SECTION 800 - HUMAN RESOURCES

800.01                        PRE-EMPLOYMENT DRUG TESTING POLICY

PURPOSE

To establish a pre-employment drug-testing policy for Georgia Perimeter College.

POLICY

In accordance with Senate Bill 22, O.C.G.A. 45-20-110/111 and in an effort to promote a drug-free workplace, an applicant for employment at Georgia Perimeter College who is offered a position that has been designated as requiring a drug test shall, prior to commencing employment, submit to an established test for illegal drugs.

PROCEDURES

A.            General Provisions

1. Positions that have been designated as requiring a pre-employment drug test are:

Air Conditioning Mechanic I, II & III

Auto Mechanic I & II

Carpenter I & II

Delivery Worker I & II

Dispatcher*

Electrician I & II

Grounds Horticulturist Assistant

Groundskeeper I, II & III

Mail Carrier

Painter I & II

Plumber I & II

Public Safety Officer*

Sergeant*

Security Guard*

Senior Security Guard*

Security Specialist*

Stores Clerk I & II (Warehouse)*

Trades Helper

Utility Worker* I & II

2. Unless otherwise indicated, designated positions are full-time. *Applicants who have been offered full or part-time positions must submit to a pre-employment drug test.
3. Job advertisements for designated positions will indicate that pre-employment drug testing is required.
4. Any new position(s) established by Georgia Perimeter College and approved for inclusion in the University System of Georgia Job Classification File, will be analyzed to determine if the new position(s) should be subject to pre-employment drug testing. Such analysis will be conducted by the Director of Human Resources and will occur within six (6) weeks of receipt of notification of Board of Regents approval.
5. All costs of such testing shall be paid for by Georgia Perimeter College.
6. An applicant selected for a designated position will be notified that he/she must submit to a pre-employment drug test and that employment is contingent upon a negative test result in accordance with Senate Bill 22.
7. The Director of Human Resources or his/her designee will provide the applicant with the appropriate pre-employment drug testing document that must be presented to collection facility Human Resources.
8. Tests will be conducted in an authorized laboratory facility and an applicant will be told where he/she may go to submit to the test. He/she must submit to the test within three (3) work days.

B.            Failure or Refusal of Pre-employment Drug Testing

1. Any applicant who is offered employment in a position requiring a pre-employment drug test and who: (a) declines to submit to an established test for illegal drugs; (b) fails to appear for an established test for illegal drugs after being properly notified to do so; or (c) who tests positive for the use of illegal drugs shall be disqualified from employment with Georgia Perimeter College.
2. Such disqualification shall not be removed for a period of two (2) years from the date such test was administered or offered, whichever is later.
3. The identity of any applicant who declines a pre-employment drug test, who fails to appear for a pre-employment drug test, or who tests positive for illegal drug use, shall not be considered a public record and shall be withheld from all persons except those who have a need for such information in their official capacity.
4. The results of pre-employment drug tests shall remain confidential and shall not be a public record unless necessary for the administration of the provisions of Senate Bill 22 or otherwise mandated by other state or federal law.
5. The Director of Human Resources shall establish such policies as may be necessary to assure the confidentiality of such information and to identify those individuals who are entitled to such information.

C.            Screening Results

1. An applicant whose sample is rejected by the testing laboratory shall be directed to appear for retesting.
2. If the results of the confirmatory test indicate the presence of illegal drugs, such results shall be reviewed and interpreted by a Medical Review Officer (MRO) to determine if there is an alternative medical explanation. If the applicant provides appropriate documentation and the Medical Review Officer (MRO) determines that it was a legitimate usage of the substance, the result shall be reported to the Director of Human Resources as negative. If the testing laboratory determines that the sample of an applicant may have been adulterated, the applicant shall be directed to appear for retesting.
3. Any applicant who fails to provide an alternative medical explanation shall be reported to the Director of Human Resources, by the Medical Review Officer (MRO) as having a positive test result. If an applicant, while at the collection facility, is unable to produce at least sixty (60) milliliters of urine after following the procedures of the collection facility, the applicant shall be directed to appear the next business day for retesting.
4. Any applicant offered employment who refuses to submit to an established test for illegal drugs or whose test results are positive shall be disqualified from employment with Georgia Perimeter College for a period of two years from the date that such test was administered or offered whichever is later. The results of such tests shall remain confidential and shall not be public record unless necessary for the administration of Senate Bill 22 or otherwise mandated by other state or federal law.
5. Any applicant who tests positive for the use of illegal drugs shall be disqualified from employment with Georgia Perimeter College. Such disqualification shall not be removed for a period of two (2) years from the date such test was administered or offered, whichever is later.
6. Test results will be sent to the Director of Human Resources only.
7. The Director of Human Resources will notify the applicant of the results. If test results are positive, the Director of Human Resources will ask the applicant to re-submit to a drug test. The Director of Human Resources will communicate with the Medical Review Officer (MRO) at the lab to determine if the second test result is positive or negative.
8. The Director of Human Resources will notify an applicant in writing to confirm that he/she may be employed by the College or that he/she has been disqualified for employment for two years from the date the test was administered.
9. The Director of Human Resources will notify in writing an applicant who refuses to submit to a test that has been offered, that he/she has been disqualified from employment at the College for two years from the date the test was offered.

D.            Medical Review Officer

1. The testing laboratory shall forward the results of all pre-employment drug tests to the State Medical Review Officer who shall assure the security of such results.
2. The Medical Review Officer shall forward negative results of a pre-employment drug test to the State Merit System, which in turn will notify Georgia Perimeter College, Director of Human Resources as soon as is practicable.
3. Laboratory reports which indicate the presence of any illegal drug(s) shall be retained by the Medical Review Officer (MRO) until a final determination is reached. Such information shall be confidential and shall only be available to the MRO or designee and the affected applicant. Positive laboratory results shall be reviewed and determinations of legal or illegal usage shall be made in accordance with procedures established by the Commissioner of the Georgia Department of Human Resources (DHR).
4. Any pre-employment drug test which indicates the presence of illegal drugs shall be followed by a confirmatory test using gas chromatography/mass spectrometry analysis. The results shall be reviewed and interpreted by the MRO to determine if there is an alternative medical explanation.
5. If the applicant provides appropriate documentation and the MRO determines that it was a legitimate usage of the substance(s), the pre-employment drug test results shall be reported as negative.
6. The MRO or designee shall, upon receipt of a laboratory report that indicated the presence of an illegal drug(s), attempt to contact the applicant to establish a time at which a private discussion may be conducted concerning the results of the pre-employment drug test. This process will be conducted consistent with the provisions adopted by the State Merit System of Human Resources Administration.
7. If an applicant refuses to discuss with the MRO the results of a pre-employment drug test, declines the opportunity to provide an explanation of the results, or admits to the usage of an illegal drug(s), the MRO, without further action or review, shall report to the Director of Human Resources that the results of the pre-employment drug test             indicate that the applicant has used an illegal drug(s).
8. If after appropriate review, the MRO determines that the results of a pre-employment drug test indicate that an applicant has used an illegal drug(s), the MRO shall, in writing, notify the affected applicant and the Merit System. Such notification shall include the specific drug(s) the applicant has been deemed to have illegally used. The State Merit System will advise the Director of Human Resources of any such result.

 

Revised 9/98

Approved by College Advisory Board 9/23/99