Defense Intelligence Agency 

U-3350-09/HCH-1C 

TO: DIA Applicants for Employment 

SUBJECT: General Notice to Applicants and New Employees of Drug 

Testing in DIA 

References: a. Executive order 12564, 15 September 1986. 

b. DIAI 1015.5, “Drug-Free Federal Workplace Program.” 

1. The Federal Government, as an employer, is concerned with the well-being of its 

employees, the successful accomplishment of agency missions, and the need to 

maintain employee productivity. Executive Order 12564 mandates specific actions to 

assure the objective of a drug free federal workplace. In this regard, the Defense 

Intelligence Agency (DIA), based upon its sensitive intelligence mission, has an 

especially compelling obligation to eliminate illegal drug use from its workplace. 

2. DIAI 1015.5 establishes the DIA Drug-Free Workplace Program. The purpose of this 

program, which includes drug testing, is to ensure that the DIA workplace is free of 

illegal drugs. This letter is official notice to new employees and applicants for 

employment that the following provisions are in force: 

a. Mandatory and voluntary testing is applicable and includes: 1) applicant testing, 2) 

random testing of employees, 3) testing of employees based upon reasonable suspicion 

of drug use, 4) testing of employees involved in on-the-job accidents or who engage in 

unsafe on-duty job-related activities, 5) testing of volunteering employees, and 6) testing 

associated with drug use counseling or rehabilitation. 

b. All permanent DIA employees are in testing designated positions and, therefore, are 

subject to random testing. These employees are entitled to the following notifications: 

(1) General notice (this letter). 

(2) Notification of actual testing – normally made the same day as testing. Employees 

will be notified through their supervisors that they have been selected and scheduled for 

a drug test. 
c. All applicants tentatively selected for appointment to a permanent position are subject 

to drug testing. 

d. Applicants and employees may submit medical documentation supporting the lawful 

use of an otherwise illegal drug. 

e. Employees found to use illegal drugs on the basis of any appropriate evidence, 

including but not limited to: 1) direct observation, 2) arrest or conviction due to drug use, 

3) verified positive test result, or 4) voluntary admission, shall be subject to discipline, as 

explained in paragraph 4. below. 

f. Drug testing procedures will be carried out by professionally trained collection 

personnel who will send specimens to a certified laboratory that employs the rigorous 

analytical standards and quality assurance procedures for urinalysis as promulgated by 

the Department of Health and Human Services. As an added safeguard, all laboratory 

results are subject to review by a Medical Review Officer who is a licensed physician 

knowledgeable of substance abuse and qualified to evaluate positive test results before 

they are reported to DIA. 

g. Positive results verified by the Medical Review Officer may only be disclosed to an 

employee, the management officials necessary to process an adverse action against the 

employee, or to a court of law or administrative tribunal 

in connection with any adverse personnel action. 

h. Medical and/or rehabilitation records applicable to a DIA employee 

are confidential patient records and may not be disclosed without the prior written 

consent of the employee. 

3. Applicants are advised that a refusal to take a drug test or a verified positive drug test 

result will preclude employment in DIA. 

4. Employees found to use illegal drugs, or refuse to submit to a scheduled drug test, 

may be terminated from DIA employment. 

Signature Acknowledges receipt and understanding of this document: 

Signature Date 

 

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