Controlled Substance and Alcohol Testing: GBECA

School District 27J recognizes the need to provide a safe drug free work place for employees, students, clients, and the public. The abuse of drugs and alcohol creates a variety of workplace problems, including increased injuries on the job, increased absenteeism, increased financial burden on health and benefit programs, increased workplace theft, decreased employee morale, decreased productivity, and a decline in the quality of service to the public. Of paramount concern is the safe transportation of our students.

School District 27J is committed to the safe operation of all district commercial vehicles. Therefore, and pursuant to Federal and State Department of Transportation and Highway Regulations, the Superintendent shall ensure implementation of this commitment through a policy of deterrence of alcohol and substance abuse. To accomplish these goals, the district shall test employees and prospective employees required to hold a commercial driver's license or serving in a safety sensitive position for the presence of drugs and/or alcohol as a condition of hiring or continued employment effective January 1, 1996.

No employee shall report to work or be at work with alcohol or with any detectable amount of prohibited drugs in the employee’s system. (A detectable amount refers to the standards generally used by the testing laboratories in workplace drug and alcohol testing). Any violation of this statement of policy will result in disciplinary action up to and including termination.

Employee shall, when drugs are prescribed by a medical professional, inquire of the prescribing professional whether the drug prescribed has any side effects which may impair the employee’s ability to safely perform the employee’s job duties. If the answer from the medical professional is yes, the employee shall obtain a statement from the medical professional indicating any work restrictions and their duration. The employee shall present that statement to his or her supervisor prior to going on duty.

This policy shall apply to all employees, including part-time, temporary, substitute and contract workers, who are required to hold a Colorado commercial driver's license, or who serve in a safety sensitive position as defined in procedures accompanying this policy. This policy also applies to all applicants for employment in such positions, including current district employees seeking to transfer into such positions.

Testing situations shall include: pre-employment/initial duty, random selection, post accident, follow-up/return to duty, and reasonable suspicion.

The Administration shall formulate procedures which set forth prohibited conduct; required testing; testing procedures; information concerning administration, and confidentiality.

A positive test or tampering with a test, or other incidence of noncompliance with these policies or procedures shall be grounds for refusal to hire a prospective employee, or disciplinary measures up to and including termination.

The district shall provide information to all current and prospective employees subject to the provisions of this policy regarding requirements of the policy and related procedures.

 

Approved:  August 8, 1995

Revised:  September 16, 2010

 

LEGAL REFERENCES:

 

49 App. U.S.C. δ 2701, et seq. (Commercial Motor Vehicle Safety provisions of the Omnibus Transportation Employee Testing Act of 1991)

49 C.F.R. Part 382 (Controlled Substances and Alcohol Use and Testing Regulations)

49C.F.R. Part 40 (Procedures for Transportation Workplace Drug and Alcohol Testing Programs)

C. R. S. δ 1507-1(Rules and Regulations Concerning Minimum Standard for the Operation of Commercial Vehicles)

8 C.C.R. δ 1507-1 (Rules and Regulations Concerning Minimum Standards for the Operation of Commercial Vehicles) 

 

CROSS REFERENCES:

 

Policy GBEB, Staff Conduct

Policy GBEC, Drug-Free Workplace