The College reserves the right to send an employee for alcohol or drug testing for reasonable suspicion of use or following a significant workplace injury or accident. Failure to sign the form to allow testing, refusing to submit to a required test, failing to provide an adequate and unadulterated sample for testing, or engaging in other conduct that obstructs the testing process shall subject the employee to corrective action, up to an including discharge. If a drug and/or alcohol test is required following a workplace accident, refusal to consent to the test may jeopardize an employee’s workers compensation benefits.
Testing will conform with all applicable federal, state, and local requirements concerning initial and confirmation testing procedures; cut-off levels; privacy for the individual in the collection of a test sample; chain-of-custody procedures to ensure proper and sanitary methods of collection, handling, labeling identification, storage, and transportation of the test sample; the opportunity to confidentially provide information to and discuss test results with a medical review officers; and confidentiality of test results and test-related information. All testing will be performed by an accredited drug testing facility that is licensed and approved under applicable state law and that meets applicable federal certification, guidelines, and requirements, such as those set forth by the Substance Abuse and Mental Health Services Administration (SAMHSA). The College will pay the cost of all drug and alcohol tests, initial and confirmation, that it requires. An employee or applicant must pay the costs of any additional drug or alcohol tests that the College does not require.
The College is not required to send an employee for drug or alcohol testing as a prerequisite to imposing discipline for violation of this policy.