DHE(LOCAL) - EMPLOYEE STANDARDS OF CONDUCT: SEARCHES AND ALCOHOL/DRUG TESTING

Drugs / Alcohol Prohibited

The District shall provide a safe, dependable transportation system and a healthy environment for its students and shall maintain a healthy working environment for its employees. Possession or use of alcohol, drugs, or controlled substances that may prevent employees from performing their duties safely shall be prohibited.

Reasonable Suspicion Searches

The District reserves the right to conduct searches when the District has reasonable suspicion to believe that a search will uncover evidence of work-related misconduct. The District may search the employee, the employee's personal items, work areas, lockers, and private vehicles parked on District premises or worksites or used in District business. Searches that reveal a violation of the District's standards of conduct may result in disciplinary action. [See DH]

Reasonable Suspicion Alcohol and Drug Testing

The District may remove an employee from duty and require testing if there is reasonable suspicion that the employee is under the influence of alcohol or drugs used in violation of District policy. The determination of reasonable suspicion may be based on specific observations of the appearance, behavior, speech, or body odors of the employee whose motor ability, emotional equilibrium, or mental acuity seems to be impaired while on duty or other relevant information. Any employee who is asked to submit to drug or alcohol testing shall be given the opportunity to provide relevant information about prescription or nonprescription medications that may affect the screening.

A District employee who refuses to comply with a directive to submit to testing based upon reasonable suspicion shall be subject to disciplinary action, up to and including termination.

A District employee confirmed to have violated the District's policy pertaining to alcohol or drugs may be subject to disciplinary action. [See DF series and DH]

Note: The following provisions apply to employees who are covered by the federal Department of Transportation (DOT) rules.

Federally Required Dot Testing Program

In accordance with Dot rules, the District shall establish an alcohol and controlled substances testing program to help prevent accidents and injuries resulting from the misuse of alcohol and controlled substances by the drivers of commercial motor vehicles, including school buses. The primary purpose of the testing program is to prevent impaired employees from performing safety-sensitive functions.

The Superintendent shall designate a District official who shall be responsible for ensuring that information is disseminated to employees covered under this testing program regarding prohibited driver conduct, alcohol and controlled substances tests, and the consequences that follow positive test results.

Drug-Related Violations

The following constitute drug-related violations under the DOT rules:

  1. Refusing to submit to a required test for alcohol or controlled substances.
  2. Providing an adulterated, diluted, or a substituted specimen on an alcohol or controlled substances test.
  3. Testing positive for alcohol, at a concentration of 0.04 or above, in a post-accident test.
  4. Testing positive for controlled substances in a post-accident test.
  5. Testing positive for alcohol, at a concentration of 0.04 or above, in a random test.
  6. Testing positive for controlled substances in a random test.
  7. Testing positive for alcohol, at a concentration of 0.04 or above, in a reasonable suspicion test.
  8. Testing positive for controlled substances in a reasonable suspicion test.

An employee who operates a commercial motor vehicle, including a bus, and commits a drug-related DOT violation as defined above shall not be eligible for reinstatement as a driver.

Alcohol Results Between 0.02 and 0.04

In accordance with DOT rules, a driver tested under this policy and found to have an alcohol concentration of 0.02 or greater, but less than 0.04, shall be suspended from driving duties for at least 24 hours.

[In the event of a subsequent positive test result for alcohol of 0.02 or greater but less than 0.04, see the disciplinary consequences at District-Imposed Consequences, below.]

Reasonable Suspicion Dot Testing

Only supervisors specifically trained in accordance with federal regulations may, based upon reasonable suspicion, remove a driver from a safety-sensitive position and require testing for alcohol and/or controlled substances. The determination of reasonable suspicion shall be based on specific observations of the appearance, behavior, speech, or body odors of the driver whose motor ability, emotional equilibrium, or mental acuity seems to be impaired. Such observations must take place just preceding, during, or just after the period of the workday that the driver is on duty.

The observations may include indication of the chronic and withdrawal effects of controlled substances. Within 24 hours of the observed behavior, the supervisor shall provide a signed, written record documenting the observations leading to a controlled substance reasonable suspicion test.

District-Imposed Consequences

In addition to the consequences established by federal law, a District employee confirmed to have violated the District's policy pertaining to alcohol or controlled substances, including a second or subsequent positive test result for alcohol of 0.02 or greater but less than 0.04, shall be subject to District-imposed discipline, as determined by his or her supervisor and the Superintendent. Such discipline may include any appropriate action from suspension without pay during the period of removal from safety-sensitive functions, up to and including termination of employment. [See DF series]

In cases where a driver is also employed in a nondriving capacity by the District, disciplinary action imposed for violation of alcohol and controlled substances policies shall apply to the employee's functions and duties that involve driving. Additionally, upon recommendation of the employee's supervisor, disciplinary measures up to and including termination of employment with the District may be considered.

Note: The following provisions address the District's drug- and alcohol-testing program.

Employees Subject to District Drug and Alcohol Testing

Under its own authority, the District shall apply the DOT testing regulations to employees who are responsible for repairing or maintaining school buses, operating, repairing, or maintaining heavy machinery, or repairing, maintaining, or routinely driving any other District vehicle, as such are all safety-sensitive functions.

Self-Reporting

Prior to the start of their workday, employees in safety-sensitive positions must report to their immediate supervisor their use of any prescription or over-the-counter drugs that may impair job performance or adversely affect the safety of others. It is the employee's responsibility to determine from a licensed medical practitioner who is familiar with the employee's medical history and assigned duties whether or not the prescribed drug and prescribed dosage would impair his or her job performance. When reporting prescription drug use, the employee must present the properly labeled drug container and/or the prescription. All prescriptions are subject to verification by the District. Each employee must provide medical authorization for the prescription when directed. Failure to do so may result in termination of employment.

Employees reporting their use of authorized drugs that would impair their job performance or adversely affect safety may be temporarily reassigned to an existing vacant position or may be required to take leave until the use is discontinued. Each instance shall be evaluated on its individual merits. Leave may be charged to sick leave or current vacation time if either is available.

Grapevine-Colleyville ISD

DHE(LOCAL)-X

UPDATE 111

DATE ISSUED: 7/16/2018