Drug & Alcohol Policy

Drug & Alcohol Policy

• Spring Fire Department (SFD) requires drug and alcohol testing for employees.
• Testing is performed for pre-employment, post-accident, and random reasons.
• Employees who refuse drug testing will be terminated.
• Supervisors are trained to recognize signs of drug or alcohol use and must report suspicions.
• Employees suspected of drug or alcohol use will be escorted to a testing facility by management.
• Employees are not allowed to drive themselves to a testing facility.

Reasonable Accommodation

• SFD must offer reasonable accommodation to employees with disabilities under the Rehabilitation Act, ADA, ADAAA, and TCHRA.
• Employees must inform HR that they are requesting reasonable accommodation.
• Employees requesting accommodation due to prescription drug use, medical cannabis, or THC use must fill out a Request for Accommodation form.
• SFD reserves the right to terminate an employee if they cannot perform their job duties safely and effectively with or without reasonable accommodation.

Post-Accident Testing

• Testing must be completed within two hours of an accident if any of the following conditions are met:
  • Equipment damage exceeding $1,000.
  • Injuries requiring medical care.
  • Fatality.
  • At-fault accident.
  • Third-party accident or property damage regardless of fault.
• Employees who leave the scene of an accident without explanation will be considered to have refused testing and terminated.
• Testing may be requested at a hospital if an employee is transported for treatment.

Random Testing

• Unannounced drug testing is performed on a random basis by outside vendors.

Pre-Employment Drug Testing

• All applicants must pass a drug test before beginning work.
• Refusal to submit to a drug test will result in disqualification from employment.

Collection & Testing Procedures

• Alcohol testing is conducted using breathalyzer devices.
• Drug testing uses urine samples and is conducted at a designated medical facility.
• Specimens are tested for marijuana, cocaine, opiates, amphetamines, PCP, benzodiazepines, methadone, methaqualone, and propoxyphene.
• Positive test results are reviewed by a Medical Review Officer (MRO) who may contact the employee to offer the opportunity to explain or rebut the results.
• Employees may request that their split specimen be tested at another federally certified laboratory at their expense.

Monitoring & Enforcement

• SFD reserves the right to conduct unannounced inspections of employee belongings, including lockers, desks, dorm rooms, vehicles, and equipment.

Consequences

• Applicants who refuse or test positive for drugs will not be hired and cannot reapply.
• Employees refusing to cooperate with required testing will be terminated.
• Employees who test positive for drugs or alcohol will be discharged unless they meet the criteria established in Section 6.a.d of the policy.
• Employees who test positive after post-accident or reasonable suspicion testing will be suspended.
• Employees who test positive after random testing will not be suspended.
• Employees who test negative after suspension will receive back pay.
• Employees will be paid for time spent in drug or alcohol testing.

Responsibilities & Communication

• SFD encourages employees to seek help for substance abuse.
• SFD encourages employees to utilize qualified professionals in the community to assess and address potential substance abuse issues.

Test your knowledge on the drug and alcohol policies of the Spring Fire Department. This quiz covers the requirements for testing, reasonable accommodations for disabilities, and the consequences of non-compliance. Understanding these policies is essential for all employees.