|Effective Date:||Expiration Date:||Chapters:|
|Oct. 6, 2017||Nov. 2, 2022||4|
Employees' use or impairment by drugs or alcohol threatens the safety of our coworkers, the public we serve and the integrity of the District government. Managers and supervisors have an obligation to be observant and take remedial steps whenever an employee is suspected of being impaired by drugs or alcohol. The purpose of this instruction is to provide guidance on administering reasonable suspicion referrals under the D.C. Department of Human Resources Drug and Alcohol Testing Program.
The District government provides its employees with a drug-free workplace. For this reason, employees may not engage in the unlawful manufacturing, distribution, dispensing, possession, or use of a controlled substance while on duty. Employees are also prohibited from using, possessing, or being impaired by any drug or alcohol at work.
Whenever there is a reasonable suspicion that an employee is working while under the influence of alcohol or drugs, he or she shall be subject to drug and alcohol testing. Any employee who tests positive for drugs or alcohol shall be subject to disciplinary action.
Before an employee may be subjected to a reasonable suspicion drug and alcohol test, a trained manager or supervisor must record his or her observations of the employee that warrant the testing. All managers and supervisors shall participate in reasonable suspicion training as outlined below.
When a trained manager or supervisor sees an employee exhibiting signs of impairment that may be related to the use of drugs or alcohol, the manager or supervisor must record his or her observations of the employee on a Reasonable Suspicion Observation Form. Observations that should be recorded include, but are not limited to, the employee’s current appearance, behavior, speech, or smells that are usually associated with drug or alcohol use. Whenever possible, a second trained supervisor or manager should complete a separate observation form, as well.
An incident report or similar document detailing the events from everyone involved shall also accompany the form. The Reasonable Suspicion Observation Form must be submitted to DCHR’s Compliance Team within 24 hours of the observed behavior or before the test results are released, whichever is earlier.
|Some Signs of Impairment|
|1. Bloodshot eyes, pupils larger or smaller than usual|
|2. Unusually disheveled physical appearance|
|3. Falling asleep or fainting|
|4. Tremors, slurred speech, or impaired coordination|
|5. Unusual smells on breath, body, or clothing|
After a supervisor or manager observes an employee who has exhibited signs of impairment and immediately documents his or her findings using the Reasonable Suspicion Observation Form, the supervisor or manager must refer the employee for testing by following these steps:
|Business Hours Collections|
Torey Draughn, Compliance Specialist
Tamika Cambridge, Compliance Manager
|After Hours Collections|
|In the event that an employee needs to be tested outside of normal business hours, contact Cherry Collections at (301) 792-5205 for a collector. The collection company will arrange the collection with the collector, agency’s representative, and employee’s supervisor.|
Upon receipt of the results of the applicable test(s), DCHR’s Compliance Team will issue an electronic suitability notification via email.
The employee will be deemed suitable if the results are negative. The notification will state that the employee’s test results were negative and that he or she is suitable for continued employment. Agencies should take the following steps after receiving a suitable notification:
If the test results are positive, the outcome depends on the nature of the position occupied by the employee. If the position is “safety-sensitive,” pursuant to Chapter 4 of the District Personnel Manual, the employee will be deemed unsuitable for continued employment in the position. If the position is not “safety-sensitive,” the employing agency will take disciplinary action consistent with its practices and procedures.
When a safety-sensitive employee is found unsuitable due to a reasonable suspicion drug test, the agency must immediately send the materials listed below to DCHR’s Compliance Team. The Compliance Team will provide the agency additional guidance on next steps
For employees not occupying safety-sensitive positions, DCHR’s Compliance Team will notify the agency of the results. The agency must take either corrective or adverse action, consistent with its past practice, internal policies, and Chapter 16 of the District Personnel Manual.
All District government employees including those in independent agencies who are subject to Chapter 4 of the D.C. personnel regulations, are subject to reasonable suspicion drug and alcohol testing.
For additional information concerning this instruction, please contact the Department of Human Resources, Policy and Compliance Administration, by calling (202) 442-9700 or by sending an e-mail to email@example.com.