Provisions Applicable to All Employees
Alcohol and Drug Prohibitions
No employee may manufacture, use, possess, sell, distribute or be under the influence of alcohol or
drugs in violation of the district's Drug-Free Workplace policy. The district may elect to test an
employee for alcohol and drugs if the district has reasonable suspicion that the employee has
consumed alcohol or drugs in violation of Board policy. In addition, staff members who operate
district transportation must submit to alcohol and drug testing as otherwise required by law.
The superintendent or designee will serve as the program coordinator to implement the alcohol and
drug testing program of the district within the guidelines of this policy.
All staff who have supervisory duties over other staff members will be provided training on the
effects of drug and alcohol use. The training will include physical, behavioral, speech and
performance indicators of drug and alcohol use. Supervisors of employees who operate district
transportation will be trained in accordance with federal law.
The district may choose to use self-administered saliva screening tests for alcohol and drug testing.
Positive results from a self-administered saliva screening will be verified by sending the employee
to a reputable testing facility for additional testing. The district may, at its discretion, require
additional testing regardless of the results of the self-administered saliva screening. The district may
also choose to utilize other methods of testing in lieu of the self-administered saliva screening test.
The district will use testing facilities with appropriately trained personnel for alcohol and drug
testing. The district's drug and alcohol testing program shall provide individual privacy in the
collection of specimen samples to the maximum extent possible. The specimen collection
procedures and chain of custody shall ensure that specimen security, proper identification and
integrity are not compromised.
Refusal to Submit to Tests
Drug or alcohol tests administered pursuant to this policy are mandatory. An employee refuses to
submit when he or she fails to provide adequate breath, saliva or urine for testing when notified of
the need to do so or engages in conduct that clearly obstructs the testing process.
Employees who refuse to submit to a test, who test positive for prohibited substances or who take
deliberate action with the intent to falsify test results will be subject to discipline, but not limited to
suspension, including termination, and/or referral for prosecution in accordance with Board policy
and law. If an employee who violates or is suspected of violating this policy is not terminated, the
employee may be required to satisfactorily participate in one (1) or more rehabilitation programs and
to submit to substance testing, all in accordance with terms established by the district.
In addition to any disciplinary action taken, the district will provide employees a list containing the
names, addresses and telephone numbers of substance abuse professionals and counseling and
treatment programs when employees have a positive drug or alcohol test, refuse to take a test or
otherwise request information about substance abuse treatment.
District Records and Reports
Alcohol and drug test results and records shall be maintained under strict confidentiality and released
only in accordance with law. Upon written request, an employee shall receive copies of any records
pertaining to his or her use of alcohol or drugs, including any records pertaining to his or her tests.
Test records shall be maintained with the separate medical files of each employee. The district shall
maintain records and reports of its alcohol and drug prevention program as required by law.
Notification to Employees
The program coordinator shall ensure that all employees receive written materials explaining the
district's drug and alcohol misuse prevention program, including copies of or access to applicable
policies, procedures or handbooks.
Employees shall sign statements certifying that they have received the materials.
Provisions Applicable to Drivers
In addition to the drug testing provisions applicable to all employees, the St. Charles R-VI School
District, which employs operators of commercial motor vehicles ("drivers"), is required to implement
a drug and alcohol testing program that fulfills federal requirements. The district will use
laboratories certified by the U.S. Department of Health and Human Services to conduct drug
specimen analysis. This comprehensive program shall include conducting pre-employment drug
testing and reasonable suspicion, random and post-accident testing for use of alcohol or drugs by
drivers; notifying drivers of the requirements and consequences of the program; maintaining
appropriate records; and complying with Missouri Department of Revenue's reporting requirements.
As required by law, no driver shall report for duty within four (4) hours of using alcohol. No driver
required to take a post-accident test shall use alcohol for eight (8) hours following the accident or
until he or she undergoes a post-accident alcohol test, whichever comes first.
Records of drug and alcohol tests and other related records shall be made available to a subsequent
employer only as expressly requested in writing by the employee.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
Revised: 06/08/1999; 10/12/2006; 12/09/2010; 06/09/2011
Cross Refs: EEA, Student Transportation Services
Legal Refs: § 287.120, RSMo.
Omnibus Transportation Employee Testing Act of 1991, 49 U.S.C. § 31306
Controlled Substances Act, 21 U.S.C. § 802(6)
49 C.F.R. Parts 40, 382, and 383
St. Charles R-VI School District, St. Charles, Missouri
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