Opinion ID: 1933904
Heading Depth: 1
Heading Rank: 6

Heading: Did the Employer Have Probable Cause to Require a Drug Test?

Text: Deere argues alternatively that the agency found Deere had probable cause to test Eaton in April of 1997. Section 730.5(3) permits an employer to require a specific employee to undergo drug testing if the employer has probable cause to believe that an employee's faculties are impaired on the job. The legislature did not define the term probable cause as used in the drug testing law. This term is frequently used in criminal law, however, where it means reasonable ground for belief. State v. Harris, 490 N.W.2d 561, 563 (Iowa 1992). We apply this standard here, and ask whether there is substantial evidence in the record to support a finding that Deere had reasonable grounds to believe that Eaton's faculties were impaired on the job when it requested him to undergo drug testing on April 7, 1997. Deere argues that two facts caused it to reasonably believe that Eaton might have a substance abuse problem in April of 1997: (1) Eaton's statement in the memorandum of agreement that he understands that he is at risk for drug and/or alcohol abuse; and (2) Eaton's absences from work and tardiness since he returned in 1996. With respect to the latter factor, the record shows that Eaton missed work on November 25, 1996, January 28, 1997, and March 12 and 13, 1997. In addition, he reported late to work on March 18 and 31, 1997. Eaton saw a doctor or nurse at the John Deere Family Health Center each time he was absent. On all occasions, he received a medical excuse. With respect to his tardiness, he told company officials that he was late on March 18 and 31 due to unexpected car problems. Eaton was warned on April 1 that he must come to work regularly and be on time. On April 7, 1997, Eaton was again absent from work and he again reported to the John Deere Family Health Center. A physical examination at that time revealed an inflamed bunion and he was excused from work that day. At the hearing, Stegmaier testified that he was the one who decided to request a drug test on behalf of the company. He said that he had no disagreement with the fact that Eaton was legitimately absent from work on April 7. He also testified that he had no basis for believing that Eaton was impaired on the job. Stegmaier said that he requested the drug test based on Eaton's prior absences and the company's right to make such a request under the memorandum of agreement. We do not think the record contains substantial evidence that the employer had probable cause to believe Eaton was impaired on the job at the time it requested he submit to drug testing. Cf. Johnson v. Massachusetts Bay Transp. Auth., 418 Mass. 783, 641 N.E.2d 1308, 1310 (1994) (holding employer had probable cause to test employee for drugs where at the time the test was requested the employee's eyes [had] a very heavy look, and ... he appeared to be under the influence of something). Therefore, to the extent that the agency's decision rested on a finding that the drug test was authorized under section 730.5(3), the decision was not supported by substantial evidence in the record. See Iowa Code § 17A.8(f) (allowing court to reverse agency decision where the decision is unsupported by substantial evidence in the record made before the agency when that record is viewed as a whole). Consequently, Deere cannot rely on section 730.5(3) as authority for the April drug test.