-
Employee
exhibits observable signs of substance abuse or is involved
in an accident or other incident demonstrating a threat to
a person’s safety.
-
Department
notifies Human Resources Employee Relations representative.
During evening, night and weekend hours, the on-call Employee
Health representative will be paged through the Saint Louis
University Hospital switchboard operator.
-
Test
site for Reasonable Cause testing will be the Department of
Employee Health, Mon. to Fri., 8:00 a.m. to 4:30 p.m. During
off-hours, the on-call Employee Health representative will perform
testing in the Emergency Room at Saint Louis University Hospital.
-
Specimen
collection process will include a minimum of a 10-panel urine
drug screen, which will be obtained, and follow an intact chain
of custody process. In addition, a separate alcohol test will
be administered.
-
For
all employees sent for a Reasonable Suspicion drug test, arrangements
to satisfactorily transport the employee home should be made.
-
Failure
to produce a specimen or comply with a request to do so will
be treated in the same fashion as a positive test, under the
Staff Corrective Counseling Policy.
-
Employees
with an initial negative test result will be returned to work
immediately. The employee will be paid for all lost income,
exclusive of overtime and differentials anticipated during the
testing period.
-
Initial
positive test results will be reviewed by a designated MRO,
with results communicated to the Drug Testing Officer.
-
The
Drug Testing Officer, a University designated official, will
communicate positive results to Human Resources. Human Resources
will notify the department manager.
-
A
positive test is considered a Level 3 offense under the Corrective
Counseling Policy (3.6.10). Level 3 offenses result at minimum
in a Final Warning. As such, any further corrective action while
on a Final Warning could result in discharge from Saint Louis
University.
-
Human
Resources and the immediate supervisor will meet with the employee
to discuss and complete the Return to Work Agreement letter.
A Return to Work Agreement, which involves random testing, will
be required for employees receiving a positive test.
-
Employees
refusing to sign the agreement will be separated from employment
with Saint Louis University. The original date of the suspension
becomes the dismissal date.
-
Employees
signing the agreement will be returned to work following release
by EAP.
-
To
return to work, employees must have a negative drug and/or alcohol
screen, be evaluated and deemed to be in compliance with all
EAP recommendations, and have signed a Return to Work Agreement.
-
Employees
with a positive test result will be off work and not receive
regular pay.
-
An
employee off work due to a positive test result will be allowed
to utilize accrued vacation and/or sick time, as applicable.
If an employee is in a non-pay status for greater than one month,
the employee must contact the University Benefits Office to
continue medical insurance.
-
During
this period, an employee may be eligible for a medical or personal
leave under Saint Louis University’s leave policies. It
is the employee’s responsibility to apply to Human Resources
for a medical or personal leave.
-
Employees
who refuse to comply with additional requests to produce specimens
for additional tests, fail to cooperate during the testing process,
fail to consent to the release of test results to appropriate
University representatives, or who tamper with specimens, will
be subjected to actions up to and including immediate dismissal
from employment with Saint Louis University. Employees who receive
a second positive test will be terminated from employment with
the University.
-
An
employee who voluntarily presents himself or herself to a supervisor,
manager or administrator revealing a drug/alcohol problem will
be referred to EAP and required to comply with all EAP requirements
in the same manner as an employee who is referred as a result
of a positive test result.
-
An
employee who voluntarily presents him or herself to the EAP
prior to a drug or alcohol test is entitled to full confidentiality.
Information would not be released by the EAP without the written
consent of the employee.
-
The
University will take corrective action for drug or alcohol related
incidents involving violations of other University policies
and standards of conduct as provided for under the Staff Corrective
Counseling Policy.
PROCEDURES FOR FACULTY
1) Faculty
member exhibits observable signs of substance abuse or is involved
in an accident or other threat to a person’s safety.
2)
Department notifies Human Resources Employee Relations representative.
During evening, night and weekend hours, the on-call Employee
Health representative would be paged through the Saint Louis University
Hospital switchboard operator.
3)
Test site for Reasonable Cause testing will be the Department
of Employee Health, Mon. to Fri., 8:00 a.m. to 4:30 p.m. During
off-hours, the on-call Employee Health representative will perform
testing in the Emergency Room at Saint Louis University Hospital.
4)
Specimen collection process will include a minimum of a 10-panel
urine drug screen, which will be obtained, and follow an intact
chain of custody process. In addition, a separate alcohol test
will be administered.
5)
For all employees sent for a Reasonable Suspicion drug test, arrangements
to satisfactorily transport the employee home should be made.
6)
Failure to comply with a first request to produce a specimen will
result in a referral to the Employee Assistance Program, if the
faculty member poses no threat to himself or others. Should a
second request be necessary and also declined, the Dean will recommend
that the termination process outlined in the Faculty Manual be
initiated.
7)
Faculty with an initial negative test result will be returned
to work immediately.
8)
Initial positive test results will be reviewed by a designated
MRO, with results communicated to the Drug Testing Officer.
9)
The Drug Testing Officer, a University designated official, will
communicate positive results to Human Resources. Human Resources
will notify the Dean or chairperson.
10)
A positive test will result in a written warning from the Dean
that a treatment program, as outlined by the EAP, must be followed,
or termination procedures will be initiated.
11)
Human Resources and the Dean or chairperson will meet with the
faculty member to discuss and complete the Return to Work Agreement
letter. A Return to Work Agreement, which involves random testing,
will be required for employees receiving a positive test.
12)
Faculty members who refuse to sign the agreement will be subjected
to initiation of termination procedures under the Faculty Manual.
13) Faculty
signing the agreement will be returned to work following release
by EAP.
14) To
return to work, faculty must have a negative drug and/or alcohol
screen, be evaluated and deemed to be in compliance with all EAP
recommendations, and have signed a Return to Work Agreement.
15) Faculty
who do not pose a threat to themselves or others will remain working
while undergoing treatment. If the course of treatment necessitates
medical leave, such leave will be applied for per the terms of
the Faculty Manual.
16)
A faculty member off work due to a positive test result will be
allowed to utilize the medical leave provisions under the Faculty
Manual.
17)
Faculty who receive a second positive test will have termination
procedures initiated under the terms of the Faculty Manual.
18)
A faculty member who voluntarily presents himself or herself to
a chairperson, or administrator revealing a drug/alcohol problem
will be referred to EAP and required to comply with all EAP recommendations
for treatment.
19) A
faculty member who voluntarily presents him or herself to the
EAP prior to a drug or alcohol test is entitled to full confidentiality.
20) The
University will take corrective action for drug or alcohol related
incidents involving violations of other University policies and
standards of conduct as provided for under the terms of the Faculty
Manual.
CONFIDENTIALITY
All testing
will be performed in accordance with specific procedures, which
insure privacy, confidentiality, and integrity of test results.
An employee will be notified of test results in a confidential
manner. Test results will not be released to other parties without
signed consent of the employee, unless required by law. Only those
administrators or supervisors with a business need-to-know will
be informed of the test results and disciplinary action taken.
Administration does have the obligation to report positive drug
screens to the appropriate licensing/certifying boards as required
by statute. Any employee who is convicted under a criminal drug
statute for a violation occurring in the workplace must notify
their administrator within five (5) days of conviction. The University
will notify any federal funding agency of the conviction of any
employee working under a federal contract or grant within ten
(10) days as required under the Drug Free Workplace Act.
Searches
The University
reserves the right, with reasonable cause, to inspect the University
property under the control of any employee. Refusal to cooperate
in the University's investigation or search of University property
may be grounds for disciplinary action, including termination,
for insubordination.
