• Drug & Alcohol - The vast majority of drug users are employed, and when they arrive for work, they don't leave their problems at the door. Of the 17.2 million illicit drug users aged 18 or older in 2005, 12.9 million (74.8 percent) were employed either full or part time. Furthermore, research indicates that between 10 and 20 percent of the nation's workers who die on the job test positive for alcohol or other drugs. In fact, industries with the highest rates of drug use are the same as those at a high risk for occupational injuries, such as construction, mining, manufacturing and wholesale.

  • Manager training for EMS based on ISO 14000.
  • Key Points Regarding Procedure

    All employees have responsibility to report suspicious behavior to their supervisor and will be held accountable for such.  If it is their supervisor who is acting suspiciously, an employee should report to the next person in the chain of management, or to HR if no one in the management chain is immediately available.

    The supervisor should have a conversation with the employee as soon as possible explaining their reasons for suspicion. The supervisor should ask the employee if they are under the influence of alcohol or drugs. In addition, they should reference the Board Policy and the Reasonable Suspicion Policy; explaining the company’s position on a drug and alcohol free workplace.

    Call for a Safety Supervisor immediately and when possible, call HR for assistance Be aware that a medical emergency may be the reason for the suspicious behavior (i.e., diabetic shock may look like intoxication).  Safety is trained in this area – they will assess the situation and respond accordingly if it is a medical emergency.

    Document incident using the – “Report for Reasonable Suspicion Testing” form.

    Always have second management witness, preferably a Public Safety Supervisor or HR Representative.

    If employee is to be drug/alcohol screened, they should be transported by employer with witness.If employee refuses test, it is insubordination and an acknowledgment that he/she is under influence of alcohol and/or drugs.

    If it is determined employee is not in a condition to continue working or is unsafe, company will transport employee home (after proper treatment and testing have been conducted).  If employee refuses company transportation, he/she must make arrangements for a non-employee to provide transportation home.  The employee should never be allowed to drive when they are impaired. 

    If not already involved, HR should be contacted regarding incident as soon as possible.