Substance abuse 9.2

Question 1

SUBSTANCE ABUSE Policy……

Answer 1

HPM 9.2

Question 2

Upon notification / discovery I will:

Answer 2

• Determine if this is a criminal violation (DUI) or administrative only. If criminal assign separate investigator. Once criminal investigation is completed I will attach as a exhibit to administrative.
• If employee not at office contact employee, obtain odometer reading and location and have the employee wait for me to respond
• Bring another supervisor with me
• I will talk to the employee, explain the observations and why there is cause for concern
• Bring employee to a private location
  o Confidentiality / Professionalism / Dignity (CPD)
• I will conduct close observation while gathering good faith reasonable suspicion
  o Objective Signs of intoxication, FST’s, No PAS
• I will only ask questions on the 202x (medical related questions)
• I will not violate POBR
  o Review MOU / Bargaining Unit
  o Not entitled to Rep
• Have employee change out and I will secure duty belt (if applicable)
• If drugs suspected, I will have DRE supervisor conduct a DRE evaluation
• If I have reasonable suspicion I will present it to confirming official (sensitive only)
• I will keep the employee under constant observation until a sample is obtained and ensure no contact with other employees
• I will not allow the employee to consume large amounts of liquid or void their bladder.

Question 3

Sample Collection:

Answer 3

• I will inform the employee the confirming official has ordered a chemical test
• If non sensitive must be an unsolicited request and obtain written request
• Explain due process to the employee: If employee refuses the test (insubordination AA up to dismissal)
  o Or a test has a positive result this could lead to termination

Question 4

• Alcohol: I will conduct evidentiary breath test per Title 17 Standards

Answer 4

o Attach results to 202x
o .04 or more a direct violation of our substance abuse policy
o Breath sample of .039 or below or any odor of alcohol on their breath is a violation of inconsistent and incompatible activities (HPM 10.3)

Question 5

Drugs:

Answer 5

o Urine sample
o 60 Milliliters divided into 2 30 ounce samples. Use approved kit.
o Have employee wash hands prior to
o Observe sample leaving body (same sex etc)
o Fill out chain of custody, have employee sign seal,
o Store in evidence locker
o Notify courier

Question 6

Employee Status:

Answer 6

• Dock time rest of shift
• If alcohol only back to work next scheduled shit if 100% sober
• If drugs and officer, peace officer powers will be suspended (ATO after Dock time) suspend secondary
• Officer surrender all state property
• Provide a ride home for employee

Question 7

Follow Up:

Answer 7

• (P) Refer EAP and ESAP HPM 10.5
• (P) Prepare memo for employee explaining rights
• (I) Check personnel file for past history

Question 8

Documentation:

Answer 8

• Memo for MRO / employee can do the same
• 202X to confirming official with 48hrs and to the employee
• Notify IA that urine sample was taken within 48hrs

Question 9

Training:

Answer 9

• Below 100
• SROVTS
• Briefings, Training days
• Ride a longs
• Staff meetings
• Build rapport with my officers and employees
  Self reflection!!!!

Question 10

Closing:

Answer 10

Substance abuse by employees of the CHP exposes the public to danger and the department to potential civil liability.
Supervisors are the main defense in maintaining an alcohol/drug free workplace.

The Department has a zero tolerance approach for alcohol/drug.

These type of incidents just don’t come out of nowhere. I must be in tune with my employees and be a Sergeant. I will not take incidents like this personally, the most important issue is to fix the problem and have the employee return to work and be healthy and productive.