POLICY
NUMBER
3.6.17
DATE
ISSUED
09/24/1999
DATE
REVISED
1/03/2007
STATEMENT
OF
PURPOSE
It
is
the
belief
of
Saint
Louis
University
that
all
employees
will
strive
to
reflect
our
mission
of
excellence
in
Jesuit
education
by
working
to
maintain
a
drug
free
workplace
in
accordance
with
the
Drug
Free
Workplace
Act,
Drug
Free
School
and
Communities
Act
and
Saint
Louis
Universitys
Drug
and
Alcohol
Abuse
Prevention
Policy,
policy
number
3.6.1.
The
purpose
of
this
policy
is
to
provide
assistance
from
the
University
for
those
employees
who
may
need
help.
It
is
only
after
this
aid
has
not
been
successful,
or
the
University
would
be
in
potential
violation
of
law
or
regulation,
that
disciplinary
procedures
will
be
invoked.
POLICY
STATEMENT
Employees
will
be
tested
for
the
presence
of
drugs
and
alcohol
if
there
is
reasonable
cause
or
suspicion
to
believe
that
an
employee
has
violated
the
standards
of
conduct
set
forth
in
this
policy.
Reasonable
suspicion
will
be
documented
and
based
on
physical,
behavioral,
or
performance
indicators,
including
but
not
limited
to
errors,
safety
violations,
significant
occurrences
and
accidents
or
unusual
behavioral
patterns.
It
is
the
policy
of
the
University
to
maintain
an
environment
free
from
impairment
from
substance
abuse
by
any
of
its
employees.
The
University
prohibits
the
unlawful
manufacture,
distribution,
dispensation,
possession,
sale,
or
use
of
illicit
drugs
or
alcohol
in
the
workplace,
on
University
Property,
or
as
part
of
University
activities.
In
addition,
this
policy
prohibits
applicants
or
employees
from
testing
positive
for
the
presence
of
illicit
drugs
or
alcohol
in
their
system
at
specified
levels.
All
employees
are
expected
to
abide
by
these
standards
of
conduct
as
a
condition
of
employment.
Employees
violating
the
standards
of
conduct
in
this
policy
will
be
disciplined
up
to
and
including
discharge
in
accordance
with
the
Staff
Corrective
Counseling
policy,
number
3.6.10
and
any
applicable
local,
state,
or
federal
law.
SCOPE
This
policy
applies
to
all
full-time,
part-time
and
temporary
staff,
faculty,
and
residents
(housestaff)
including
those
in
an
"on-call"
status,
of
Saint
Louis
University
with
the
exception
of
those
covered
under
a
collective
bargaining
agreement.
In
addition,
certain
categories
of
employees,
such
as
flight
instructors
or
those
in
public
safety,
may
be
required
to
comply
with
other
drug
testing
requirements
as
a
condition
of
their
employment.
Student
workers
are
covered
by
applicable
student
policies
and
disciplinary
procedures.
DEFINITIONS
Drug
Testing
Officer.
University
employee
designated
to
serve
as
coordinator
of
drug
and
alcohol
testing
procedures
and
serves
as
a
liaison
between
various
parties
such
as
the
Employee
Assistance
Program,
the
Medical
Review
Officer,
Human
Resources,
and
department
managers.
Employee
Assistance
Program
(EAP).
A
program
of
SLUCare
available
free
of
charge
to
employees
to
provide
counseling
services
for
personal
or
work-related
concerns.
In
the
case
of
a
positive
drug
or
alcohol
test,
employees
are
required
to
undergo
an
evaluation
through
EAP.
In
addition,
employees
must
follow
all
recommendations
made
by
EAP
as
well
as
sign
any
and
all
releases
of
information
deemed
necessary
by
the
EAP.
Follow
up
Testing.
Required
during
the
period
covered
by
the
Return
to
Work
Agreement.
Requires
the
employee
to
submit
to
drug
and
alcohol
tests
as
requested
without
previous
notice.
Medical
Review
Officer
(MRO).
A
designated
physician
who
is
certified
to
review
drug
and
alcohol
test
results.
The
MRO
establishes
the
procedures
and
insures
the
chain
of
custody
is
followed.
Positive
Test.
Drug
test
levels
on
both
the
screening
test
and
the
confirmatory
test
that
are
recognized
as
positive
by
the
U.S.
Department
of
Health
and
Human
Services
in
its
"Mandatory
Guidelines
for
Federal
Workplace
Drug
Testing
Programs"
or
in
a
subsequently
issued
rule
or
regulation
issued
by
the
Agency.
A
"positive"
alcohol
test
result
shall
mean
.04
mg.
percent
blood/alcohol
level,
which
is
the
OSHA
workplace
violation
standard.
A
result
would
not
be
reported
as
positive
until
a
confirmatory
test
is
made.
Reasonable
Cause
or
Suspicion.
Dependent
on
the
facts
of
each
situation,
reasonable
cause
or
suspicion
is
based
on
physical,
behavioral,
or
performance
indicators,
including,
but
not
limited
to,
unusual
behavioral
patterns,
errors,
safety
violations,
significant
occurrences,
accidents,
safety
risks
to
customers
or
co-workers
and
work-related
incidents
resulting
in
loss
or
damage
of
University
property
or
bodily
injury.
Some
employees,
by
virtue
of
their
positions,
may
be
subject
to
random
drug
or
alcohol
testing.
Applicants
and
employees
are
notified
during
the
selection
process
whether
there
is
a
possibility
of
random
drug
and
alcohol
testing
associated
with
a
position.
Return
to
Work
Agreement.
Letter
signed
by
employee
following
a
positive
test
result.
This
letter
covers
a
period
of
no
less
than
one
year.
It
requires
the
employee
to
meet
all
recognized
standards
of
performance,
agree
to
submit
to
random
and
follow
up
testing
without
notice
for
a
period
of
no
less
than
one
year,
pay
for
the
cost
of
the
testing,
and
comply
with
all
standards
set
forth
in
the
University
Drug
and
Alcohol
Abuse
Prevention
Policy
(3.6.1).
The
agreement
also
requires
the
employee
to
comply
with
all
rehabilitative
recommendations
made
by
the
Employee
Assistance
Program,
agree
that
failure
to
follow
these
recommendations
or
refusal
to
participate
in
full,
including
follow
up
testing,
will
result
in
actions
up
to
and
including
termination
as
provided
by
the
Corrective
Counseling
Policy
or
the
Faculty
Manual.
University
Property.
All
tangible
personal
property
and
real
property
owned
or
controlled
by
Saint
Louis
University
including,
but
not
limited
to,
desks,
lockers,
computers,
buildings,
work
areas,
break
areas,
parking
lots,
University
vehicles.
PROCEDURE
The
following
procedures
will
be
utilized
when
there
is
documented
reasonable
cause
or
suspicion
to
believe
that
an
employee
has
violated
the
standards
of
conduct
set
forth
in
this
policy.
Due
to
different
terms
contained
in
the
Faculty
Manual,
procedures
vary
somewhat
for
staff
and
faculty.
PROCEDURES
FOR
STAFF