UC IRVINE ADMINISTRATIVE POLICIES & PROCEDURES

Responsible Office: Environmental Health & Safety Issued: November 1998

UCI Administrative Policies & Procedures
Section 903-29, Drug and Alcohol Testing of Transportation Employees Policy

A. Testing Procedure

Responsibility		Action
Supervisor	1.	Notify campus EH&S before allowing an employee to drive any of the vehicles described in Policy
	2.	Notify campus EH&S if a supervisor determines testing is required under the (accident) or (reasonable suspicion) provisions of policy.
	3.	Arrange for testing of newly hired employees and employees who occasionally drive the vehicles described in Policy, and add their names to the random selection list.
Lab	4.	Randomly select names of employees to be tested.
	5.	Notify campus EH&S of each employee selected.
EH&S	6.	Notify the supervisor of each employee selected.
Supervisor	7.	Contact employee immediately (or as soon as employee comes on duty). If employee is selected for alcohol testing only.
	8.	Send employee to testing site (or in the case of reasonable suspicion testing, escort employee to testing site).
Employee	9.	Go immediately to testing site and complete test.
	10.	Return to work as soon as directed by supervisor.

B. Handling of Test Results

Responsibility		Action
Medical Review Officer	1.	Receive test results from laboratory
	2.	Verify lab results:
		(a) Notify employee if laboratory test is positive; provide an opportunity for employee to discuss the result; and process request (if any) for re-test of split sample.
		(b) Review and interpret each positive test result, including employee's medical history and related medical records.
		(c) Classify result as "verified positive" or "negative."
	3.	Notify campus EH&S of negative and verified positive results.
EH&S	4.	Report negative test results to supervisor.
	5.	Report verified positive test results to supervisor and Human Resource Consultant.

C. Verified Positive Results

Responsibility		Action
Supervisor	1.	When verified positive test result is received, contact Human Resource Consultant.
Medical Review Officer	2.	Refer employee to a DOT-qualified substance abuse professional at Faculty and Staff Assistance Program.
Faculty and Staff Assistance Program	3.	Administer structuralized test and determine necessary level of treatment
	4.	Treat employee or refer employee to another provider for treatment.
Employee	5.	Complete treatment program.
Faculty and Staff Assistance Program (or community Substance Abuse Professional)	6.	Determine whether employee has complied, with and completed initial treatment. If so, certify ability to return to work after consultation with Medical Review Officer.
	7.	Notify campus EH&S to schedule random unannounced follow-up testing.

D. Consequences for Transportation Employees Engaging in Alcohol or Drug Related Conduct

1. Applicable to all covered employees:
• employee will be removed from his/her transportation position immediately and placed on investigatory leave pending determination of test results.

• if determination is made that the positive test resulted from ingestion of medically prescribed drugs appropriate supervisory review will be made. If determination is made that the employee failed to advise the appropriate supervisor of the employee’s need to take medication that could impair his/her operation of a vehicle, the employee will be disciplined in accordance with appropriate personnel policy or collective bargaining agreement.

• if determination is made that the positive test resulted from ingestion of alcohol or controlled substances, the employee will be disciplined in accordance with appropriate personnel policy or collective bargaining agreement.

• if employee refuses to submit to testing, employee will be disciplined in accordance with appropriate personnel policy or collective bargaining agreement.

• referral must be made to a Substance Abuse Professional for evaluation. If such referral is made to a professional outside the University, or to a rehabilitation facility, the employee is responsible for all costs incurred.

2. Applicable to transportation employees whose test results show an alcohol concentration at 0.02 but less than 0.04:
• will be removed from his/her transportation position immediately and placed on investigatory leave pending re-testing or a time period of eight (8) hours, whichever is longer.

3. Employees who have violated any provision of this policy are subject to unannounced follow-up alcohol tests and will not be returned to their positions until:
• they have been evaluated by a substance abuse professional;

• they have complied with any recommended treatment;

• they have taken a return-to-duty alcohol test (with a result less than 0.02)

D. Records Retention

The testing laboratory will maintain the following records in a secure location with controlled access:

1. Five year record retention: Records of any employee alcohol test results indicating an alcohol concentration of 0.02 or greater; documentation of refusals to t.ake required alcohol or controlled substance tests;

2. Two year record retention: Records related to the collection process and supervisory training.

3. One year record retention: Records of any negative and canceled controlled substance test results and alcohol test results with a concentration of less than 0.02.

E. Privacy

Except as required by law, no information about specific alcohol and controlled substance testing will be released by the University to outside parties. A covered employee is entitled, upon written request, to obtain copies of any records pertaining to the employee’s use of alcohol or controlled substances, including any records pertaining to the employee’s alcohol or controlled substances tests.

F. Further Information

Questions regarding this material should be directed to the Human Resources Consultants.