 4020 DRUG AND ALCOHOL-FREE WORKPLACE

Human Resources All Personnel BP 4020 DRUG AND ALCOHOL-FREE WORKPLACE BP 4020 DRUG AND ALCOHOL-FREE WORKPLACE The Governing Board believes that the maintenance of drug and alcohol-free workplaces is essential to school and district operations. No employee shall unlawfully

More information

POLICY ON SUBSTANCE ABUSE FOR FACULTY, STAFF, AND STUDENTS

POLICY ON SUBSTANCE ABUSE FOR FACULTY, STAFF, AND STUDENTS University Policies and Procedures 07-01.10 POLICY ON SUBSTANCE ABUSE FOR FACULTY, STAFF, AND STUDENTS I. Policy Statement: The use of controlled substances and the abuse of alcohol present a serious threat

More information

CONTROLLED SUBSTANCES AND ALCOHOL TESTING AND PROHIBITED CONDUCT FOR DISTRICT TRANSPORTATION PROVIDERS

CONTROLLED SUBSTANCES AND ALCOHOL TESTING AND PROHIBITED CONDUCT FOR DISTRICT TRANSPORTATION PROVIDERS CONTROLLED SUBSTANCES AND ALCOHOL TESTING AND PROHIBITED CONDUCT FOR DISTRICT TRANSPORTATION PROVIDERS A. Scope: B. Definitions: This regulation applies to any (the District) employee who possesses a commercial

More information

Policy - Substance Abuse

Policy - Substance Abuse 1. Document Control Name: HSE-POL-07 Title: Canadian Substance Abuse Policy Dept Owner: HSE Sensitivity: Apply Region: Division: Function: to: All Internal Rev No Change Date Change Description Revision

More information

SUBSTANCE ABUSE PROGRAM

SUBSTANCE ABUSE PROGRAM SUBSTANCE ABUSE PROGRAM The Local Unions signatory to this Agreement and the Port of Seattle have agreed on this Substance Abuse Program ( Program ) for application to all Contractor craft personnel, union

More information

Drug and Alcohol Workplace and Testing Policy

Drug and Alcohol Workplace and Testing Policy Drug and Alcohol Workplace and Testing Policy Drug and Alcohol Free Workplace and Testing Policy Effective Date: 6/1/2018 Page 1 of 7 1 DRUG AND ALCOHOL FREE WORKPLACE POLICY Illegal controlled substance

More information

DRUG TESTING FOR DISTRICT PERSONNEL REQUIRED TO HOLD A COMMERCIAL DRIVER S LICENSE

DRUG TESTING FOR DISTRICT PERSONNEL REQUIRED TO HOLD A COMMERCIAL DRIVER S LICENSE DRUG TESTING FOR DISTRICT PERSONNEL REQUIRED TO HOLD A COMMERCIAL DRIVER S LICENSE School bus drivers and others required to hold a commercial driver s license (CDL) are subject to a drug and alcohol testing

More information

Workplace Drug and Alcohol Policy

Workplace Drug and Alcohol Policy Workplace Drug and Alcohol Policy January 2017 This Drug and Alcohol Policy is intended for and includes but is not limited to all Students, Contractors and all others either directly or indirectly engaged

More information

ARLINGTON PUBLIC SCHOOLS Policy Implementation Procedures Substance Abuse

ARLINGTON PUBLIC SCHOOLS Policy Implementation Procedures Substance Abuse As provided in School Board policy 35-4.8, the possession or use of alcohol or illegal drugs or the unlawful use of prescription drugs by APS employees in any job-related context shall not be tolerated.

More information

DORAN & WARD PRINTING COMPANY S DRUG AND ALCOHOL ABUSE POLICY FOR A DRUG AND ALCOHOL FREE WORKPLACE EFFECTIVE 1/20/06

DORAN & WARD PRINTING COMPANY S DRUG AND ALCOHOL ABUSE POLICY FOR A DRUG AND ALCOHOL FREE WORKPLACE EFFECTIVE 1/20/06 DORAN & WARD PRINTING COMPANY S DRUG AND ALCOHOL ABUSE POLICY FOR A DRUG AND ALCOHOL FREE WORKPLACE EFFECTIVE 1/20/06 1. POLICY 1.1 Doran & Ward Printing Company has a vital interest in maintaining a safe,

More information

ARKANSAS SCHOOL FOR THE BLIND ARKANSAS SCHOOL FOR THE BLIND EMPLOYEE DRUG AND ALCOHOL PREVENTION POLICY

ARKANSAS SCHOOL FOR THE BLIND ARKANSAS SCHOOL FOR THE BLIND EMPLOYEE DRUG AND ALCOHOL PREVENTION POLICY ARKANSAS SCHOOL FOR THE BLIND EMPLOYEE DRUG AND ALCOHOL PREVENTION POLICY Arkansas School for the Blind is a drug free workplace. All Arkansas School for the Blind (ASB) employees are prohibited from using

More information

The following definitions shall apply:

The following definitions shall apply: Clear Creek ISD 084910 DHE (REGULATION) SCOPE DEFINITIONS To ensure a safe and productive work and learning environment at all District schools and facilities, as well as to safeguard District property,

More information

Alcohol & Drug Practice

Alcohol & Drug Practice Alcohol & Drug Practice Vice-President, Health & Safety June 1, 2011 Purpose Cenovus recognizes that the use of alcohol and drugs can adversely affect job performance, the work environment and the safety

More information

SOUTH DAKOTA BOARD OF REGENTS. Policy Manual

SOUTH DAKOTA BOARD OF REGENTS. Policy Manual SUBJECT: Drug Free Environment NUMBER: 4:27 SOUTH DAKOTA BOARD OF REGENTS Policy Manual Drug Free Workplace Policy The South Dakota Board of Regents is committed to providing a drug free workplace. Additional

More information

NORTH AMERICAN SERVICES GROUP DRUG & ALCOHOL TESTING POLICY

NORTH AMERICAN SERVICES GROUP DRUG & ALCOHOL TESTING POLICY NORTH AMERICAN SERVICES GROUP DRUG & ALCOHOL TESTING POLICY This is the policy of North American Services Group and its affiliates, North American Industrial Services, North American Flight Services, North

More information

Alcohol and Drug Testing for Employees with Commercial Drivers' License

Alcohol and Drug Testing for Employees with Commercial Drivers' License Alcohol and Drug Testing for Employees with Commercial Drivers' License Revised: 02/12 FSS/PPS 04.05.04 Issue No. 5 Reviewer: Director, Facilities Management Effective Date: 01/01/96 (E4Y) Review Date:

More information

Employee Substance Abuse Program

Employee Substance Abuse Program Employee Substance Abuse Program ConocoPhillips Canada June 2011 1 Table of Contents A. Introduction. 3 B. Interpretation. 3 C. Program Statement. 3 D. Supervisor Responsibilities 5 E. Support for ConocoPhillips

More information

CDL Drivers Controlled Substance and Alcohol Policy

CDL Drivers Controlled Substance and Alcohol Policy CDL Drivers Controlled Substance and Alcohol Policy Section 1. General. It is the purpose of this policy to encourage an enlightened viewpoint toward alcoholism and other drug dependencies as behavioral/medical

More information

Health & Safety Policy and Procedures Manual SECTION 1 SUBSTANCE ABUSE POLICY

Health & Safety Policy and Procedures Manual SECTION 1 SUBSTANCE ABUSE POLICY SECTION 1 SUBSTANCE ABUSE POLICY 1. Understanding MEMORANDAM OF UNDERSTANDING Drug and Alcohol Abuse Policy/Program Abuse of alcohol and drugs is recognized as a serious problem in today s workplace that

More information

Drug and Alcohol Testing DRUG AND ALCOHOL TESTING 7.7

Drug and Alcohol Testing DRUG AND ALCOHOL TESTING 7.7 Policy 7.7 Effective Date: 9/14/10 Last Amended Date: 2/28/12 Drug and Alcohol Testing Applicable Law/Statute: 49 CFR Part 40 Source Doc/Dept.: None/HR Authorizing I.C. Sec: None DRUG AND ALCOHOL TESTING

More information

MISUSE OF DRUGS OR ALCOHOL

MISUSE OF DRUGS OR ALCOHOL Proposed Policy Statement Number: PS-67 Title/Topic: Misuse of Drugs or Alcohol Effective Date: 01/07/2013 Revision Number: PS0067.R05 MISUSE OF DRUGS OR ALCOHOL Louisiana State University is committed

More information

I. POLICY: DEFINITIONS: Applicant: Any individual who applies for employment with the Department of Juvenile Justice.

I. POLICY: DEFINITIONS: Applicant: Any individual who applies for employment with the Department of Juvenile Justice. GEORGIA DEPARTMENT OF JUVENILE JUSTICE Applicability: {x} All DJJ Staff { } Administration { } Community Services { } Secure Facilities (RYDC s and YDC s) Transmittal # 17-14 Policy # 3.15 Related Standards

More information

Policy Name: Classified Employees Drug Testing. Policy Code: 8.04 Date Adopted: R/A 5/21/12

Policy Name: Classified Employees Drug Testing. Policy Code: 8.04 Date Adopted: R/A 5/21/12 Policy Name: Classified Employees Drug Testing Policy Code: 8.04 Date Adopted: R/A 5/21/12 The safety and security of the Wynne School District employees and students will be maintained as a high priority.

More information

OFFICIAL POLICY. Policy Statement

OFFICIAL POLICY. Policy Statement OFFICIAL POLICY 9.1.6 Employee Drug and Alcohol Abuse Policy 2/8/16 Policy Statement Employee Drug and Alcohol Abuse Policy #CofC.HR.DA.03 Revised 12/2001 The Drug-Free Schools and Communities Act The

More information

XV. DRUG-FREE WORKPLACE PROCEDURES XV-1

XV. DRUG-FREE WORKPLACE PROCEDURES XV-1 XV. DRUG-FREE WORKPLACE PROCEDURES XV-1 THIS PAGE HAS BEEN LEFT INTENTIONALLY BLANK XV-2 DRUG-FREE WORKPLACE GENERAL POLICY STATEMENT 6Gx13-4-1.05 The School Board of Miami-Dade County, Florida recognizes

More information

Standard Operating Procedures (SOP) Administration

Standard Operating Procedures (SOP) Administration Page # 1 of 6 Date Last Reviewed/Updated 10-31-16 Policy Purpose References Scope Definitions DRUG AND ALCOHOL ABUSE YVEDDI will promote and maintain a work place free of illegal drugs and alcohol. The

More information

Drug and Alcohol Testing Policy for Positions Requiring COMMERCIAL DRIVER S LICENSE (CDL)

Drug and Alcohol Testing Policy for Positions Requiring COMMERCIAL DRIVER S LICENSE (CDL) Drug and Alcohol Testing Policy for Positions Requiring COMMERCIAL DRIVER S LICENSE (CDL) City of Urbandale, Iowa City Council Approved October 1, 2013 Scope: This policy is written to comply with the

More information

EMPLOYEE STANDARDS OF CONDUCT SEARCHES AND ALCOHOL/DRUG TESTING. O Connor v. Ortega, 480 U.S. 709 (1987); New Jersey v. T.L.O., 469 U.S.

EMPLOYEE STANDARDS OF CONDUCT SEARCHES AND ALCOHOL/DRUG TESTING. O Connor v. Ortega, 480 U.S. 709 (1987); New Jersey v. T.L.O., 469 U.S. (LEGAL) SEARCHES GENERAL RULE DRUG / ALCOHOL TESTING RANDOM DRUG TESTING SAFETY- SENSITIVE POSITIONS Citizens, including District employees, have a right to be free from unreasonable searches and seizures.

More information

CLINTON-ESSEX-WARREN-WASHINGTON BOCES Drug and Alcohol Testing. Champlain Valley Educational Services P.O. Box 455 Plattsburgh, NY

CLINTON-ESSEX-WARREN-WASHINGTON BOCES Drug and Alcohol Testing. Champlain Valley Educational Services P.O. Box 455 Plattsburgh, NY CLINTON-ESSEX-WARREN-WASHINGTON BOCES 9095 Drug and Alcohol Testing Champlain Valley Educational Services P.O. Box 455 Plattsburgh, NY 12901-0455 TABLE OF CONTENTS Drug and Alcohol Testing... 3 A. Purpose...

More information

VERIBEST I.S.D. DETERRENT TO ILLEGAL DRUG AND ALCOHOL USE

VERIBEST I.S.D. DETERRENT TO ILLEGAL DRUG AND ALCOHOL USE VERIBEST I.S.D. DETERRENT TO ILLEGAL DRUG AND ALCOHOL USE 2018-2019 Approved by Veribest ISD Board of Trustees May 15, 2017 The purpose of the drug testing policy is: PURPOSE/OBJECTIVES 1. To prevent illegal

More information

DRUG-FREE UNIVERSITY COMMUNITY AND WORKPLACE

DRUG-FREE UNIVERSITY COMMUNITY AND WORKPLACE DRUG-FREE UNIVERSITY COMMUNITY AND WORKPLACE Overview The purpose of this statement is to comply with the federal Safe and Drug-Free Schools and Communities Act Amendment of 1989 and the Drug-Free Workplace

More information

Substance Abuse. Purpose. Human Resources

Substance Abuse. Purpose. Human Resources Document ID: AR-POLICY-409, Rev 0 August 21, 2015 Page 1 of 10 Applies to: Aerojet Rocketdyne Holdings, Inc. and all of its Subsidiaries Document Owner: Vice President, Human Resources The following Policy

More information

EPISCOPAL DIOCESE OF ALABAMA DRUG AND ALCOHOL POLICY

EPISCOPAL DIOCESE OF ALABAMA DRUG AND ALCOHOL POLICY EPISCOPAL DIOCESE OF ALABAMA DRUG AND ALCOHOL POLICY 1. Rules 2. Testing 3. Testing Procedure 4. Searches 5. Drug-Free Awareness 6. Discipline 7. Interpretations The Episcopal Diocese of Alabama (the Diocese)

More information

DEKALB COUNTY GOVERNMENT DRUG-FREE WORKPLACE POLICY

DEKALB COUNTY GOVERNMENT DRUG-FREE WORKPLACE POLICY DEKALB COUNTY GOVERNMENT DRUG-FREE WORKPLACE POLICY Reviewed For Updates March 1, 2017 DeKalb County Government Drug-Free Workplace Policy CURRENT DATE OF CONTENTS OF DRUG-FREE WORKPLACE POLICY Pg. Section

More information

HRS Group UK Drug and Alcohol Policy

HRS Group UK Drug and Alcohol Policy HRS Group UK Drug and Alcohol Policy 1.0 Introduction The HRS Group UK Policy on Alcohol and Drugs is a fundamental part of the Company s strategy to safeguard the health, safety and welfare of all its

More information

Texasmutual.com 844-WORKSAFE ( ) January 2016 Worksafetexas.com 1

Texasmutual.com 844-WORKSAFE ( ) January 2016 Worksafetexas.com 1 This Sample Drug Policy is provided as a service to our policyholders, and Texas Mutual Insurance Company makes no express or implied warranties or assurances through this Sample Drug Policy. The information

More information

Drug and Alcohol Policy

Drug and Alcohol Policy Drug and Alcohol Policy Purpose Skillset Pty Ltd ( Skillset ) is committed to providing a safe and healthy work environment, so far as is reasonably practicable in which all workers are treated fairly,

More information

A. The unlawful possession, use, distribution, manufacture, or dispensing of illicit drugs on EVMS property or at an EVMS off-campus activity.

A. The unlawful possession, use, distribution, manufacture, or dispensing of illicit drugs on EVMS property or at an EVMS off-campus activity. I. BACKGROUND AND PURPOSE In accordance with the federal Drug Free Workplace Act of 1988 and the federal Drug Free Schools and Communities Act of 1989, EVMS must adopt and implement a program designed

More information

LOS ANGELES UNIFIED SCHOOL DISTRICT Policy Bulletin

LOS ANGELES UNIFIED SCHOOL DISTRICT Policy Bulletin TITLE: Drug, Alcohol and Tobacco-Free Workplace ROUTING All Schools and Offices NUMBER: All Employees ISSUER: Earl R. Perkins, Associate Superintendent Division of District Operations Dave Holmquist, General

More information

Drug-Free Workplace and Drug Testing

Drug-Free Workplace and Drug Testing Drug-Free Workplace and Drug Testing I. Purpose The Raleigh County Board of Education recognizes the need to establish a substance abuse policy which provides a consistent approach in achieving a substance

More information

Title Substance Abuse Document ID AR-POLICY-409 Release Date 6/7/2018 Page 1 of 9. NASA Contracts

Title Substance Abuse Document ID AR-POLICY-409 Release Date 6/7/2018 Page 1 of 9. NASA Contracts Release Date 6/7/2018 Page 1 of 9 Applies To Content Expert Nature of Change AEROJET ROCKETDYNE Vernon, Violet Minor. Revised to update Return to Work section to change the required drug testing to optional

More information

The State of Maryland Executive Department

The State of Maryland Executive Department The State of Maryland Executive Department Executive Order 01.01.1991.16 State of Maryland Substance Abuse Policy WHEREAS, Substance abuse is a serious national crisis which has had a detrimental effect

More information

DRUG & ALCOHOL POLICY

DRUG & ALCOHOL POLICY DRUG & ALCOHOL POLICY Revised 04-2018 DRUG AND ALCOHOL POLICY Statement of Need INTEGRITY TREE SERVICE, (the Company ), its customers and employees, all have an interest in maintaining a safe and efficient

More information

GILMER COUNTY SCHOOLS Policy No POLICY MANUAL

GILMER COUNTY SCHOOLS Policy No POLICY MANUAL GILMER COUNTY SCHOOLS Policy No. 4080 POLICY MANUAL TITLE: DRUG FREE WORKPLACE POLICY 1. General Policy. The Board believes it is imperative to establish, promote and maintain a safe, healthy working and

More information

KINESIOLOGY AND HEALTH STUDIES DEPARTMENT

KINESIOLOGY AND HEALTH STUDIES DEPARTMENT KINESIOLOGY AND HEALTH STUDIES DEPARTMENT DRUG TESTING POLICY I. PURPOSE Drug testing in the Kinesiology and Health Studies Department is being done pursuant to La. R.S. 49:1015 as Kinesiology and Health

More information

ALCOHOL AND DRUG TESTING FOR BUS DRIVERS 4028

ALCOHOL AND DRUG TESTING FOR BUS DRIVERS 4028 This policy is intended to prevent accidents and injuries resulting from alcohol or controlled substance use by employees who are required to have a commercial driver s license to perform their duties.

More information

Updated June Model Substance Abuse Policy and Program For Joint Apprenticeship and Training Committees

Updated June Model Substance Abuse Policy and Program For Joint Apprenticeship and Training Committees Model Substance Abuse Policy and Program For Joint Apprenticeship and Training Committees PART ONE: TABLE OF CONTENTS PREAMBLE BY THE ELECTRICAL TRAINING ALLIANCE PAGE A. Purpose... iii B. Fairness in

More information

GBCB Revised 1/27/15 STAFF CONDUCT DRUG AND ALCOHOL-FREE WORKPLACE

GBCB Revised 1/27/15 STAFF CONDUCT DRUG AND ALCOHOL-FREE WORKPLACE STAFF CONDUCT DRUG AND ALCOHOL-FREE WORKPLACE The Indian River School District Board ( Board ) believes that illegal Drugs and Unauthorized Prescription Drugs, as defined below, have no place in the work

More information

School District Policy

School District Policy School District Policy Adopted: November 3, 2009 Revised: 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,

More information

Drug and Alcohol Policy

Drug and Alcohol Policy Drug and Alcohol Policy 5/15 Salesyard Road Otahuhu 1062 Auckland New Zealand Ph: (09) 271 0017 Drug and Alcohol Policy ADT Contractor Ltd ADT Contractor Ltd is committed to creating a drug and alcohol

More information

Workplace Drug and Alcohol Policy

Workplace Drug and Alcohol Policy 1. Aim Workplace Drug and Alcohol Policy 1.1 Indigenous Consumer Assistance Network Ltd ( ICAN ) is committed to providing a safe and healthy work environment in which all workers are treated fairly, with

More information

Cohen & Grigsby, P.C., progressive law.

Cohen & Grigsby, P.C., progressive law. The Practical & Legal Issues of Dealing with Substance Abuse In The Workplace Presented by John E. Lyncheski, Esquire SUBSTANCE ABUSE WHY WORRY? 70 % of All Illegal Drug Users and 90% of All Alcoholics

More information

Chancellor s Memorandum CM-38 Substance Abuse and Drug Free Workplace Policy

Chancellor s Memorandum CM-38 Substance Abuse and Drug Free Workplace Policy Chancellor s Memorandum CM-38 Substance Abuse and Drug Free Workplace Policy To: Vice Chancellors, Deans, Administrative Staff, Department Heads. From: LSU Health Sciences Center New Orleans Chancellor

More information

SANGER UNIFIED SCHOOL DISTRICT. All Personnel DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS

SANGER UNIFIED SCHOOL DISTRICT. All Personnel DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS Administrative Regulation SANGER UNIFIED SCHOOL DISTRICT Definitions All Personnel DRUG AND ALCOHOL TESTING FOR SCHOOL BUS DRIVERS AR 4312.42(a) AR 4112.42(a) AR 4212.42(a) For purposes of drug testing

More information

SHELBY COUNTY BOARD OF EDUCATION COMPETITIVE EXTRACURRICULAR SUBSTANCE ABUSE PROGRAM Procedures I. OVERVIEW

SHELBY COUNTY BOARD OF EDUCATION COMPETITIVE EXTRACURRICULAR SUBSTANCE ABUSE PROGRAM Procedures I. OVERVIEW SHELBY COUNTY BOARD OF EDUCATION COMPETITIVE EXTRACURRICULAR SUBSTANCE ABUSE PROGRAM Procedures Procedure 6.22 I. OVERVIEW The Shelby County Board of Education (the Board) recognizes participants in competitive

More information

FAQ s - Drugs and Alcohol

FAQ s - Drugs and Alcohol FAQ s - Drugs and Alcohol Q. What laws regulate employee drug and alcohol testing? A. Workplace drug and alcohol testing is regulated by both the Americans with Disabilities Act and the Fair Labor Standards

More information

APPENDIX A DRUG AND ALCOHOL TESTING POLICY AND PROCEDURES

APPENDIX A DRUG AND ALCOHOL TESTING POLICY AND PROCEDURES APPENDIX A DRUG AND ALCOHOL TESTING POLICY AND PROCEDURES Section A. 1 General Policy Regarding Drugs and Alcohol The use of illegal drugs and the abuse of legal drugs and alcohol by District employees

More information

WHITMAN COUNTY COMMERCIAL DRIVER S DRUG & ALCOHOL TESTING MANUAL

WHITMAN COUNTY COMMERCIAL DRIVER S DRUG & ALCOHOL TESTING MANUAL POL-0410-HR DRUG AND ALCOHOL TESTING MANUAL Page 1 of 17 WHITMAN COUNTY COMMERCIAL DRIVER S DRUG & ALCOHOL TESTING MANUAL Updated: September 2009 POL-0410-HR DRUG AND ALCOHOL TESTING MANUAL Page 2 of 17

More information

WEST COAST DISTRICT MUNICIPALITY SUBSTANCE ABUSE POLICY

WEST COAST DISTRICT MUNICIPALITY SUBSTANCE ABUSE POLICY WEST COAST DISTRICT MUNICIPALITY SUBSTANCE ABUSE POLICY POLICY CONTROL SHEET POLICY TITLE : Substance Abuse Policy POLICY CUSTODIAN : West Coast District Municipality POLICY AUTHOR : H Brand LLF CONSULTATION

More information