HomeMy WebLinkAboutSubstance Abuse
Augusta Richmond GA
DOCUMENT NAME: S U VJ 5 tQJice A tJu..Se
DOCUMENT TYPE:
YEAR:
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BOX NUMBER: ~I
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FILE NUMBER:
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NUMBER OF PAGES: 1-.to
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Augusta - Richmond County
Commission
Policy on:
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SUBSTANCE ABUSE
Approved July 15, 1997
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TABLE OF CONTENTS - ,
PART Paragraph TITLE PAGE
Part 1 SUBSTANCE ABUSE 1
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Announcement of Policy 1
1,1 Policy Statement 1
1.2 Policy Intent 1
1.3 References 1
1.4 Definitions
1.5 Prohibitions 2
1.6 Notification Requirements 2
1,7 Testing Procedures 3
1.8 Actions Required for Positive Test 3
1,9 Alcohol Testing of Transit Employees 4
1.10 Refusal to Submit to Testing 4
1.11 Confidentiality 4
1,12 Contractors 5
1.13 Changes to Policy 5
1.14 Contact Persons 5
PART ~: REHABILITATION POLICY 5
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2.1 Rehabilitation Policy 5
2,2 Post Rehabilitation 6
PART 3 INDIVIDUALS SUBJECT TO TESTING 5
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3.1 Applicants/New Employees 6
3.2 Transfers/Promotions 6
3.3 Return to Duty 6
3.4 Post Accident 6
3.5 For Cause 7
3.6 Random 7
PART 4 TRAINING 7
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4,1 New Employees 7
4.2 Transit Employees 7
4,3 Annual Training 7
Approved January J 6, J 996
Revised July J 6, J 997
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r Subs;lli;c~ Abuse PolicY
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August~-fR/C1'mo;,ilCoullty .Commissioll
ANNOUNCEMENl' OF POLICY:
The following is the Augusta - Richmond
County Commission Substance Abuse Policy,
The USE! of the tenn ''the Commission", in this
docume.rtt, refers to the Augusta - Richmond
County Commission. The Commission will make
a public announcement of this Policy, Further,
emploYE!e communications will be undertaken to
ensure that each individual employee
understands the Policy's requirements and
hisjher obligation to cooperate fully in the
testing program.
,4.11 references within this Policy to
regulations, processes and procedures are
availabje to any employee for review in the Risk
Management Offtce located in Room 217,
Municipal Building, 530 Greene Street,
AugustG~ Georgia 30911,
'The Commission reserves the right to
amend this Policy at any time, in its sole
discretion, with 60 days' written notice to
employees before implementation of the
amendment(s),
PRESCRfPT NOTE: Federal law requires testing
of certafn employees within transit systems and
holders of Commercial Drivers Licenses, The
testing Jr-equirements and procedures for these
employees may be different than for employees
tested tmder authority of the Commission.
Where a requirement of this Policy differs as to
regular and transit or CDL employees, such
difference will be noted,
SUBSTANCE ABUSE
1,1 POUCY STATEMENl': In recognition of the
continUEd and growing problem of substance
abuse, it is the policy of the Augusta -
Richmorlid County Commission to take all
reasonable measures to assure that drug
and/or alcohol use by employees does not
jeopardize the safety of our operations or
otherwU:e adversely affect Commission
employe,es, the community, or the public's trust
in our al,mty to carry out our responsibilities,
We cannot and will not tolerate lapses in
employe,'J control of their ability to operate
safely allld productively, It is the policy of the
Comm~;ion that if an employee required under
this Pollcy to be tested for substance abuse
either refuses or fails such test, they will be
subject to disciplinary measures up to and
including discharge,
Your cooperation with and adherence to the
Commission's policies and procedures regarding
substance abuse are conditions of your
continued employment. 1/ an employee violates
or is insubordinate by refusing to cooperate
with any of these policies and procedures, the
employee is subject to disciplinary measures up
to and including discharge.
1,2 POLICY INTENl': It is the intent of this
Policy to:
A, Provide for a drug free workplace;
B, Provide protection for the employee, the
department and the public;
C, Comply with Federal, State and local
regulations, policies or authority regarding
substance abuse testing of employees,
1,3 REFERENCES:
A, Federal Register, 49 CFR Part 40:
Procedures for Transoortation Workolace DruG
and Alcohol TestinG Proarams: Final Rule
B, Federal Register, 49 CFR Part 653:
Prevention of Prohibited DruG Use in Transit
Q1Jerations
C, Federal Register. 49 CFR Part 654:
Prevention of Alcohol Misuse in Transit
Q1Jerations
D, The Drua-Free Workolace Act. 1988 (pL
100-690)
E, Georgia Code Title 50, Chapter 24, Drua-
Free Workolace
F, Federal Register, 49 CFR Part 382;
Controlled Substances and Alcohol Use and
Testina (Federal Highway Administration, DOT),
1,4 DEFINITIONS:
A, Accident, For purposes of this Policy,
"accident" means an occurrence or incident
which results in a post-accident drug screen as
outlined in Part 3.4 herein, including:
(1) For regular employees:
a, an occurrence or incident which
results in the employee seeking, requiring
and/or receiving medical treatment for injuries
suffered in connection with the occurrence or
incident; and/or
b. a vehicular accident occurring in an
Commission vehicle which results in afatality.
(2) For Transit Employees and CDL Holders:
a, a vehicular accident which results
in afatality;
b, a vehicular accident which results
in the Transit Employee or CDL Holder receiving
a moving traffic citation under State or local
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law;
c, a vehicular accident where one or
more oj'the vehicles involved cannot be moved
from th'2 scene under its own power (including a
sing le-v'2hic le accident);
cf, a vehicular accident in which the
performance of the Transit Employee or CDL
Holder I:ould have contributed to the accident,
as determined by management using the best
information on hand at the time of the
determination; and/or
Ie. a vehicular accident in which any
individtJ~al suffers a bodily injury and
immediutely receives medical treatment away
from tlU! scene of the accident,
B, Contractor. A person or organization/s)
providin:g a service for the Commission or its
subordinate departments, divisions, sections or
agencifm under a specific understanding or
arrangement, The understanding can be a
written contract or an informal arrangement
that reJlects an ongoing relationship between
the parties.
C, Omtrolled Substances, For the purposes
of this Policy, see sub- paragraph D ('Drugs'1
below,
D, !d~, For the purposes of this Policy,
''Drugs'' 'Include illegal street drugs, legal drugs
either u[}cen for non-medical reasons or without
a valid prescription, and alcohoL It DOES NOT
include prescription medication prescribed for
the employee by a qualified health care
provider and taken in accordance with that
physician's instructions, Some of the drugs
which ure considered controlled substances
under Fl~deral, State or local laws include, but
not lim'lted to: mar(fuana, heroin, hashish,
cocaine, hallucinogens, inhalants and designer
drugs, a:nd depressants and stimulants which
are nOi~ prescribed for current personal
treatment by a licensed physician.
E, nIeaal Substances, For the purposes of
this PoUcy, see sub- paragraph D ("Drugs'1
above,
F, ,Medical Review Officer, A licensed
physician (medical doctor or doctor of
osteopathy) responsible for reviewing laboratory
results B'enerated by the Drug Testing program,
who hCls knowledge of substance abuse
disorders and has appropriate medical training
to interpret and evaluate an individual's
positive test result together with his or her
medical history and any other relevant
biomedi(~al information. A test result will not
be deemed positive for the purpose of
disciplinary action until ruled positive by the
Medical ,Review Officer (MRO),
G, ~!tv-Sensitive Ernolouee,
Safety-s<<msitive employees are those who
perform any of the following tasks or duties, or
have the following quallficationslJob
requirements:
(a) Certified Law Enforcement Officers;
(b) Jailers of Richmond County Sheriffs
Department;
(c) 911 operators/ communications officers;
(d) Fire Fighters;
(e) Crash Fire and Rescue employees (Bush
Field);
(f) Correctional Officers;
(g) Employees who mix chemicals with water;
(h) Employees who fuel or maintain aircraft;
(i) Employees who maintain airfield
facilities, including aircraft ramps, taxi ways
or active runways or median areas around
ramps, taxi ways and runways;
UJ Employees whose responsibilities include
airfield operations or planning activities in
areas described in (i) above;
(k) Employees who maintain, repair, or
install traffic control markers, signs or devices
to include painting lane markers or directional
indicators;
(1J Operators of heavy
equipment/construction type equipment,
without regard to whether a CDL license is
required,
(mJ Employees who operate Commission
vehicles for which a Commercial Drivers'
License is required while performing sajety-
sensitive functions, as defined as: (i) While on
duty, waiting to be dispatched, unless the
driver has been relieved from duty by the
employer; (it) While on duty inspecting
equipment as required by the Federal Motor
Carrier Sajety Regulations (FMCSR's), or
otherwise inspecting, servicing, or conditioning
any conunercial motor vehicle at any time; (lit)
While on duty at the driving controls of a
commercial motor vehicle; (tv) While on duty,
other than driving time, spent on or in a
commercial motor vehicle (except for time spent
resting in the sleeper berth); (v) While on duty
and loading or unloading a commercial motor
vehicle, supervising, or assisting in the loading
or unloading, attending a vehicle being loaded
or unloaded, remaining in readiness to operate
the vehicle, or in giving or receiving receipts for
shipments loaded or unloaded; (vi) While on
duty performing the driving requirements
associated with an accident; (vii) While on duty
repairing, obtaining assistance, or remaining in
attendance upon a disabled vehicle,
(nJ Employees who service or repair
Commission vehicles;
(0) Control room operators, utilities
department,
(P) First line supervisors of anyone listed
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above (JI' their job duties require they perfonn
the lisUld functions,
(q) !:mployees of the Transit Department
perform.lng safety-sensitive functions ('Transit
EmploYI~es'1. Such functions include: (i)
operation of a revenue service vehicle, including
when not in revenue service; (il) operation of a
nonrevenue service vehicle, when required to be
operated by a holder of a Commercial Driver's
license; (ili) control of dispatch or movement of
a revenue service vehicle; (iv) maintenance of
revenue service vehicles or equipment used in
revenue service; and (v) carrying a fireann for
security purposes, First line supervisors of
anyone listed above are also defined as "Transit
Employ<<~es" and are subject to testing under
this Pol~icy if their position requires them to
perfonn any of the duties listed above,
1.5 PROHIBITIONS:
A, ~I'he possession, unlawful manujacture,
sale, distribution or presence in the body, of
alcohol, drugs, controlled substances or
prescription medicine for which no valid
prescription is held, in the workplace is strictly
prohibited, Disciplinary action against
violatom may consist of immediate tennination
of emplc'yment.
B, It is illegal and a violation of this Policy
to take a medication prescribed for someone
else. prescription medicine must be prescribed
for the IItser by a licensed physician.
C, All employees are prohibited from
consuming alcohol for four (4) hours prior to
reportin,g for duty and for eight hours after an
acciden'~ or until he/she has been tested
pursuant to this Policy, This prohibition
applies equally to Transit Employees and CDL
Holders 'by virtue of federal regulations,
D, Any and all employees who are on an on-
call wor.Jc status will not consume alcohol while
on-calL
1.6 .NOT1:FICA TION REQUIREMENI'S:
A. ~f any employee is prescribed a drug
whose lI:se may affect their job perfonnance,
that employee must immediately notify his/her
supervisor of the prescription. For example, if
an employee's prescription drug label reads
that thl~ user should not operate a car or
machinery while taking the drug or that the
drug C(l!uses drowsiness, and the employee
operates' a car or machinery in the course of his
or her ,employment, or if the employee is a
safety-sE!nsitive employee, that employee must
notify his/her supervisor of the prescription,
B, 1;mployees who are not on an on-call
status, but are called during non-working hours
and who have been drinking alcohol must
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injonn the caller that they have been
consuming alcohol and cannot respond to the
request. No disciplinary action will be taken
against the employee for not responding due to
the consumption of alcohol when the employee
is not on-calL
C, Appropriate law enforcement agencies
will be notlfied of any controlled substances
found on Commission property and these
substances will be disposed of in accordance
with policies and procedures of the law
enjorcement agency called,
D, Employees must notify their department
head if they are convicted of any criminal drug
statute in connection with activity occurring in
the workplace, This notlfication must be made
within 5 days of the conviction.
1,7 TESTING PROCEDURES:
A, DruQs, Urine tests will be used for the
detection of drugs and controlled substances,
(1) Regular em"lollees, Standards, procedures
and processes for drug testing are available for
review at the Risk Management office,
(2) Transit emplouees and CDL Holders,
Standards, procedures and processes for
testing of Transit employees and CDL Holders
are found in the federal regulations cited in
paragraph 1,3 above, and are available for
review at the Risk Management Office,
(3) Every urine specimen shall at a minimum
be tested for:
(a) Marijuana;
(b) Cocaine;
(c) Opiates;
(d) Amphetamines; and
(e) Phencyclidine (PCP).
B. AlcohoL Breath and/or blood tests will be
usedfor the detection of alcohoL
(1) Regular etn1Jlollees, Standards,
procedures and processes for alcohol tests are
available for review at the Risk Management
office,
(2) Transit etn1Jlouees and CDL Holders:
Standards, procedures and processes for
testing of Transit employees and CDL Holders
are found in the federal regulations cited in
paragraph 1,3 above, and are available for
review at the Risk Management Office,
1,8 ACTIONS REQUIRED FOR POSITIVE TEST:
A, Laboratoru, Once a specimen has been
tested as positive on an initial screening, a
conftnnatory test will be conducted prior to the
laboratory's reporting the specimen as a
positive result,
(1) ReQular Emplouees, Once confirmed, the
laboratory will report the results with allied
documentation to the MRO, through the Risk
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(2) T.ransit EmDlovees and CDL Holders: All
laboratory reports will be sent from the
laboratory testing facility directly to the MRO,
B, Medical Review Officer, The MRO will
verify all positive test results by first reviewing
laborat4)ry reports, and confirming that a
proper I:hain of custody (procedures to account
for the integrity of each specimen by tracking
its hal'ldling and storage from point of
collection to final disposition) was followed,
The ,MRO will then contact the employee to
discuss the positive result. If verification of
prescription drug use is required in connection
with th<<~ MRO's investigation of a positive result,
the MF~O shall meet personally with the
emploYE:e, Otherwise, the MRO may contact the
emploYE:e by telephone, If the MRO finds that a
valid medical reason explains the positive
result, the MRO will report the test results to
Risk Management as negative,
If thc! MRO is unable to find a valid medical
reason lor a positive result, the positive result
will be reported to Risk Management,
C, Testina of Additional SamDle, In
accordance with federal regulations{for Transit
employees and CDL holders) and Commission
authority for all other employees, urine drug
tests shall be according to the split sample
method, whereby the sample provided is divided
into twl> bottles, Upon being notified of a
positive test result by the MRO, a Transit
Employ<<~e or CDL Holder may request that the
split sample be tested, This request must be
made wl:thin 72 hours of the MRO's notification,
Requests made after 72 hours will only be
acceptecl if the delay was due to documentable
facts that were beyond the control of the
employee, Testing of the split sample will be
according to federal regulations
D, J~isk Manaaement. For all employees
other than Transit Employees and CDL Holders,
Risk Management receives positive reports from
the labc'ratory and forwards those reports to
the MRO, (Reports for Transit Employees and
CDL HoZclers are forwarded from the laboratory
directly to the MRO, as outlined in paragraph
l,8,A,(2) above, Risk Management is also
responsible for notifying the appropriate
departm.ent when action is required to be taken
according to this Policy,
E, Deoartment Manaaement, Upon
notification by Risk Management that an
employee has tested positive for an illegal
substanl:e, department management will inform
the employee that he/she is in violation of this
Policy and as such will be placed on
administrative leave (with pay) with a
rec011l11lAmdation for termination, Department
management will terminate any scifety-sensitive
employees violating this Policy,
F, Positive alcohol tests,
(1) An employee with a blood-alcohol level of
0,04 or higher is in violation of this Policy and,
as such, the employee will be immediately
removed from his/her duties and placed on
administrative leave with up to three days with
pay with recommendation for termination. If
applicable, the employee will be advised of
programs available for rehabilitation.
(2) Employees who are found to have an
alcohol concentration of 0,02 or greater but
less than 0,04 will not be permitted to perform
their job duties until:
(a) The employee's alcohol concentration
measures less than 0,02; or
(b) The start of the employee's next regularly
scheduled duty period, but not less than eight
hours following administration of the test,
G, Emplouee Appeals, Any employee
wishing to appeal any action taken pursuant to
this Policy will do so in accordance with the
Personnel Policies and Procedures ManuaL
H, Rehirina Terminated EmDlouees,
Employees terminated for violation of this
Policy will not be considered for rehire by the
Augusta Commission for a period of one year
from the date of termination, Acceptable proof
of completion of an approved rehabilitation
program will be required before rehiring will be
considered,
1,9 ALCOHOL TESTING OF TRANSIT
EMPLOYEES and CDL HOLDERS:
A, Federal regulations stipulate specific
criteria to be applied to when Transit
Employees and CDL Holders are tested for
alcohoL Those regulations provide, in part,
that:
(1) Alcohol tests will only be conducted just
before, during or just cifter the performance of
scifety sensitive job functions,
(2) Alcohol testing will be conducted if the
employee is injured, from a job related activity
(on-the10b injury) and medical treatment is
provided to the employee,
(3) A Transit employee or CDL Holder with a
blood-alcohol level of ,04 or higher is in
violation of federal regulations and this Policy,
Such employee will be immediately removed
from his/her scifety-sensitive duties and will be
terminated, As part of this process the
employee will be advised of programs available
for rehabilitation, if applicable,
(4) Transit Employees or CDL Holder found
to have an alcohol concentration of 0,02 or
greater but less than 0,04 will not be permitted
to perform safety sensitive functions until:
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(a) The employee's alcohol concentration
measun~ less than 0,02; or
(b) The start of the employee's next regularly
scheduled duty period, but not less than eight
hoursftlllowing administration of the test,
1,10 Rl~FUSAL TO SUBMIT TO TESTING:
A, R'efusal to submit a urine, breath and/or
blood SlJ,mple when required under this Policy
will bE: considered a refusal to follow
reasonable instructions connected with a
conditie'n of employment and will subject the
employE~e to disciplinary action up to and
includir.t9 discharge from employment.
B. Rl~fusal can include:
(1) Ar.t inability to provide a sufficient urine
specimen or breath sample without a valid
medical explanation;
(2) A toerbal declaration;
(3) Obstructive behavior; or
(4) Physical absence resulting in an inability
to perfonn the test.
C, Any employee who is suspected of
providirl,g false information in connection with
a test, or who is suspected of falsifying test
results through tampering, contamination,
adulter(!tion or substitution shall be required to
undergo an observed collection, Confirmation
of tamp'ering, contamination, adulteration or
substitution may result in immediate
terminaition from employment.
1,11 CONFIDENTIALITY:
A, 'l'he privacy interests of employees and
the le~,itimate interests of the Augusta
Comm~rlon in implementing and maintaining a
substanf:e abuse program will be accomplished
by:
(1) lfmiting the extent of inquir:ies to those
necessaJ'Y to effectuate this Policy;
(2) assuring that disclosure of, and access
to, information generated under this Policy is
on a strict need-to-know basis; and
(3) irtforming employees of the purpose for
which the information is sought,
B, If a third party requests inJormation (for
example, in the context of a reference check),
regarding Augusta Commission's decision not to
hire an .:tpplicant or not to transfer or promote
or to terminate an employee, and that decision
is baseci! on a violation of this Policy by the
appUCaTLt or employee, the reason given for
such decision will be that the applicant or
employe,e did not comply with policy, No
furtherlnformatlon will be given to any third
party W1!thout the prior written consent of the
applicar.lt or employee, except in the following
circumstances:
(1) inJormation may be given to Risk
Management, to laboratories and to the MRO for
the purpose of administering this Policy;
(2) inJormation may be given to the
employee's department head, when a
recommendation of disciplinary action has been
made and it is that department head's
responsibility to carry out such disciplinary
action;
(3) information may be released to the
Department of Labor and appropriate
representatives of the Augusta -Richmond
County Commission in the event an employee
discharged for violations of this Policy applies
for and/or appeals a denial of unemployment
compensation;
(4) inJormation may be released pursuant to
an order from a court of competent jurisdiction
or other tribunal;
(5) inJormation may be released to the Equal
Employment Opportunity Commission or the
Human Relations Commission if requested in
connection with any inquiry or investigation by
either such body; and
(6) inJormation may be released to those
persons or bodies hearing any appeal by an
employee of any action taken pursuant to this
Policy,
C, Release of Information as to Transit
Employees or CDL Holder:
(1) The Commission shall release information
regarding a Transit Employee or CDL Holder
record as directed by specific written consent
from the employee authorizing release of the
information to an identified person,
(2) A Transit Employee or CDL Holder is
entitled, upon written request, to obtain copies
of any records pertaining to his or her use of a
prohibited substance, including any records
pertaining to test results,
(3) The Commission may disclose iriformation
that is required to be maintained to the
decision maker in a lawsuit, grievance, or other
proceeding initiated by or on behalf of the
employee tested,
(4) When requested by the National
Transportation Safety Board as part of an
accident investigation, the Commission shall
disclose information related to its
administration of drug and alcohol tests
following the accident,
(5) Records shall be made available to
subsequent employers upon receipt of written
request from the Employee,
(6) The Commission shall disclose data for
its drug and alcohol testing program and any
other information pertaining to its anti-drug
program, when requested by the Secretary of
Transportation or any Department of
Transportation agency with regulatory
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authoril':y over the Commission transit system
or Fede,ul Highway Administration - DOT,
1,12 CONTRACTORS:
Persons engaged by the Commission as
independent contractors shall be required to
comply with Georgia's Drug-Free Workplace Act,
O,C,G.A. sec, 50-24-1 et seq" before they may
perfonn services for the Commission.
Complia'.11ce shall be in the fonn of certification
before beginning services (see Appendix 1), and
documeilltation of continuing compliance as
reasonably requested by the Commission,
1,13 C1JANGES TO POLICY:
At tim~:, State or Federal law may require that
additior.lal employees be tested for illegal
substan,r:es, or that additional or different
testing mechanisms and procedures be
impletmnted, Said State or Federal law
requirellrtents will supersede the relevant
provisions of this Policy, and this Policy mayor
may nOl~ be amended to reflect those changes
prior to their effective date, Affected employees
will be notified in advance of any
impletm!ntation of changes as a result of State
or Fede7ullaw requirements.
1,14 CONI'ACT PERSONS:
A, the proponent agency for this Policy is
Risk Management. Any comments, questions or
recommfmdations applying to this Policy or
testing program should be referred to the Risk
Management Manager, located in Room 217,
Municip.:zl Building, 530 Greene Street,
Augusta, Georgia, 30911 (706) 821-2301 or FAX
(706) 821-2502,
B, Bec:ause the MRO is not an employee of the
Commis:>ion any employee wishing to contact
the MRO should contact the Risk Manager,
C, 'l'he Employee Assistance Program is
"CONCEllN'- EAPj located at 961 Broad Street
and whose telephone number is 722-2353 or 1-
800-285-2353,
REHABILITATION POLICY
2,1 RE1irABlLITA TION POLICY:
A, VCl.luntaJ'Jl Partici"ation,
Mum a regular employee (not probationary,
part-time or temporary) comes forward PRIOR to
notification of a random or for-cause test,
seeking help with a substance abuse problem,
that employee will be allowed to enter an
approved rehabilitation program, as outlined
below, The employee is subject to all of the
provisions of the rehabilitation policy,
If a regular employee DOES NOT come
forward as described above, and tests positive
on an illegal substance screening, that
employee may be immediately terminated from
employment,
Any employee who desires to voluntarily
participate in rehabilitation will be allowed to
enter an approved detoJqfication and/or
rehabilitation program with no Commission
participation in cost other than as provided
under the employee's group health insurance
program. The employee will be allowed the use
of any accrued leave time (sick and/or vacation)
during hisjher absence from work for this
treatment. If there is no leave time available,
the employee will be placed on leave without
pay,
Prior to returning to work, the employee
shall submit to the Human Resources
Department, in writing, proof of completion of
the program and competence to return to work,
Employees who have completed a
detoxification and/or rehabilitation program
will not be afforded any further opportunity by
the Commission or through the Commission's
resources to re-enter a detoxification and/or
rehabilitation program for a second time,
B, Partici"ation in Rehabilitation Directlll
throuqh EAP,
If any employee comes forward voluntarily
directly to the Employee Assistance Program
(EAP) (without first going through either Human
Resources or Risk Management), and the EAP
finds that the employee is a risk to the safety of
himselfjherself and/or others, the EAP will
notify Risk Management that the employee is
seeking treatment directly through EAP, The
employee will not be tenninated from
employment unless the employee fails to enter
and successfully complete the substance abuse
program designed for him/her by the EAPj
however, such employee shall be placed on
leave until such time as he/she is no longer
considered a risk to the safety of
hlmselfjherself and/or others, The EAP will
keep the Commission infonned of the
employee's progress through the rehabilitation
program. The employee will be required to sign
a statement prior to being admitted to the EAP
acknowledging that the Commission may be
notified of his entry into the program under the
above circumstances,
C, Failure to Complete Rehabilitation,
Employees who do not successfully complete
a rehabilitation program will be terminated
and may not be considered for re-hiring for a
period of one year from the date of termination.
Acceptable proof of satisfactory completion of
7
. .
~ce Ab~se Policy
Augusta - R!chmond County Commission
March 1998
a rehabIlitation program will be required before
re-hirina will be considered,
D, D!sci"linarv Action.
Refe1ral to the EAP does not deprive the
Commission of the option of taking disciplinary
action against any employee in accordance
with this Policy,
2,2 POST REHABILITATION:
A. Aj'lY employee who successfully completes
a rehabilitation program and returns to work
will be c:onsidered a probationary employee for
the ned three-year period, The classification
of "prollO.tionary" applies to substance abuse
testing ,rmly, when used in the contert of this
Policy, The employee shall be responsible for
the costs of such tests, An employee's refusal
or faiw:re of any such test will cause the
employee to be immediately tenninated,
B, P.rior to returning to work, the employee
will be tested for illegal substances and will be
tested on an unannounced basis thereafter
during the period of probation, said testing not
to exceel~ 12 times each year,
INDIVIDUALS SUBJECT TO
TESTING
3,1 APPLICANTS/NEW EMPLOYEES:
All ~pplicants who have been ertended a
conditio:rtal job offer will be required to do the
followin!1 as part of the employment process:
A, Sl'UJmit to an illegal substance screening
before bc~coming an employee of the Commission
, Such ;screening must be completed within 24
hours oJ'the time the applicant is instructed to
submit ;to the screening, Any screening not
complet~!d within that 24 hour period will not
be accepted,
B, Slgn a Substance Abuse Coverage Form
(Form s.~ 1, a copy of which is attached as
AppendLtc 2) within 45 days of the first day of
work, wJ1ichform states that the applicant has
read, understands and agrees that he/she is
subject to this Policy as a condition of
employment with the Commission, The signed
form will be retained in the employee's
personn.d file,
C, S;[gn a Test Consent Form (SA-2, a copy
which u: attached as Appendix. 3), which form
authori2es the Commission and/or its
represeTI,tatives to perform the appropriate
tests to identify the presence of drugs or
controlh!d substances and releases test results
as nec~;sary to administer this Policy, The
signed J'orm will be forwarded to the Human
Resourcf!S Department where it will be retained
in the eTI1Ployee's personnel file,
D, Refusal of an applicant to sign Form SA-I
or SA-2 will remove the applicant from
consideration for employment with the
Commission since the employment process
cannot be completed,
3,2 TRANSFERS/pROMOTIONS:
A, Any employee who transfers or is
promoted into a scifety-sensitive position will be
drug tested prior to assuming the duties of the
position.
B. Any employee who is promoted or
transferred so as to become a Transit Employee
or CDL Holder will be drug tested, in
accordance with Federal regulations, prior to
assuming the duties of that position,
3,3 RETURN TO DUTY:
A, Employees who have successfully
completed a rehabilitation program will be
required to take a drug and/or alcohol test with
a negative result prior to returning to work.
B, Employees registering between ,02 to ,04
(but not including ,04) on an alcohol breath-
testing devise will be tested prior to returning
to duty to ensure their blood alcohol content is
below ,02,
C, Transit Employees or CDL Holders who
are out of work due to workers compensation
leave for 8 or more days will be drug tested
prior to resuming their job duties,
3,4 POST-ACCIDENl':
A. Re(1Ular Emplouees,
(I) Any employee involved in an accident or
incident in the course of employment who is
inJured and who requires and/or receives
medical treatment for the injury will be drug
and alcohol tested,
(2) Employees who receive medical treatment
for an occupational exposure (exposure to
disease, bloodborne pathogen) will not be drug
or alcohol tested, if the treatment is solely for
the occupational exposure,
(3) Any employee will be drug and alcohol
tested when, while operating a governmentpmotor vehicle, an accident occurs and results in
a fatality,
B, Transit Em"louees and CDL Holders,
Federal regulations establish the criteria for
post-accident testing for Transit Employees or
CDL Holders, Testing will be administered
when:
(I) afatality occurs from an accident;
(2) the employee receives a citation under
State or local law for a moving traffic violation
arising from the accident;
(3) a vehicle accident occurs and any of the
vehicles cannot move from the accident scene
8
~'ce Abuse Policy
Marcil 1998
Augusta - Richmond Couilty Commission
under their own power, This also applies to a
single Vi~hicle accident; or
(4) the performance of an employee could
have cOI'ltributed to the accident, as determined
by manrlgement usl.ng the best iriformation at
the timf~ of the decision,
C. ,Employees will be tested as soon as
possible' after the accident but not more than
32 hours after the accident,
D, E'mployees who are irifured in the course
of their employment, and refuse medical
treatment may be tested under the provisions of
"For Cause" testing, The irifury must be of such
gravity as to obviously require medical
attention.
3,5 FOl~-CAUSE (REASONABLE SUSPICION):
A. i:lny employee may be tested for illegal
substances and/or alcohol when, based on
specific, contemporaneous, articulable
observal:ions concerning the appearance,
behavioJ", speech, or body odors of an employee,
it is cletermined that there is reasonable
suspicion that the employee is violating this
Policy,
B, Jln illegal substances screening which
shows that a specimen may have been diluted,
tamperEd with, or substituted will be
considered reasonable suspicion for additional,
for-cause testing,
C. ~~he number of employees requested to
participate in a for-cause screening based on a
workpfuce incident may range from a single
individual to all personnel who were involved in
the incident or had access to the work area in
which tile incident occurred,
D, 'To initiate a for-cause screening, the
appropriate Department Head will use the For-
Cause 7'est Authorization Form (SA-3) attached
as Appel'ldix 4,
3,6 RANDOM TESTING PROGRAM:
A, Gtm.eraL
(1) !:mployees classified as safety.sensitive
will be 1'andomly tested for illegal substances,
A safety.sensitive employee may be tested up to
once pel' month,
(2) Criteria and standards for random
testing for regular employees are available for
review tit the Risk Management Office, Criteria
and standards for random testing of Transit
EmploYf~es and CDL Holders are found in the
federal regulations cited above, which are
available for review in the Risk Management
Office,
B, PllOGRAM INTEGRITY: To ensure the
selection process maintains tnLe random
integrity, no names, social security numbers,
employee numbers or any other identification of
individuals will be provided to the agency
which is responsible for selecting the random
numbers to be tested, which numbers are
generated through a computer program.
TRA1NlNG
4,1 NEW EMPLOYEES:
All full.time, regular new employees will be
required to attend an orientation within 45
days of their first day of work. The orientation
will include a program for Drug Awareness/
Effects of Drug Abuse and a briefing on this
Policy,
4,2 TRANSIT EMPLOYEES and CDL HOLDERS:
A, All Transit Employees and CDL Holders,
whether full-time or part-time, will be required
to attend an orientation within 45 days of their
first day of work. The orientation will include
a program for Drug Awareness/ Effects of Drug
Abuse and a briefing on this Policy, Transit
Employees and CDL Holders will be also be
required to attend a one. hour training session
on the effects and consequences of prohibited
drug use on personal health, safety, and the
work environment, and on the signs and
symptoms which may indicate prohibited drug
use, An additional hour of training will be
required regarding alcohoL
B, Supervisors of Transit Employees and
CDL Holders who may make reasonable
suspicion determinations will be required to
attend one hour of training on drug abuse and
one hour on alcohol abuse,
4,3 ANNUAL TRAINING:
All employees will be required to attend a
one-hour class on the effects of Drug and
Alcohol abuse each year,
APPENDICES:
1, Contractor Certificate
2, Substance Abuse Coverage Form
3, Test Consent Form
4, For Cause Test Authorization Form
5, Supervisor Referral Form
6, Alcohol Fact Sheet
The proponent agency for this policy is Risk
Management, Any comments questions, or
suggestions should be sent to: Risk
Management, Room 217 Municipal Building,
530 Greene Street, Augusta, Georgia 30911 or
by calling (706) 821-2301,
9
I .substai.!ce Ab~e
- Richmond County Commission
March 1998
CERTIFlCA TE
1,
01
(company name)
(contractor/vendor's certifying official)
(Address)
certify that a drug-free workplace will be provided for the employees of this
company during the perfonnance of this contract pursuant to section 50-24-3 of
Q,C.G.A.
I further certify that in accordance with Q, C. G.A, 50-24-3 paragraph (a) subsection
(2), that should this company require the services of a subcontractor as part of this
contract, that all subcontractors will be required to provide this company with a
certificate of compliance for the establishment of a Drug Free Work Place, I
understand that a drug-free work place may be provided by my:
(1) Publishing a statement notifying employees that the unlawful manufacture, sale, distribution, dispensation, possession,
or use of a controlled substance or marijuana is prohibited in the contractor's/subcontractor's workplace and specifying
the actions that will be taken against employees for violations of such prohibition;
(2) Establishing a drug-free awareness program to inform employees about:
<I, The dangers of drug abuse in the workplace;
b, The contractor's/subcontractor's policy of maintaining a drug-free workplace;
c. Any available drug counseling, rehabilitation, and employee assistance program; and
(I. The penalties that may be imposed upon employees for drug abuse violations.
(3) Providing each employee with a copy of the statement provided for in paragraph (1) above.
(4) Notifying each employee in the statement provided for in paragraph (1) above, that as a condition of employment. the
employee shall:
a. Abide by the terms of the statement; and
b. Notify the contractor/subcontractor of any criminal drug statute conviction for a violation occurring in the work
place within five days of the conviction;
(5) tllotifying the contracting principal representative within ten days after receiving from an employee or a subcontractor a
notice of conviction as provided under paragraph (4),b above or otherwise receiving actual notice of such a conviction;
(6) Making a good faith effort on a continuing basis to provide a drug,free workplace for employees; and
(7) Requiring that such contractor/subcontractor include in any agreement or contract with a subcontractor a provision that
such subcontractor will provide a drug-free workplace for his employees by complying with the provisions of
paragraphs (1), (2), (3), (4), and (6) listed above.
(Signature)
(Printed Name & Title)
APPENDIX 2
10
I Substance Abuse Polley
uSfa - Richmond COUltty Commission
March 1998
SUBSTANCE ABUSE COVERAGE FORM
I, , have read and understand the Augusta - Richmond
County Commission Substance Abuse Policy (the "Policy"),
I further understand that the manufacture, use, possession, sale or distribution or presence in body
of alcohol, drugs or illegal substances in the work place is strictly prohibited and may lead to my
immediate discharge from employment.
For purposes of this Policy, "drugs" or "illegal substances" or "controlled substances" is defined to
include illegal street drugs, legal drugs either taken for non-medical reasons or without a valid
prescrip1:ion and alcohol, but not to include prescription medication taken in accordance with a
physician's prescription and instructions, I also understand that the presence of such substances in
my syst,~m during work hours places unacceptable risk and burden on the safe and efficient operation
of my job, and, consequently, is strictly forbidden.
I und'3rstand that if I am a Transit employee or an employee required to have a CDL I will be tested
in accordance with testing requirements established by Federal regulations. I understand that if I work
in a safety-sensitive position (as that is defined in the Policy), I may be tested for illegal substances on
a random basis, I also understand that Augusta - Richmond County has a zero tolerance policy for
safety - sensitive employees, such that I will be terminated for any violation of the Substance Abuse
Policy,
I understand that based on reasonable suspicion, I may be tested for illegal substances (a "for-
cause test").
I understand that if I successfully complete a rehabilitation program and return to work for
Augusta-Richmond County, I may be tested for illegal substances on a random basis up to twelve
times per year for three years and that it is my responsibility to pay for these tests as a condition of
my employment,
I understand that if I am involved in an accident which results in my requiring and/or receiving
medical attention for injuries, I may be tested for illegal substances (a "post-accident test"). I
understand that Federal testing requirements, for Transit employees and holders of CDL licenses, may
require drug and/or alcohol testing in cases of vehicle accidents, even though there may be no injuries.
I also understand that my arrest and/or conviction for off-the-job drug and/or alcohol activities,
including driving under the influence, may constitute grounds for reasonable suspicion and a for-cause
illegal substances screening, and may cause me to have action taken against me, taking into
consideration (among other things). the nature of the charges, my job assignment and my record with
the Augusta - Richmond County Commission,
I undtHstand that it is my responsibility to read the Augusta - Richmond County Substance Abuse
Policy entirely, and that my cooperation with, and adherence to, the Augusta - Richmond County
Commis~;jon policies and procedures regarding substance abuse are conditions of my employment with
Augusta - Richmond County, and that if I violate or am insubordinate by refusing to cooperate with
any of these policies and procedures, I am subject to discipline up to and including discharge,
/
Employee
/
Payroll #
11
DATE
FORM SA-1
I .
Substaf,ICe Abuse Policy
I
Augusta - Richmom/ COUllty Commission
June 1998
APPENCIIX 3
SUBSTANCE ABUSE TEST CONSENT FORM
I, , do hereby give my consent to the Augusta
- Richmond County Commission (or its agent(s)) to collect a urine, breath and/or
blood sample from me as may be required under conditions of the Augusta -
Richmond County Commission's Substance Abuse Policy,
I further give my consent to the Commission to forward the sample(s) to a
qualified laboratory for its performance of appropriate tests thereon to identify the
presence of substances illegal under the Substance Abuse Policy,
I further give the testing laboratory my permission to release the results of such
test to Augusta-Richmond County Commission, Risk Management and/or the Medical
Review Officer for the Augusta-Richmond County Commission,
I hereby certify that I will not adulterate or substitute any urine sample given under
the Substance Abuse Policy,
Employee
Payroll No.
Date
Witness
Date
FORM :SA-2
. ,1. Subst~!ce Abuse eQlic~
Augll$ta - Imond Coul1ty Commi '
March 1998
* * * PERSONAL AND CONFIDENTIAL * * *
FOR-GAUSE/REASONABLE SUSPICION DRUG TEST AUTHORIZATION FORM
1. FOR-CAUSE TEST is requested for:
Print Employee Name: Payroll #:
Department: Job Title
I Physical Signs or Symptoms
01. Possessing, dispensing, or o 8. Loss of physical control, poor 015. Dilated or constricted
using prohibitod substance, coordination, unsteady gait, pupils or unusual eye movement
o 2. Slurred or incoherent speech o 9, Extreme fatigue or sleeping 016, Excessive sweating or
on the job, clamminess of skin
o 3. Bloodshot or watery eyes
o 10. Flushed or very pale face o 17, Shaking hands or body
o 4. Odor of alcohol tremors,
o 11, Nausea or vomiting
o 5, Odor of Marijuana 018, Dry mouth
o 12. Disheveled appearance or
o 6. Runny nose or sores around out of uniform o 19. Breathing irregularity or
nostrils. difficult breathing
o 13. Dizzyness or fainting
o 7, Puncture marks or "tracks" o 20, Inappropriate wearing of
o 14. Highly excited or nervous sunglasses.
o 21. Other (describe below)
1, Has there been a change to the employees quality and quantity of work? o NO If so describe:
2. Has the employees work relationships changed with fellow employees? o NO If so, describe:
3. Does the employee appear to "bring his personal/family problems" to work more than usual? 0 NO If so,
describe:
4, Have you noticed any recent changes in personality, moods, or behavior? ONO If so, describe:
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. .~ Substa4,ce A buse Policy
Augusta - Richmond County Commission
March. 1998
I PAGE 2 FOR-CAUSE REASONABLE SUSPICION DRUG TEST AUTHORIZATION FORM
NATURE OF INCIDENT/CAUSE FOR SUSPICION
o 1, Observed possession or use of a prohibited substance
o 2, Apparent drug or alcohol intoxication,
o 3, Observed abnormal or erratic behavior,
o 4. Other:
2. Test requested by:
Signature Date:
Printed Name: Payroll #:
Job Title: Department:
3, TEST AUTHORIZED BY:
Signature: Date:
Printed Name: Empl #:
Job Title: Department:
Additional Informatio,n
FORM SA-3
J
.
buse Policy
.,...........
Augusta - Ricll11umd COU1lty Commission
March 1998
APPENDIX 5 TO SUBSTANCE ABUSE POLICY
-CONFIDENTIAL-
NOTE: NOT FOR INCLUSION IN PERSONNEL FILE - Please print or type
This form is to be used as a guide in determining the extent and exact nature of the decline of your
employee's job performance. Please review the form with your employee. and be sure that both
parties siQn, Please call if you have any questions, Upon completion of the form please forward
to: CONCERN, Employee Assistance Program, 961 Broad Street,
Augusta, GA 30901-1232
Telephone: 722-2353, Toll Free 1-800-285-2353, FAX: 7229619
NAME AND TITLE OF EMPLOYEE:
COMPANY:
DEPARTMENT:
CHANGES IN WORK BEHAVIOR
() (Please explain in detail indicating when you first noticed changes,)
Frequent short absences:
Tardiness:
Unexplained disappearances from work station:
Reduced quantity of work:
Reduced quality of work:
Erratic work performance:
Missed deadlines:
Complaint~; from fellow workers:
Errors due to inattention or poor judgement:
Repeated minor accidents on or off job:
Inability to concentrate:
Irritability:
Overreaction to criticism:
,'. . ~ Substa~!ce Abuse Policy
Augusta - Ricllmond County Commission
CONCERN: EAP SUPERVISORY REFERRAL FORM
Complaints of not feeling well:
Undependable statements:
Deteriorati ng appearance:
Outside forces (i.e" family and financial garnishments) beginning to interfere
with work:
HospitalizHd more than should be expected:
Changes in personality pattern:
The above listing is inte:nded only as a guide. These indicators are most reliably applied to employees who have been good perfonners in the past
but who have had a recent decline in job perfonnance.
Additional Infonnation:
(Please list any additional infonnation or comments which you feel could be helpful. Attach additional sheets if necessary.)
RELEA.SE OF INFORMATION: (To be reviewed and signed during interview)
I authorize CONCERN: EAP to advise the person listed below whether or not I
scheduled and/or kept an appointment for services.
EMPLOYEE:
DATE:
SUPERVISOR:
TITLE:
TELEPHONE:
DATE:
CONTACT PERSON:
TELEPHONE:
(If different than above)
'.
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.: Augusta - Richmond County Commission
March 1998
ALCOHOL FACT SHEET
Alcohol is a socially acceptable drug that has been consumed throughout the
world for centuries, It is considered a recreational beverage when consumed in
moderation for enjoyment and relaxation during social gatherings, However, when
consumed primarily for its physical and mood-altering effects, it is a substance of
abuse, As a depressant; it slows down physical responses and progressively impairs
mental functions,
Signs clnd Symptoms of Use
* Dulled mental processes
* Lack of Coordination
* Odor of alcohol on breath
* Possible constricted pupils
* Sle:epy or stuporous conditions
* Slowed reaction rate
* Slurred speech
(NOTE: Except for the odor, these are general signs and symptoms of any depressant
substance)
Health Effects
The chronic consumption of alcohol (average of three servings per day of beer [12
ounces], whiskey [1 ounce], or wine [6 ounce glass]) over time may result in the
following health hazards:
* Decreased sexual functioning
* Dependency (up to 10 percent of all people who drink alcohol become
phvsically and/or mentally dependent on alcohol and can be termed "alcoholic"),
* Fatal liver diseases
* Increased cancers of the mouth, tongue, pharynx, esophagus, rectum, breast
and malignant melanoma,
* Kidney disease
* Pancreatitis
* Spontaneous abortion and neonatal mortality
* Ulcers
* Birth defects (up to 54 percent of all birth defects are alcohol related).
Social Issues
* Tw()- Thirds of all homicides are committed by people who drink prior to the
Crime,
* Two to three percent of the driving population is legally drunk at anyone time,
This rate is doubled at night and on weekends,
1
..
.
~ .
.':Augllsta, ~ Richmond County Comndssion
~~ ..
March 1998
.~ ;
I SubstanceAbuse1Policy
* Two thirds of all Americans will be involved in an alcohol-related vehicle accident
during their lifetimes,
* The rate of separation and divorce in families with alcohol dependency problems
is 7 times the average,
* Forty percent of family court cases are alcohol problem related,
* Alcoholics are 1 5 times more likely to commit suicide than are other segments of
the population,
* More than 60 percent of burns, 40 percent of falls, 69 percent of boating
accidents, and 76 percent of private aircraft accidents are alcohol related.
THE AI\lNUAL TOLL
* 24,000 people will die on the highway due to the legally impaired driver.
* 1 :2,000 more will die on the highway due to the alcohol-affected driver.
* 1 !),800 will die in non-highway accidents,
* 30,000 will die due to alcohol-caused liver disease,
* 10,000 will die due to alcohol-induced brain disease or suicide.
* Up to another 125,000 will die due to alcohol-related conditions or accidents,
Workpl,ace Issues
* It takes one hour for the average person (1 50 pounds) to process one serving of
an alcoholic beverage from the body,
* Impairment in coordination and judgment can be objectively measured with as
little as two drinks in the body,
* A person who is legally intoxicated is 6 times more likely to have an accident
than a sober person,
f, "
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'I ..,
Substar.lce Abuse Policy
. Augusta - Richmond County' Commission
Marcil 1998~'