MENDOCINO COAST DISTRICT HOSPITAL
HUMAN RESOURCES POLICY AND PROCEDURE STATEMENT
NUMBER: 130.3091
PAGE: 4 OF 4
TITLE: Employee Drug Testing for Reasonable Suspicion Procedure
PURPOSE: To comply with State and Federal laws and to ensure the safety of the employee, his/her coworkers, and the patients of Mendocino Coast District Hospital.
POLICY: MCDH is a drug-free workplace. As such, we prohibit the use of illegal or non-prescribed prescription drugs or alcohol during work hours. If the employee comes to work under the influence, (impaired) of such drugs or alcohol or uses such drugs or alcohol during work time, the employee will be disciplined in accordance to the policy up to and including termination
PROCEDURE: If there is reason to suspect that an employee is working while under the influence of an illegal drug or alcohol, the employee will be suspended with pay until the results of a drug and alcohol test are made available to MCDH by the testing laboratory.
Reasonable Suspicion is based on behaviors sufficient enough tat one would suspect the employee might be under the influence of alcohol and or drugs.
INITIAL OBSERVATION
1. Observe behavior for:
a. Falling asleep
b. Slurred speech, abnormal gait
c. Odor of alcohol or marijuana on breath or clothing
d. Employee’s appearance (eyes, grooming)
e. Inability to respond to questions appropriately
2. Notify Employee Health
3. Interview the employee and witness(s) for behaviors that indicate Reasonable Suspicion.
4. Document the behaviors on attachment A. (Suspected Drug/Alcohol Abuse Behavior Documentation
a. After hours the nursing supervisor notifies the administrator on call and assumes the Employee Health responsibilities.
5. Request the employee to submit to drug and or alcohol testing
a. Inform the employee as to the reason for testing
b. The employee is placed on indefinite suspension with pay pending investigation.
c. Refusal to submit to testing will necessitate MCDH to make decisions based on known facts, which may result in disciplinary action up to and including termination.
6. The employee signs and receives a copy of
a. Employee Consent to Submit to Drug/Alcohol Testing, (attachment B)
b. Authorization for Release of Medical Information, (attachment C)
c. Notice of Indefinite Suspension, (attachment D)
SPECIMEN COLLECTION and Testing:
MCDH Laboratory is a Substance Abuse and Mental Health Administration (SAMHSA) certified laboratory
1. Escort the employee to the laboratory with the documentation. The employee is not to be left alone. (Laboratory personnel are not to assume the responsibility)
2. The employee registers in the lab
3. The specimen is collected by certified laboratory personnel
a. Refer to Laboratory Manual for procedure 310.1413, for collection, and Chain of Custody
b. Drug screening includes: amphetamines, methamphetamines, cocaine, marijuana, opiates, phencyclidine, and adulteration
4. The specimen is sent to Redwood Toxicology
5. Instruct the employee that a MRO (Medical Review Officer) associated with Quest Diagnostics will be contacting them if the results are positive.
6. Instruct the employee that they have the option to have a retest of the same sample at the same laboratory or a different SAMHSA certified laboratory at their expense.
a. Redwood Toxicology will send a form to the employee so as to request a retest.
7. Alcohol screening is per a Breathalyzer test at MCDH
a. Performed by Certified Personnel
b. If positive a second confirmation test is done at that time.
FIT FOR DUTY
1. A determination is made if the employee is fit for duty based upon documentation and assessment.
2. IF NOT FIT FOR DUTY:
a. Send the employee home. DO NOT allow the employee to drive. Make arrangement for transportation. On duty personnel cannot provide transportation.
b. If it is necessary arrange for a taxi at the employees expense
c. Remain with the employee until they have left the hospital campus.
MEDICAL REVIEW OFFICER:
1. Negative results are reported the Employee Health or the designee. Employee Health then notifies:
a. The Chief of Human Resources, Department Manager and the Employee of the results.
2. Positive results
a. The MRO calls the employee to screen for medically relevant factors that could result in a false positive
b. The MRO notifies Employee Health or the designee of the positive results.
c. Notification is per fax. Those authorized to do so can call the Quest Diagnostics client service phone number for results.
EMPLOYEE HEALTH:
NEGATIVE RESULTS:
1. Employee Health or designed notifies, Chief of Human Resources and the Department Manager
a. The Chief of Human Resources and the Department Manager per the MCDH Substance Abuse Policy determine subsequent action.
b. All signed consents and testing results will be filed in the employee file and kept confidential.
Attachments: A. Suspected Drug / Alcohol Abuse Behavior
B. Employee Consent to Submit to Drug / Alcohol Testing
C. Authorization for Release of Medical Information
D. Notice of Indefinite Suspension
New: Revised: 2007
Approval Signatures:
______
Employee Health Coordinator Date
______
Infection Control Coordinator Date
______
Director of Pharmacy Date
______
Chief, Human Resources Date
______
Chief Executive Officer Date
______
President, Board of Directors Date