Page 128 - School Bus Operators and Attendants Handbook

POLICIES

performance indications of drug or alcohol misuse. As a condition of employment, employees are
required to remain away from the place of duty and off District property while under the
influence of drugs or alcohol. Covered employees will notify their supervisors of any prescription,
therapeutic drug use that might impair performance of safety sensitive functions.

e. Use Following an Accident-- No covered employee involved in an accident shall use alcohol for
eight (8) hours following an accident, or until undergoing a post-accident alcohol test, whichever
occurs first.

f. Refusal to Submit to a Required Alcohol or Controlled Substances Test.-- No covered employee
shall refuse to submit to a post-accident alcohol or controlled substances test, a reasonable
suspicion alcohol or controlled substances test, a fitness for duty alcohol or controlled
substances test, or a follow-up alcohol or controlled substances test. Failure to complete and
sign testing form(s), to provide an adequate specimen, or otherwise to cooperate with the
testing process in a way that prevents the completion of the test shall be considered a refusal to
test and shall be deemed a positive test result. Any attempt to adulterate a specimen or provide
a specimen that is adulterated shall also be considered a refusal to test and deemed a positive
test result. Any obstruction to and lack of cooperation with the testing process shall be
considered a refusal to test and deemed a positive test result.

g. Controlled Substances Use-- No covered employee shall report for duty or remain on duty while
under the influence of any controlled substance, except when the use is pursuant to instructions
of a licensed medical practitioner, who has advised the individual that the substance will not
adversely affect the individual’s ability to safely perform work duties.

h. Controlled Substances Testing.-- No covered employee shall report for duty or remain on duty
after testing positive for controlled substances; the employee shall be placed in an unpaid, non-
duty status, or on annual or sick leave, at the employee’s option (unless the employee is
incarcerated, in which case annual or sick leave is not an option).

4. Verification of Records of Past Employers-- the District is required to inquire about drug and
alcohol test results of covered employees hired after January 1, 1995, from previous regulated
employers. The District is mandated to:

a. Inquire, pursuant to the covered employee’s written consent, and obtain information generated
within the preceding two (2) years on the driver’s alcohol tests with an alcohol concentration of
four one-hundredths (0.04) or greater, verified positive controlled substance test results, and
refusals to be tested.

i. If feasible, the District must obtain and review the information before the first time the
individual performs duties for the District. If that is not feasible, the District must obtain and
review the information as soon as possible, but not later than fourteen (14) calendar days
after the first time a covered employee performs duties for the District.

Page 127 of 149
APPENDIX