Office of Human Resources - HR Advisor

Conditions of Employment
Drug and Alcohol Testing for Commercial Vehicle Drivers and Mechanics

 

HR ADVISOR HOME QUESTIONS? TEMPE/POLYTECHNIC Contact an HR Partners Consultant. Employee Assistance Office WEST Audrey Dumouchel-Jones 602.543.8406 Employee Relations

POLICIES ACD 401: Equal Opportunity/Affirmative Action ACD 405: Americans with Disabilities FAC 204: Fleet Service/University Vehicle Policy SPP 215: Temporarily Disabled Employees SPP 604: Employee Assistance SPP 801: Employee Conduct and Work Rules SPP 809: Discipline

FREQUENTLY ASKED QUESTIONS

When is an ASU employee required to undergo drug and alcohol testing?
Any employee whose job requires a valid Commercial Driver's License (CDL) license. The departments are responsible for identifying these employees.

Whose department is responsible for the testing?
The department identifies and notifies the Human Resources' Alcohol and Drug Testing Coordinator (ADTC) about employees who drive or service ASU commercial vehicles and pay all costs associated with the testing.

Why is the testing conducted?
To maintain "safety-sensitive" functions.

What if an employee refuses to participate in required testing?
Any employee who refuses to take the test will be considered to have tested positive and will be subject to disciplinary action, including termination.

What happens when an employee tests positive?

• The employee's department is notified
• The employee will be disciplined
• The employee will be required to schedule an appointment with the Employee Assistance Office.

What recourse does an employee have if they feel that there is a false positive result?
An employee may submit a written request for retesting.
Refer to SPP 321 under the subheading Request to Retest for specific information.