FILE:  GAME

Cf:  GAMFC

 

SUBSTANCE ABUSE AND ALCOHOL TESTING

 

 

The Cameron Parish School Board has a long standing commitment to maintain the highest standards for employee safety and health.  In an effort to promote and maintain a safe, healthful, productive and efficient environment and work place, the Cameron Parish School Board adopts a policy against controlled substance abuse and alcohol misuse which conforms to all requirements issued by the United States Department of Transportation as outlined in 49 CFR Part 40 and 49 CFR 382, et al.

 

To accomplish this purpose, the Cameron Parish School Board does hereby prohibit the possession, use, distribution or sale of illegal drugs on all work locations by an employee or contract employee.  Any employee reporting for work in a condition caused by off-duty use of controlled substances and the misuse of alcohol which is determined to affect his/her ability to perform work, shall be deemed in violation of the Cameron Parish School Board policy and subject to disciplinary action set forth below.

 

APPLICABILITY

 

This policy applies to every person employed by or contracted to the Cameron Parish School Board who operates a commercial motor vehicle in interstate or intrastate commerce and is subject to the commercial driver's license.  This policy covers all full-time and part-time (substitute and activity) covered drivers during any period in which he/she is actually performing, ready to perform, immediately available to perform (drive) a vehicle.  An applicant or employee in a covered function shall be subject to the following tests:  pre-employment, post-accident, reasonable suspicion or cause, random, return-to-duty, follow-up tests.

 

CONSEQUENCES OF POSITIVE TEST RESULTS

 

  1. Applicants: 

    Job applicants will be denied employment with the Cameron Parish School Board if their test results are positive on a pre-employment drug or alcohol test.
     

  2. Employees: 

    If an employee's test results are positive on a random, post-accident or reasonable cause drug or alcohol test, the employee is subject to disciplinary action including termination of employment.

    A school bus operator that tests positive for the presence of alcohol of .08 percent or higher or certain drugs on tests administered in the scope of the operator's employment as a school bus operator shall be prohibited from driving a bus or transporting students in any manner until the Board determines the operator may return to driving.
     

  3. Retest of a positive drug result:

    An applicant or an employee has the right to a retest of the split specimen, at employee's or applicant's expense, within 72 hours after the notification by the Medical Review Officer that the results are positive.

 

POSITIVE TEST RESULT

 

Controlled Substances:  Results must be at or above the testing levels.

 

DRUG 

SCREEN

CONFIRMATION

Marijuana (Cannabinoid)

50 ng/ml 

15 ng/ml

Cocaine

300 ng/ml 

150 ng/ml

Opiates

300 ng/ml 

300 ng/ml

Amphetamines

1000 ng/ml 

500 ng/ml

Phencyclidine

25 ng/ml 

25 ng/ml

Alcohol 

 0.02 to less than 0.04

0.04 or higher

                                                            

Department of Transportation Prohibitions 49 CFR 382 Subpart B

 

Alcohol:

49 CFR 382 requires an employer to remove from the covered position (driving) and refer to a substance abuse professional, any employee that tests positive (0.04) and remove from the covered function any employee that tests 0.02 to less than 0.04 for at least 8 hours after his/her present shift has ended.

 

Controlled Substances:

49 CFR 382 requires an employer to remove from the covered position (driving) any employee who has a positive test result.

 

Refusal to Test:

No driver shall refuse to submit to a post-accident, random, reasonable suspicion or follow-up controlled substance or alcohol test and remain on duty.  Refusal to test is considered a positive result.

 

CAMERON PARISH SCHOOL BOARD DISCIPLINARY ACTION

 

Any employee testing 0.02 or higher on an alcohol test shall be removed from the covered position (driving) and referred to a substance abuse professional.  Employee will be recommended for job termination.

 

Any employee whose controlled substance test results are positive will be removed from covered function (driving) and referred to a substance abuse professional.  Employee will be recommended for job termination.

 

Any employee that is removed from a covered function is immediately suspended without pay pending Board action.

 

Nothing in this policy shall be construed as to deny any employee the right to due process under the law.

 

Revised:  October, 1997

 

 

Ref:    49 USC 5331 (The Omnibus Transportation Employee Testing Act of 1991)

49 CFR 40.1 et seq. (Procedures For Transportation Workplace Drug and Alcohol Testing Programs)

49 CFR 382 (Controlled Substances and Alcohol Use and Testing)

La. Rev. Stat. Ann. ยงยง17:81, 17:491.2, 23:1601, 49:1111

 

Cameron Parish School Board