In accordance with Board policy, the following procedures apply to drug and alcohol testing of
The Assistant Superintendent of Human Resources shall serve as the program coordinator to
implement the alcohol and drug testing program of the district.
Reasonable Suspicion Tests
Any supervisor who has reasonable suspicion to believe that an employee has violated the alcohol
or drug prohibitions of the district shall immediately report those findings to the building principal
in writing. The report will include all physical symptoms and background information that created
the reasonable suspicion. The building principal and supervisor will determine if a drug or alcohol
test is appropriate. If the building principal is the suspected employee's supervisor, the principal may
determine whether a drug test is appropriate.
Alcohol testing is authorized for reasonable suspicion only if the required observations are made just
before, during or just after the period of the work day when the employee must comply with alcohol
prohibitions. No drug or alcohol test may be administered by the person who determines reasonable
suspicion exists to conduct such a test. Alcohol and drug tests will be administered as soon as
possible. If a test is not administered within two (2) hours of a determination of reasonable
suspicion, the supervisor shall prepare and maintain a record explaining why this was not done.
An employee who tests positive for alcohol or drugs in violation of Board policy will be subject to
disciplinary actions up to and including termination. All disciplinary actions will be administered
in accordance with Board policy and law.
The district will use only collection facilities with appropriately trained personnel for alcohol and
drug testing. Employees will be drug-tested for marijuana metabolites, cocaine metabolites,
amphetamines, opiate metabolites and phencyclidine (PCP).
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, handbooks or other resources that include:
1. The identity of the program coordinator, who will have knowledge of the materials, policy
and administrative procedures.
2. Categories of employees covered.
3. Information about what period of the work day the employee is required to be in compliance.
4. Specific information concerning prohibited conduct.
5. Circumstances under which employees will be tested.
6. Procedures used in the testing process.
7. An explanation of what constitutes a refusal to submit to a drug and/or alcohol test.
8. Consequences of violations (e.g. discipline up to and including dismissal, referral to
substance abuse professional for evaluation, treatment and follow-up testing as required).
9. Information on the effects of drug use and alcohol misuse on personal life, health and safety
in the workplace.
Employees shall sign statements certifying that they have received the materials.
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Note: The reader is encouraged to review policies and/or forms to related information in this
St. Charles R-VI School District, St. Charles, Missouri
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