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IS-2098 Drug-free Workplace (Procedure)

Human Resources

Release Date: 9/25/01
Revision 1: 2/18/04

Procedure

1. Drug Testing

1.1Pre-employment Testing (safety-sensitive and DOT regulated positions)

Department Head

1.1.1    Notify selected job applicant that they are being offered a position with CNM contingent upon passing a drug test.  Provide them with the necessary instructions for taking the test.

Applicant

1.1.2    Go to CNM's designated Third Party Administrator (TPA) to take the drug test.

Third Party Administrator

1.1.3    Notify CNM's Human Resources Department of the applicants drug test results.

Human Resources Representative

1.1.4    Notify the department head of the applicants test results.

Department Head

1.1.5    Contact the applicant to arrange a start date or rescind the job offer based upon the test results.

1.2       Post-Accident Testing (all employees)

Department Head or Supervisor

1.2.1    Report any accident resulting in an injury, fatality, or damage to CNM property to Human Resources.

Human Resources Representative

1.2.2    Based on the nature and extent of the accident or injury, arrange for the employee responsible for the accident to be tested for possible substance or alcohol abuse.

1.2.3    Notify the employee that they are to be tested.

Employee

1.2.4    Follow instructions from Human Resources with regard to testing by the designated TPA.

Third Party Administrator

1.2.5    Notify CNMs Human Resources Department of the employees test results.

Human Resources Representative

1.2.6    Notify the employees supervisor of the employees test results.  Discuss possible disciplinary action to be taken if applicable.

1.3       Random Testing (safety-sensitive positions and DOT regulated positions)

Safety-sensitive Positions

Human Resources Representative

1.3.1    Submit the names of employees in safety-sensitive positions to the Third Party Administrator (TPA).

Third Party Administrator

1.3.2    Randomly select and notify CNMs Human Resources Department which individuals are to be tested.

Human Resources Representative

1.3.3    Notify the Department Head which individuals are to be tested.

Department Head

1.3.4    Instruct the selected individuals to report to the TPA for testing.

Employee

1.3.5    Report immediately to the TPA test site.

Third Party Administrator

1.3.6    Notify CNMs Human Resources Department of the employees test results.

Human Resources Representative

1.3.7    Notify Department Head of the test results and discuss any disciplinary action that may need to be taken based on the results.

DOT Regulated Positions

Department Chair

1.3.8    Submit the names of individuals in regulated DOT positions, to the Third Party Administrator at the beginning of each term.

Third Party Administrator

1.3.9    Randomly select and notify the departments which individuals are to be tested.

Employee

1.3.10  Report immediately to the TPA test site.

Third Party Administrator

1.3.11  Notify CNMs Department Chair of the employees test results.

Department Chair

1.3.12  Contact Human Resources to discuss possible disciplinary action for an employee who fails to pass the drug test.

1.4       Reasonable Suspicion Testing (all employees)

Co-worker

1.4.1    Report to your supervisor any observable behavior of a co-worker that may be  indicative of substance or alcohol abuse.

Supervisor

1.4.2    Contact Human Resources to report any observable behavior that appears to be the result of substance or alcohol abuse.

Human Resources Representative

1.4.3    If appropriate, arrange with the TPA for the employee to be tested.

Third Party Administrator

1.4.4    Notify CNMs Human Resources Department of the employees test results.

Human Resources Representative

1.4.5    Notify the employees supervisor or department head of the test results and discuss any disciplinary action that may need to be taken based on the results.

2. Self and Supervisory Referral to EAP

Refer to IS-2030, Employee Assistance Program

 



Forms

Support Materials:

IS-2030, Employee Assistance Program 
IS-2062, Disciplinary Action
IS-1402, Assistance from Security
IS-2008, Equal Employment Opportunity

Reference Materials: