HINCKLEY-FINLAYSON PUBLIC SCHOOLS
TRANSPORTATION DRUG & ALCOHOL ABUSE
GENERAL STATEMENT
Independent School District #2165 has a commitment to provide a safe and efficient transportation system for its students and employees.
ILLEGAL DRUG AND ALCOHOL USE
1. Illegal drug and alcohol use adversely affects employee job performance.
2. Our goal is to maintain a work environment that is free from the effects of alcohol or illegal drugs.
3. The Superintendent, in compliance with Federal/State Motor Carrier Safety regulations, shall implement and enforce procedures to accomplish this goal.
DRUG AND ALCOHOL TESTING
1. Affected Employees – Employees that require a Commercial Drivers license or employees whose primary duties include transportation of students or applicants for these positions.
2. Employees will be tested for the following:
a.Controlled Substance – Amphetamines, Cocaine, Opiates, PCP and Marijuana.
b. Alcohol – Employees will not report to work while having any alcohol in their system.
TESTING REQUIREMENTS
1.Pre-Employment Testing:
a. Prior to their actual employment, individuals seeking employment will be required to undergo a drug and alcohol test.
b. A verified positive test will result in a denial of an application for employment.
c. An applicant will not be considered for employment if he/she refuses to be tested.
REASONABLE SUSPICION TESTING
1. If an employee exhibits inappropriate behavior, demonstrates performance problems or there is other evidence to suspect an employee is under the influence of controlled substances or alcohol, the employee may be subject to a test.
2. If the employee is requested to be tested and refuses to submit to such a test, his/her test result will be considered positive.
3. Disciplinary action based on a positive result will be in compliance with the Federal/State Regulations and District policy.
RANDOM TESTING
1. Employees will be subject to testing at any time while on the job. Employees will be selected for testing on a random basis.
2. This is a condition of employment and a refusal to be tested will result in the employee not being medically qualified.
3. Disciplinary action based on a positive employee test result will be in compliance with Federal/State Regulations and District policy.
POST ACCIDENT TESTING
1. Any employee involved in a United States Department of Transportation reportable accident must submit himself/herself to drug and alcohol tests.
2. The employee is responsible to see that the tests are completed.
3. A urine specimen is needed within 32 hours after the accident has occurred. An alcohol breath test is required within 2 hours.
4. The employee will be in violation of the Federal/State Regulations if he/she refuses to submit to testing.
5. Either a verified positive test or a refusal to be tested will result in disciplinary action which will be in compliance with Federal/State Regulations and District policy.
6. As an alternative to termination, the employee may be given the option to enter a District approved rehabilitation program at the employee’s expense. He/she must successfully complete the program and will be monitored by random testing for up to five years after completion of the program.
7. If at any time during this rehabilitation and monitoring program the employee tests positive, he/she will be terminated immediately.
8. Possession of Drugs or Drug Paraphernalia:
a. Employees found in possession of drugs or drug paraphernalia will be terminated. Law enforcement will be notified.
9. Selling or Distributing Drugs:
a.Employees found selling or distributing drugs will be terminated. Law enforcement will be notified.
DATA PRIVACY
1. The confidentiality of the data derived from these procedures will be maintained to the extent permitted by State and Federal laws and School District policy.
2. Employees using a prescription drug which may impair mental or motor function shall inform their supervisor of such drug use.
3. For the safety of all employees, the District may place persons using such drugs in a less hazardous job assignment or place them on temporary medical leave until released as fit for duty by the prescribing physician.
4. The District reserves the right to have its MRO determine if a prescription drug produces hazardous effects or to restrict the quantity the employee is allowed to bring to the workplace.
SPECIMEN COLLECTION FACILITY(S)
1. A qualified collection site or sites will be designated by the District to collect urine specimens from applicants and employees.
MEDICAL REVIEW OFFICER (MRO)
1. A qualified licensed physician (MRO) who has knowledge of substance abuse will be utilized to interpret and evaluate a donor’s positive test results together with his or her medical history and other relevant biomedical information and to avail himself/herself to the donor for a face to face interview if necessary.
2. The MRO will report all drug testing results to the Manager of Transportation or designee.
TESTING PROCEDURES
1. All drug testing will be performed by an independent toxicology laboratory certified in accordance with the Federal/State Department of Health and Human Services.
2. All initial screening presumptive positive test results will be retested by an alternate confirmatory method: Gas Chromatography/ Mass Spectrometry.
3. Alcohol testing will be performed by a qualified technician according to Federal/State laws.
DISCIPLINARY ACTION
1. Refusal To Be Tested:
a.Applicant refusing to be tested equals a positive test and renders him/her medically unqualified. The applicant will not be hired.
2. Verified Positive Test:
a.Applicant job offer will be rescinded or withdrawn.
b.Employee will be subject to termination.
Approved 6/11/2018
PRETEST NOTICE
I, _________________________, the undersigned employee/job applicant of Independent School District #2165, Hinckley-Finlayson Public Schools do hereby acknowledge that I have been provided a copy of the School District’s Drug and Alcohol Testing Policy.
I am currently taking or have recently taken:
_______ no over-the-counter or prescription medications; or
_______ the following over-the-counter or prescription medications:
___________________________________________________
___________________________________________________
I also offer the following information relevant to the reliability of, or explanation for, a positive test result:
Date: _____________ __________________________________________________
Signature of Employee/Job Applicant
Approved 2/14/11
Re-Approved 07/06/2015
TRANSPORTATION DRUG & ALCOHOL ABUSE
GENERAL STATEMENT
Independent School District #2165 has a commitment to provide a safe and efficient transportation system for its students and employees.
ILLEGAL DRUG AND ALCOHOL USE
1. Illegal drug and alcohol use adversely affects employee job performance.
2. Our goal is to maintain a work environment that is free from the effects of alcohol or illegal drugs.
3. The Superintendent, in compliance with Federal/State Motor Carrier Safety regulations, shall implement and enforce procedures to accomplish this goal.
DRUG AND ALCOHOL TESTING
1. Affected Employees – Employees that require a Commercial Drivers license or employees whose primary duties include transportation of students or applicants for these positions.
2. Employees will be tested for the following:
a.Controlled Substance – Amphetamines, Cocaine, Opiates, PCP and Marijuana.
b. Alcohol – Employees will not report to work while having any alcohol in their system.
TESTING REQUIREMENTS
1.Pre-Employment Testing:
a. Prior to their actual employment, individuals seeking employment will be required to undergo a drug and alcohol test.
b. A verified positive test will result in a denial of an application for employment.
c. An applicant will not be considered for employment if he/she refuses to be tested.
REASONABLE SUSPICION TESTING
1. If an employee exhibits inappropriate behavior, demonstrates performance problems or there is other evidence to suspect an employee is under the influence of controlled substances or alcohol, the employee may be subject to a test.
2. If the employee is requested to be tested and refuses to submit to such a test, his/her test result will be considered positive.
3. Disciplinary action based on a positive result will be in compliance with the Federal/State Regulations and District policy.
RANDOM TESTING
1. Employees will be subject to testing at any time while on the job. Employees will be selected for testing on a random basis.
2. This is a condition of employment and a refusal to be tested will result in the employee not being medically qualified.
3. Disciplinary action based on a positive employee test result will be in compliance with Federal/State Regulations and District policy.
POST ACCIDENT TESTING
1. Any employee involved in a United States Department of Transportation reportable accident must submit himself/herself to drug and alcohol tests.
2. The employee is responsible to see that the tests are completed.
3. A urine specimen is needed within 32 hours after the accident has occurred. An alcohol breath test is required within 2 hours.
4. The employee will be in violation of the Federal/State Regulations if he/she refuses to submit to testing.
5. Either a verified positive test or a refusal to be tested will result in disciplinary action which will be in compliance with Federal/State Regulations and District policy.
6. As an alternative to termination, the employee may be given the option to enter a District approved rehabilitation program at the employee’s expense. He/she must successfully complete the program and will be monitored by random testing for up to five years after completion of the program.
7. If at any time during this rehabilitation and monitoring program the employee tests positive, he/she will be terminated immediately.
8. Possession of Drugs or Drug Paraphernalia:
a. Employees found in possession of drugs or drug paraphernalia will be terminated. Law enforcement will be notified.
9. Selling or Distributing Drugs:
a.Employees found selling or distributing drugs will be terminated. Law enforcement will be notified.
DATA PRIVACY
1. The confidentiality of the data derived from these procedures will be maintained to the extent permitted by State and Federal laws and School District policy.
2. Employees using a prescription drug which may impair mental or motor function shall inform their supervisor of such drug use.
3. For the safety of all employees, the District may place persons using such drugs in a less hazardous job assignment or place them on temporary medical leave until released as fit for duty by the prescribing physician.
4. The District reserves the right to have its MRO determine if a prescription drug produces hazardous effects or to restrict the quantity the employee is allowed to bring to the workplace.
SPECIMEN COLLECTION FACILITY(S)
1. A qualified collection site or sites will be designated by the District to collect urine specimens from applicants and employees.
MEDICAL REVIEW OFFICER (MRO)
1. A qualified licensed physician (MRO) who has knowledge of substance abuse will be utilized to interpret and evaluate a donor’s positive test results together with his or her medical history and other relevant biomedical information and to avail himself/herself to the donor for a face to face interview if necessary.
2. The MRO will report all drug testing results to the Manager of Transportation or designee.
TESTING PROCEDURES
1. All drug testing will be performed by an independent toxicology laboratory certified in accordance with the Federal/State Department of Health and Human Services.
2. All initial screening presumptive positive test results will be retested by an alternate confirmatory method: Gas Chromatography/ Mass Spectrometry.
3. Alcohol testing will be performed by a qualified technician according to Federal/State laws.
DISCIPLINARY ACTION
1. Refusal To Be Tested:
a.Applicant refusing to be tested equals a positive test and renders him/her medically unqualified. The applicant will not be hired.
2. Verified Positive Test:
a.Applicant job offer will be rescinded or withdrawn.
b.Employee will be subject to termination.
Approved 6/11/2018
PRETEST NOTICE
I, _________________________, the undersigned employee/job applicant of Independent School District #2165, Hinckley-Finlayson Public Schools do hereby acknowledge that I have been provided a copy of the School District’s Drug and Alcohol Testing Policy.
I am currently taking or have recently taken:
_______ no over-the-counter or prescription medications; or
_______ the following over-the-counter or prescription medications:
___________________________________________________
___________________________________________________
I also offer the following information relevant to the reliability of, or explanation for, a positive test result:
Date: _____________ __________________________________________________
Signature of Employee/Job Applicant
Approved 2/14/11
Re-Approved 07/06/2015