9.2 Substance Abuse Testing Flashcards
What must supervisors ensure for a substance test to be effective?
Ensure that: • Reasonable suspicion is supported with documentation. • Sample is properly collected. • Chain of custody is maintained. • Employee’s rights are not violated.
Which departmental employees are obligated to notify a supervisor if they believe another employee is involved in substance abuse?
All departmental employees.
Does a supervisor’s foundation for reasonable suspicion have to be approved by a manager before obtaining a sample from an employee suspected of substance abuse?
Yes.
Does approval from a manager to obtain a sample from an employee suspected of substance abuse have to be in person, on-scene?
No. Approval can be obtained be telephone if the manager is not immediately available to be on-scene.
Can action be taken against an employee suspected of substance abuse without a sample being collected and analyzed?
No.
What major constitutional issues surround employee substance testing?
- Fourth Amendment – search and seizure
- Fifth Amendment – self-incrimination
- Fourteenth Amendment – due process.
What must exist so that the collection of an employee’s urine does not violate the Fourth Amendment?
Reasonable suspicion.
Does chemical testing of an employee’s breath, blood, or urine violate the Fifth Amendment?
No. Fifth Amendment applies to testimonial and communicative evidence, not chemical tests.
What precautions should the Department take to ensure that the Fourteenth Amendment is not violated during substance testing?
Employee should know the exact reasons for the Department’s action; consequences of a positive test result; action the Department will take if the employee refuses testing.
Where can the Department of Personnel Administration’s policy on substance abuse and testing be found?
Title 2 of the California Code of Regulations.
Does DPA substance abuse policy address on and off duty impairment?
No. Only on-duty impairment (includes employees on stand-by status).
What does stand-by mean in DPA policy?
Employee is designated on-call and must be available to respond to an incident within a specified period of time.
What is the DPA’s general policy on substance abuse?
No state employee who is on-duty or on stand-by shall:
• Use, possess, or be under the influence of illegal or unauthorized drugs, or other mind-altering substances; or
• Use or be under the influence of alcohol to any extent that would impede the employee’s ability to perform duties safely and efficiently.
According to DPA policy, which employees are subject to substance testing?
Employees in sensitive positions when reasonable suspicion exists.
According to DPA policy, can an employee be subject to periodic testing as a condition of continued employment?
Yes.
What is the maximum period of testing for an employee subject to periodic substance testing?
One year.
When periodic testing is instituted as a condition of continued employment, what shall be prepared?
Stipulated settlement.
Can a stipulated settlement for periodic testing be offered to sworn personnel for the use of illegal drugs?
No.
What is the retention period for the stipulated settlement?
12 months beyond the termination date of the stipulated settlement.
Prescription drugs taken in excess of the amount prescribed would be considered what by DPA?
Unauthorized.
What happens when DPA rules and an MOU conflict?
The MOU is controlling.
Do DPA rules preclude employees for voluntarily submitting to a substance test after being involved in a significant incident?
No. Employees can voluntarily submit.
Does the Department pay for the expense of a voluntary substance test of an employee?
Yes.
When an employee is going to be voluntarily tested, what shall supervisors ensure?
The employee provides documentation, including a signature, to substantiate that the test is voluntary.