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Drug and Alcohol Testing Policy


Maryville University is committed to providing an environment that ensures the well-being and safety of the employees, students and campus visitors. In order to assure that safety and well-being, testing will be performed under the following circumstances.

I. All Maryville University employees are subject to sections A and B below.

Post-accident
After an accident with either significant property damage or personal injury, parties involved in the accident or injury will be tested as soon as the collection site is available.

For-cause tests
Any employee may be requested to undergo drug and/or alcohol testing if:

  • The employee appears to be in an unfit condition at work,
  • The employee exhibits physical signs of alcohol and/or illegal drug use such as glassy eyes or having an odor of alcohol or drugs,
  • The employee is involved in an accident while on the job,
  • The employee violates the University’s Drug and Alcohol policy.

Employees in the categories listed in C below will be required to undergo pre-employment and random annual tests. 

Pre-employment
All offers of employment for the following covered positions will be contingent on satisfactory results of a drug test: All Physical Plant personnel, all Campus Public Safety personnel, Science Lab Manager, Director of Residential Life, Assistant Director of Residential Life, Residential Life Coordinator, Housing Operations & Project Specialist, Director of Campus Ministry and Community Service, Director of Personal Counseling, Personal Counselor, Athletic Director, Associate Athletic Director, Assistant Director of Athletics (NCAA Compliance), Assistant Director of Athletics for Communications, Head Athletic Trainer, Assistant Athletic Trainer(s), all Athletic Coaches, and Driving Lab Instructors. If an applicant fails to comply with the Drug and Alcohol Testing Policy, he or she will not be eligible for employment.

Random Tests
Due to the safety-sensitive nature of all covered occupations, employees in those positions will be required to submit to random drug and alcohol tests.

II. Procedures

The Drug and Alcohol Testing Program will be administered by the Director of Human Resources/Designee.

The drug screening will be conducted to detect only the following drug groups using industry thresholds as established by the Federal Department of Health and Human Services Substance Abuse and Mental Health Services Administration (SAMHSA) to establish a positive result:

  • Amphetamine/Methamphetamines (e.g., Speed, Crystal)
  • Benzodiazepines (e.g., Valium, Librium, Oxazpam, Serax, Dalmane, Ativan)
  • Barbiturates (e.g., Amobarbital, Butabarbital, Pentobarbital, Phenobarbital and Seconbarbital)
  • Cocaine
  • Methadone
  • Ethanol (alcohol)
  • Opiates (e.g. Codeine, Heroin, Morphine)
  • Phencyclidine (PCP)
  • THC (marijuana)
  • Hallucinogens (e.g. LSD)
  • Steroids

Individuals may provide appropriate documentation of legally prescribed drugs. Such documentation will be included in the review of test results.

Specimen Collection
The Medical Contractor’s personnel will be responsible for obtaining the urine specimen from the individual being tested.

Individuals to be random-tested will be notified at the start of their shift. They will present themselves for testing at the earliest possible time during the shift and no later than four hours after being notified that they are to be tested. Refusals or failures to complete the test as required will be referred by the Director of Human Resources to the supervisor of the position for investigation and appropriate discipline up to and including termination.

The standard for alcohol testing via collection of a blood sample or BAT (breath alcohol test) will be the converted equivalent of a blood alcohol level of 0.02 percent. An alcohol testing level of 0.02 percent or above will be treated as a “positive” result. Any measurable amount of alcohol up to 0.02 percent shall be cause for mandatory referral of the employee to the Employee Assistance Program (EAP) in the first instance. Additional failures will result in discipline as listed in 3 below.

Records
All drug testing information relating to individual employees or candidates is strictly confidential. All records related to the testing will be maintained in the Office of Human Resources.

  • Unjustifiable positive test results for controlled substances (including illegal “street” drugs, unprescribed anabolic steroids, and unprescribed prescription medication) from an individual presenting for a pre-employment drug test – withdrawal of job offer.
  • Unjustifiable positive test results for controlled substances (including illegal “street” drugs, unprescribed anabolic steroids, and unprescribed prescription medication) from a current employee of Unjustifiable positive test results for controlled substances that are legally prescribed for other than the employee (proof must be submitted by the employee to verify that the prescription is legal) – discipline may include: reprimand, unpaid administrative leave, mandatory EAP referral, reinstatement only upon release from the EAP and a negative test result, and other measures up to and including termination.
  • Unjustifiable positive test results for alcohol 0.02% or above will be treated as a positive result – discipline may include: reprimand, unpaid administrative leave, mandatory EAP referral, reinstatement only upon release from the EAP and a negative test result, and other measures up to and including termination.
  • Dilute negative test results will result in re-testing of the employee or applicant. A second dilute negative test result may result in re-testing using hair analysis.

Voluntary Requests for Assistance
Maryville will take no adverse employment action against an employee who, prior to detection, voluntarily seeks treatment, counseling or other support for an alcohol or drug-related problem, other than removal of the employee from the current assignment if the employee is unfit for duty. The University will make available through the EAP a means by which the employee may obtain referrals and treatment. All such requests will be confidential, and any information received by the University shall not be used in any manner adverse to the employee’s interest, with the exception of removing the employee from the current assignment while the employee is unfit for duty.

While undergoing voluntary treatment or evaluation, the employee will be allowed to use accumulated sick leave and vacation leave, not to exceed 12 weeks. While undergoing treatment, the employee will comply with and implement all conditions and recommendations of the program counselor or treatment team.

The provisions of the voluntary request for assistance option is not applicable when the request for assistance follows the order to submit to testing or follows a finding that the employee is using illegal drug(s) or alcohol.

This shall not be construed as an obligation on the part of Maryville University to retain an employee on active status throughout the periods of rehabilitation if it is appropriately determined that the employee’s current use of alcohol or drugs prevents such individual from performing the duties of an employee or whose continuation on active status could constitute a direct threat to the property or safety of the University or the general public.

The ingestion of poppy seeds, which are contained in a variety of food products, may result in a positive drug test result for opiates. If the drug-testing laboratory determines that the level of deterred opiates is scientifically consistent with foods usage, there will be no discipline imposed by the University.