This requirement must be documented in the employee's position description when applicale. Covered student employees will also be referred to Student Affairs for possible disciplinary action. Covered employees and their supervisors will receive information concerning the effects of alcohol and drug use and University policies and procedures with respect to meeting Federal requirements. Additionally, supervisors will receive training in making reasonable suspicion determinations. Pre-Employment Final applicants for jobs requiring a CDL will be tested for drugs before they are employed.
Employment is contingent upon a negative test result.
Randon alcohol testing is authorized only during, just preceding, or just after the period of the workday when the covered employee is performing a safety-sensitive function. A determination that reasonable suspicion exists will be based on specific observations concerning the appearance, behavior, speech, or body odors of the employee for which there are no other reasonable explanations. The observation and determination may only be made by a supervisor trained in detecting the symptoms of alcohol or drug misuse. It is recommended that reasonable suspicion observations also be witnessed by a second trained supervisor. Reasonable suspicion alcohol testing is authorized only if the required observations are made during, just preceding, or just after the period of the workday when the covered employee is performing a safety-sensitive function.