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Model Plan for a Comprehensive Drug-Free Workplace Program A. Objectives To maintain the high professional standards of
the [Agency's] workforce, it is imperative that individuals who use illegal
drugs be screened out during the initial employment process before they are
placed on the employment rolls of the [Agency]. This procedure will have
a positive effect on reducing instances of illegal drug use by employees
working within the [Agency], and will provide for a safer work
environment. For these reasons, drug testing shall be required of all
applicants as defined in Section II. Every vacancy announcement for positions designated for applicant testing shall state: "All applicants tentatively selected for this position will be required to submit to urinalysis to screen for illegal drug use prior to appointment."In addition, each applicant will be notified that appointment to the position will be contingent upon a negative drug test result. Failure of the vacancy announcement to contain this statement notice will not preclude applicant testing if advance written notice is provided applicants in some other manner. The Drug Program Coordinator shall direct applicants to an appropriate collection facility. The drug test must be undertaken as soon after notification as possible, and no later than 48 hours after notice to the applicant. Where appropriate, applicants may be reimbursed for reasonable travel expenses. Applicants shall be advised of the opportunity to
submit medical documentation that may support a legitimate use for a specific
drug and that such information will be reviewed only by the Medical Review
Officer to determine whether the individual is licitly using an otherwise
illegal drug. Upon notification that an individual has been
tentatively selected for employment with the [Agency], the [Manager of the
Personnel Division] shall assure, after consultation with the Medical Review
Officer, that a drug test has been conducted on that individual and determine
whether the test result is a verified positive result. The [Agency] will decline to extend a final offer of
employment to any applicant with a verified positive test result, and such
applicant may not reapply to the [Agency] for a period of six months. The
Personnel Officer working on the applicant's certificate shall be directed to
object to the applicant on the basis of failure to pass the physical, a lack of
personal characteristics necessary to relate to public employment or failure to
support the goals of the [Agency]. The [Agency] shall inform such applicant
that a confirmed presence of an illegal drug in the applicant's urine precludes
the [Agency] from hiring the applicant. Previous | Table of Contents | Next
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