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Attachment A
ALPHABETICAL INDEX OF DRUG TESTING POSITIONS

Attachment B
FOR CAUSE DRUG TESTING AUTHORIZATION

Attachment B as an interactive .pdf file

Substance Abuse Policy

1.0. Purpose
Persons who are impaired by substance abuse endanger patients, themselves, and their fellow workers. By prohibiting substance abuse, and by establishing a program to determine whether employees are engaged in substance abuse, this policy seeks to prevent its risks and ill effects. This policy replaces all existing policies concerning substance abuse and drug testing of employees.

2.0. Definitions

2.1. Substance abuse shall mean:

1. The use or possession of any drug in a manner prohibited by law; and
2. The use of alcohol or any legal drug or other substance in such a way that the users performance as a health care provider is impaired.

2.2. Impaired shall mean that a persons mental or physical capabilities are reduced below their normal levels (with or without any reasonable accommodation for a disability).

2.3. A positive drug test shall mean any drug test whose results indicate that the employee has committed substance abuse, according to the current NIDA standards and the definitions in this policy. No test results shall be reported as positive without a gas chromatography / mass spectrometry analysis.

2.4. A negative drug test shall mean any drug test whose results do not indicate a positive drug test.

2.5. Reasonable cause shall mean that evidence which forms a reasonable basis for concluding that it is more likely than not that a person has engaged in substance abuse. Facts which could give rise to reasonable cause include, but are not limited to:

-The odor of alcohol or drugs; -Impaired behavior such as slurred speech and decreased motor coordination; -Marked changes in personality or job performance; and -Unexplained accidents.

2.6. Covered employees shall mean those employees holding the positions listed in Attachment A. Attachment A shall consist of all faculty and staff of the Medical College of Georgia who provide care to patients, all Public Safety officers, and all employees who are authorized to operate MCG vehicles pursuant to Administrative Policy and Procedure 1.6.23. Attachment A of this policy may be amended by the Director of Human Resources.

3.0. Work Rules

3.1. Substance abuse is prohibited. Any employee who engages in substance abuse at work or on campus may be discharged. Employees who engage in substance abuse off campus and not during working hours may be discharged if their substance abuse does affect, or is likely to affect, their ability to perform their official duties.

3.2. Employees who refuse to participate in a drug test required under this policy may be discharged.

3.3. In no event should employees perform their official duties while they are impaired.

3.4. If an employee is convicted (or given first offender treatment, or pleads nolo contendere) in any court for a crime which constitutes substance abuse, they must report this to their supervisor. Employees who fail to do so may be discharged.

4.0. Drug Testing Procedures

4.1. The drug tests required by this policy shall be performed in accordance with the current procedures of either the Clinical Pathology Laboratory of the MCG Hospital and Clinics (for faculty and staff at the Augusta campus), or the laboratory with which the State has contracted to perform drug testing (for employees at other sites). These procedures shall ensure that the sample identified to an employee actually contains materials from that employee, that the samples are protected from tampering, and that the analysis of them is done in accordance with reasonable and accepted medical standards.

4.2. The tests shall screen for the use of drugs whose use is either illegal, or which are prone to abuse, as determined at the discretion of the Director of the Clinical Pathology Laboratory or the State contract laboratory. If the drug test is being performed pursuant to reasonable cause to believe that a Covered Employee is abusing a particular drug or substance, then the test shall also screen for that particular drug or substance.

4.3. The results of a classified employees drug test shall be communicated by the laboratory to the Director of Human Resources, who shall notify the employee and the employees supervisor of any positive drug test. The results of a faculty members drug test shall be communicated by the laboratory to the Provost, who shall communicate the results to the faculty member and their Department Chair and Dean.

4.4. The laboratory may bill the budget unit of the applicant or employee for the tests performed pursuant to this policy.

5.0. Pre-employment Drug Testing

5.1. All covered employees shall undergo a drug screening test prior to beginning work as an employee of the Medical College of Georgia.

5.2. The Director of Human Resources shall be responsible for ensuring that all applicants for positions listed in Attachment A provide a sample for drug testing before they report for duty, or within ten days of reporting.

5.3. Any applicant or covered employee who fails to provide a sample for pre-employment drug testing shall be discharged, or not hired. Any applicants or covered employees with a positive pre-employment drug test will be discharged, or not hired. Such persons shall not be eligible for employment by the State of Georgia for two years.

6.0. For Cause Drug Testing

6.1. All covered employees shall undergo a drug screening test when reasonable cause exists to believe that they have committed substance abuse.

6.2. If any employee has reason to believe that a covered employee is engaged in substance abuse in violation of this policy, they should report this fact to the supervisor of the apparently abusing employee.

6.3. If a supervisor has reasonable cause to believe that a covered employee under their supervision is engaging in substance abuse in violation of this policy, then they should seek permission to perform a drug test. To document this process, Attachment B should be completed.

6.4. Authorization for a drug test for cause must be obtained from both:

1. The Director of Human Resources (or designee); and,
2. One of the following, as appropriate:

   -The Assistant Hospital Director or higher authority, for Covered Employees assigned to the MCG Hospital and Clinics or Children's Medical Center; or,

   -The Department Head or higher authority, for all other Covered Employees at the Augusta campus of MCG; or,

   -The highest-ranking MCG administrator at any other location.

6.5. If authorization for a drug test for cause is given, then the employee shall be directed to provide a sample for testing immediately. The Human Resources Division and the employees supervisor shall coordinate with the laboratory to arrange the test. Pending the results of such a test, covered employees shall be placed on paid administrative leave, and they shall be removed from duty. Supervisors should advise impaired employees that they should not drive. It is the responsibility of the impaired employee to arrange for their own safe transportation from MCG.

6.6 Covered employees with a positive for cause drug test may be discharged.

7.0. Random Drug Testing

7.1. All covered employees who are Public Safety Officers or who hold Commercial Drivers Licenses for their official duties shall be subject to random drug testing.

7.2. Once a month, the Division of Human Resources shall randomly pick no fewer than eight Public Safety Officers and/or holders of Commercial Drivers Licenses for drug testing. Human Resources shall provide a list of the chosen employees to the Director of Public Safety (or the Directors designee), who shall ensure that the chosen employees and their supervisors are notified and that the employee submits to the drug test as directed. In no event shall the employee to be tested receive notice of the test earlier than the day or shift during which they are to be tested.

8.0. Counseling and Rehabilitation

8.1. It is recognized and accepted that early treatment is the key to rehabilitation for substance abusers. Employees are encouraged to voluntarily request counseling or rehabilitation before their substance abuse leads to disciplinary or work related problems. If, prior to an arrest for substance abuse, an employee notifies their immediate supervisor that they illegally use a controlled substance, marijuana, or a dangerous drug and is receiving or agrees to receive treatment under a drug abuse and education program, such employee shall be retained for up to one year as long as the employee successfully follows the treatment program. If the employee fails to successfully follow the program, they must be discharged. No statement made by an employee to their supervisor in complying with this program shall be admissible against the employee in any proceeding. The rights granted in this section shall be available to an employee only once during a five year period, and shall not apply to an employee who has been asked to provide a sample for cause, or an employee who has refused a drug test, or tested positive for controlled substance, marijuana, or a dangerous drug.

9.0. Appeals

9.1. Employees who are disciplined for substance abuse may appeal the discipline under the relevant classified employee or faculty policies.

Date: April 1998 | Rev. No. | Rev. Date: | No. 1.4.32

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Administrative Policies & Procedures  
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January 10, 2003