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ALCOHOL AND DRUG POLICY
Alcohol Positive Test
Any employee in a Safety Sensitive Position whose test results are positive for alcohol
will be discharged. Positive alcohol test results for any employee not in a Safety
Sensitive Position will be reviewed on a case-by-case basis to determine the appropriate
level of discipline, which may include discharge.
Illegal Drug Positive Test
Any employee whose test results are positive for illegal drugs will be terminated.
Legal Drug Positive Test
It is mandatory for an employee in a Safety Sensitive Position to obtain approval of a
legal drug(s) by submitting a completed medical authorization form (Attachment B) prior
to use of the drug(s) on the job. Any employee in a Safety
Sensitive Position whose test results are positive for a legal drug(s) which has not
been approved (or such authorization has been revoked) by the Authority for use by
an employee at work will be suspended without pay pending the employee obtaining
such approval. Upon receiving the Authority's approval, the employee may return
to work. Additionally, the Safety Sensitive employee who has failed to submit the
Attachment B form and obtain approval for on-the-job use of a legal drug(s) will
receive a disciplinary Final Warning. In instances when the employee fails to timely
submit the Attachment B form to obtain such approval, the employee’s employment
will be terminated.
Employees in non-Safety Sensitive Positions whose test results are positive for a
legal drug are likewise subject to discipline if use of the legal drug violated this
Policy.
C. Failure to Pass Alcohol or Drug Test at Time of DMV Re-certification or Annual or
Biannual Physical Examination
If an employee's test results at the time of DMV re-certification or an annual or biannual
physical examination are positive for alcohol or any illegal drug, the employee will be
suspended without pay for a minimum of thirty (30) days. The employee must enter an
Authority approved substance abuse treatment program and provide verification of such
to the Authority. If the employee refuses to comply with the Authority's requirement to
enter an Authority approved Substance Abuse Program his/her employment will be
terminated.
If an employee is participating in an Authority approved treatment program, and that
treatment requires hospitalization, the employee may use available sick leave and/or
vacation time to the extent sick leave and/or vacation time is available. All such
treatment must be documented by the hospital.
The employee must take a second drug and alcohol test when, and as designated by the
Authority, not sooner than thirty (30) days nor longer than thirty-five (35) days from
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