Substance Abuse Testing for Bookmobile Drivers
- Adopted: December 19, 1995
- Effective: January 1, 1996
- Revised: January 26, 2009
The use, sale, purchase, possession, transfer, manufacture or being under the influence of illegal drugs, or any controlled substance (hereafter “drugs”), or alcohol, other than the proper use of lawfully prescribed medication, on the Employer’s time, including break time, while on the Employer’s premises, or while operating or in possession of an Employer’s vehicle, is strictly prohibited.
Section 1 – Requirements
Kalamazoo Public Library will test bookmobile drivers for the presence of illegal drugs and/or alcohol under the following circumstances: (1) pre-employment; (2) post-accident; (3) random; (4) reasonable suspicion and (5) return to duty.
An employee will test positive for alcohol if their blood alcohol concentration is at or above federally stipulated levels. A drug test revealing the presence of a controlled substance at or above federally stipulated levels will be considered a positive test.
Under no circumstances will Kalamazoo Public Library be required to pay the employee wages for time which he/she is removed from the job for any violation of the substance abuse testing policy.
The types of testing are:
A. Pre-Employment Testing - An individual must pass a drug test before serving as a bookmobile driver.
B. Post-Accident Testing - A bookmobile driver who is involved in an accident, may be required to submit to a drug or alcohol test, if the accident results in a loss of human life or a citation under State or local law for a moving traffic violation. If the test is positive, the employee will not be allowed to drive the bookmobile.
C. Random - At unannounced times spread reasonably throughout the year, bookmobile drivers may be randomly selected for testing. Random selection will ensure drivers have an equal chance of being tested each time selections are made.
D. Reasonable Suspicion - A bookmobile driver who is reasonably suspected of using drugs or alcohol must be administered a drug or alcohol test and will not be allowed to drive until a negative test result is obtained. An employee is reasonably suspected of using a prohibited drug or alcohol when a supervisor can substantiate specific behavioral, performance or contemporaneous physical indicators of probable drug or alcohol use.
E. Return to duty - After a confirmed positive drug test or an alcohol test at or above accepted levels, a bookmobile driver may not drive until they undergo a return to duty test and test negative for drugs or alcohol. An employee returning to work as a bookmobile driver will be subject to unannounced follow up testing. The number and frequency of such testing will consist of at least six (6) tests in the first twelve (12) months following the driver’s return to duty. Follow up testing will not exceed sixty (60) months from the driver’s return to duty. A second positive test of any type or refusal to take a test within this sixty (60) month period will result in immediate discharge.
Section 2 – Terms
A. Violations – Any covered employee who tests positive for alcohol or drugs will not be allowed to drive the bookmobile. If the test shows an alcohol concentration of 0.02 or greater, but less than 0.04, the employee will not be permitted to drive until the start of his/her next regularly scheduled shift, but not sooner than twenty-four (24) hours following the administration of the test. Employees with a positive drug test or a blood/alcohol concentration of 0.04 or greater will be required to be evaluated by a substance abuse professional who shall determine what assistance, if any, the employee needs in resolving problems associated with alcohol or drug abuse. If the substance abuse professional recommends a treatment program (inpatient or out patient, the cost, if not covered by insurance, to be borne by the employee), the employee must fully comply with the terms of the treatment program, successfully complete the program and pass a return to duty test within sixty (60) calendar days of the initial positive test. Employees not complying with these terms will be discharged. An employee removed from work due to a positive test will be permitted to use paid leave or unpaid leave.
B. Volunteering for Treatment – Legitimate requests for leaves of absence for voluntary treatment of a drug and/or alcohol abuse problem will be granted. The employee may use accrued paid leave or unpaid leave. Within sixty (60) days after the leave begins, the employee must successfully complete the approved treatment/rehabilitation program and pass the return to duty drug or alcohol test. The employee will be subject to all return to duty requirements, except a positive test during the sixty (60) month period will be treated as the first positive test.
C. Refusal to Comply – Refusal to comply with an order for a drug or alcohol test will result in discharge from employment. If an employee refuses such an order, a union representative will be present when the order is reissued.
D. Substance Abuse Professional – The Substance Abuse Professional will be selected by the Employer.
E. Payment for Testing Time – Required drug or alcohol testing will be on paid time.
F. Medication – Drivers must inform their supervisor if they are taking a prescribed medication or over-the-counter drug which may affect/impair their driving.
G. Privacy Rights – Test results will be known only to management personnel on a need to know basis and will be securely maintained in a file separate from an employee’s personnel file.