ࡱ> ~#` Zbjbj\.\. 2>D>DQ .82<. LJJJJ999$hZ9499449JJN44JJ46J ތG\|879,e;M99999R9994444.. kwDY.. w...  EMBED MSPhotoEd.3  UAMS ADMINISTRATIVE GUIDE _ NUMBER 3.1.14 DATE: 12/01/1998 REVISION: 11/16/2005 PAGE: 1 of 11 SECTION: ADMINISTRATIONAREA: GENERAL ADMINISTRATIONSUBJECT: DRUG TESTING_____________________________________________ PURPOSE To promote the health, safety and productivity of our employees, it is the policy of UAMS to provide a drug-free workplace. To support our goal of a drug-free environment, the UAMS drug testing program will consist of (1) pre-employment drug testing, (2) for cause drug testing, and (3) random drug testing. All procedures outlined herein should be deemed consistent with policies  HYPERLINK "http://www.uams.edu/AdminGuide/WIN04405.html" 4.4.05 (Drug Free Workplace),  HYPERLINK "http://www.uams.edu/AdminGuide/WIN04406.html" 4.4.06 (Substance Abuse Policy), and  HYPERLINK "http://www.uams.edu/AdminGuide/WIN04518.html" 4.5.18 (Post Employment Medical Screening) in the UAMS Administrative Guide. DEFINITIONS I. Pre-employment Drug Testing - Once an applicant in a testable position has been selected for employment, he/she will be required to submit to a drug test. Employment will be finalized only upon completion of a negative drug test. Refusal to submit to the drug test will be interpreted as a withdrawal of the application. II. For Cause Drug Testing - An employee in a testable position whose behavior is consistent with substance abuse can be required by their immediate supervisor to submit to a drug screen. Behavior indicating substance abuse may include: A. Observed impairment of job performance. B. Abnormal conduct or erratic behavior. C. A serious workplace accident or number of minor workplace accidents. D. Evidence of drug tampering in the employees workplace. E. Arrest or conviction on an alcohol- or drug-related offense. Suspicious behavior should be documented on the form appended to this policy (Attachment I). This form is to be retained in the departmental personnel file. Employees meeting any of the above criteria, or other reasonable criteria utilized by the supervisor, may be required to submit to a drug test. Refusal or failure to submit to a timely drug test is sufficient cause for termination of employment. III. Random Drug Screening At a specified interval, employees in testable positions will be selected for drug screening using a random sampling methodology. Employees will receive 2-hour notification of their selection and will be required to submit a sample at the specified location and time. IV. Testable Positions A position at UAMS that has been designated for drug testing. Testable positions include all direct patient care positions, all safety-sensitive positions and other special needs positions. An illustrative list of Testable positions are identified in Attachment II to this policy. V. Medical Review Officers The medical review officer is a physician responsible for receiving and reviewing drug test results. The medical review officer is designated by the Chancellor. PROCEDURES PRE-EMPLOYMENT DRUG TESTING PROTOCOL Drug testing shall be completed prior to starting work. Managers who allow employees to begin work prior to receiving at least verbal confirmation from Human Resources of a negative drug test will be subject to disciplinary action. At the time an offer of employment is extended, the potential employee will be given instructions on submitting a urine sample for drug testing. The sample will be tested qualitatively for at least the following substances: Marijuana, Cocaine, Opiates, Amphetamines, Phencyclidine (PCP), Barbiturates, or derivatives thereof. The sample may be tested for other drugs as necessary. All samples collected from faculty testable titles will undergo a more extensive qualitative test. Within 24 hours of the submission of a urine sample, negative results will be communicated to Human Resources. Within a subsequent 24-hour period (excluding weekends), Human Resources will notify the department of negative results by phone and will follow with written notification by mail. If an initial screen produces a positive result, a confirmatory test on the same sample will be conducted. If the confirmatory test is also positive, the result will be turned over to the MRO. The Medical Review Officer will schedule an appointment with the applicant to discuss the results. The test results will be interpreted by the Medical Review Officer and reported to Human Resources. Upon the advice of the Medical Review Officer, the department will notify the applicant that the offer of employment is being withdrawn and will encourage the applicant to seek treatment. Drug testing shall be completed prior to starting work. Managers who allow employees to begin work prior to receiving at least verbal confirmation from Human Resources of a negative drug test will be subject to disciplinary action. At the time an offer of employment is extended, the potential employee will be given instructions on submitting a urine sample for drug testing. The sample will be tested qualitatively for at least the following substances: Marijuana, Cocaine, Opiates, Amphetamines, Phencyclidine (PCP), Barbiturates, or derivatives thereof. The sample may be tested for other drugs as necessary. All samples collected from faculty testable titles will undergo a more extensive qualitative test. Within 24 hours of the submission of a urine sample, negative results will be communicated to Human Resources. Within a subsequent 24-hour period (excluding weekends), Human Resources will notify the department of negative results by phone and will follow with written notification by mail. If an initial screen produces a positive result, a confirmatory test on the same sample will be conducted. If the confirmatory test is also positive, the result will be turned over to the MRO. The Medical Review Officer will schedule an appointment with the applicant to discuss the results. The test results will be interpreted by the Medical Review Officer and reported to Human Resources. Upon the advice of the Medical Review Officer, the department will notify the applicant that the offer of employment is being withdrawn and will encourage the applicant to seek treatment. The Medical Review Officer will schedule an appointment with the applicant to discuss the results. The test results will be interpreted by the Medical Review Officer and rep[orted to Human Resources. Upon the advice of the Medical Review Officer, the department will notify the applicant that the offer of employment is being withdrawn and will encourage the applicant to seek treatment. II. FOR CAUSE DRUG TESTING PROTOCOL A. If an employees behavior causes reasonable suspicion of alcohol or drug abuse, a supervisor will request to a department head that a drug screen be performed. The department head or acting department head has authority to direct a for cause drug test. Should the Supervisor or department head have questions whether to direct a for cause drug test, a call may be made to the Employee Assistance Program (EAP) at 686-2588. A staff member will be made available for consultation and assistance in making a decision to test for cause. B. The employee to be screened shall be relieved of his/her duties and will be given a specific time and date (less than two hours) that he/she is to report to the testing facility. Failure to report at the specified time, without pre-approval of the supervisor, is sufficient cause for immediate termination. In the event that the employee is obviously impaired, the consulting staff member will make arrangements with UAMS Police to provide transportation to the testing facility. C. The submitted sample (blood and/or urine, as appropriate) will be screened for the following substances: Marijuana, Cocaine, Opiates, Amphetamines, Phencyclidine (PCP), Barbiturates, or derivatives thereof and other drugs deemed necessary. If an initial screen returns a positive result, a confirmatory test on the same sample will be conducted. If the confirmatory test is also positive, the result will be turned over to the MRO. All sample collections for drug tests conducted for cause will be performed under observation. D. The Medical Review Officer will schedule an appointment with the employee to discuss with him/her the results and inform the employees department head. E. The department head will determine the action necessary when an employee tests positive for a drug of abuse. Options available to the department head will be up to and including immediate termination. The department head will consider corrective actions that may be initiated by the employee, including consultation and corrective treatment protocols in cooperation with outside professional expertise and/or with the Employee Assistance Program (EAP). The decision of the department head is final. F. Any employee terminated for cause will be ineligible for rehire for at least six months. III. RANDOM DRUG TESTING A. Random screening will include all testable positions. B. Employees will receive 2-hour prior notification from the Office of Human Resources of drug test. They will be required to report to a specified location within that 2-hour timeframe for testing. . C. Failure to submit the sample as directed is sufficient cause for termination. D. The Medical Review Officer will schedule an appointment with the employee to discuss with him/her the results and inform the employees department head. E. The department head will determine the action necessary when an employee tests positive for a drug of abuse. Options available to the department head will be up to and including immediate termination. The department head will consider corrective actions that may be initiated by the employee, including consultation and corrective treatment protocols in cooperation with outside professional expertise and/or with the Employee Assistance Program (EAP). The decision of the department head is final. F. Any employee terminated for cause will be ineligible for rehire for at least six months. IV. TESTING PROCEDURES Employees identified for testing will receive no more than 2-hours prior notification. Employees selected will be notified by the Office of Human Resources and will be required to report to a specified location within 2 hours for testing. Employees must bring their photo identification (ID), e.g., drivers license, ID badge, etc. Employees must report immediately. EXCEPTION: All Arkansas Childrens Hospital (ACH) based UAMS faculty will have tests performed under procedures administered by ACH. Refusal to undergo required drug testing will result in disciplinary or adverse action up to and including removal. Attempts to alter or substitute a specimen will be treated as a refusal to take a drug test. Individuals being tested may provide to the Medical Review Officer information on any prescription medication they are taking which could affect the test results. Such information will be kept confidential. Urine Collection Procedures: Specimen will be provided in a secure collecting facility. Donor leaves unnecessary outer garments in secure holding area. Personal items (such as briefcases, handbags and packages) must be left in holding area. Collector provides donor a wrapped/sealed collection container and specimen bottle. Donor provides specimen in secured area. Collector receives specimen and places cap securely on container. Collector places seal over bottle and dates the seal. Donor initials security seal after attached to bottle. Collector initials and dates the seal area of the security bag and the shipping container (if used). All positive results will be reported to the Medical Review Officer. V. OTHER CONSIDERATIONS A. Test results will be granted confidentiality in accordance with all federal and state laws and UAMS policy. Tests will be performed off-site and will be paid for by UAMS (unless the tests are performed in accordance with an employee contract that states otherwise). Notification of any other agency or licensing board will be accomplished by the department in accordance with state and federal law. B. Applicants may be asked to provide information as necessary to interpret drug screen results. Such information will be considered confidential. C. Attempts to alter or substitute a specimen will be cause for withdrawal of the application for employment or immediate termination, even if the attempt is discovered after the period of employment begins. D. This policy shall not be construed to address aspects of substance abuse policy and procedure other than pre-employment, for cause, and random drug testing. See UAMS policy 4.4.05 for policies that govern the use, possession, manufacture, purchase, or distribution of controlled substances on campus. ATTACHMENT I Supervisor Documentation FormTime of Supervisor Call:___________________Organization: Department: Supervisor: Telephone: Title: Beeper/Other: Other Manager: Telephone#: Title: Beeper/Other: Employee: Job Title: Length of Service: Behavior ObservedDateYesNoATTACHMENT II TESTABLE POSITIONS SUBJECT TO CHANGE 6714Ambulatory Technician IV6626Clinical Nursing Specialist IZ001Assoc Admin of Patient Care6832Clinical Services Manager0A16Associate Director Hospital6691Clinical Social Worker6664Asst Dir Pharmacy6706Clinical Technician IZ822Ast Director Physical Plant6705Clinical Technician II0F36Asst Family Practice Coord6704Clinical Technician III6633Asst Head NurseH025Cook IY003Auto/Diesel MechanicH027Cook IIH005Baker IIG039Custodial Supervisor II0B35Biomedical Instrument EngineerG171Custodial Worker I6672Blood Bank Donor Asst ManagerG035Custodial Worker II6673Blood Bank ManagerE095Day Care Attendant6820Cardiac Non-Invas Tech IE096Day Care Teacher6821Cardiac Non-Invas Tech IIL025Dental Assistant6822Cardiac Non-Invas Tech IIIL184Dietetic TechnicianE001Care Giver I0B28Dir Clinical Info SystemsE004Care Giver II6690Dir Dialysis, Transplant SvcE006Care Giver III0A69Dir Environmental Hlth & SafetyG149Central Control Sys Operator0B75Dir Geriatric Serv & Prof PractG150Central Control System Sup0B11Dir Hospital Applications6708Central Escort Manager6662Dir of Pharmacy6711Certified Ophthalmic Assistant0A62Dir of Rehabilitation Services6717Certified Tech II WEO0B14Dir, AR Cares Childrens Div6703Certified Technologist I6676Director Clinic Nursing6702Certified Technologist II00F9Director Dietary Interns6701Certified Technologist III0B29Director Home Health6634Charge Nurse0A92Director Medical Records6722Charge Nurse WEO0F70Director Occupational Therapy0A71Chemical Hygiene Officer0B81Director of Child Care0A18Chief PharmacistZ488Director of Patient RelationsM012Child Care Director0A50Director of Physical Plant6629Clin Nursing Spec IZ857Director of Public Safety0A31Clinic DirectorZ842Director of Social Services0F39Clinic Instructor0F71Director of Physical Plant6638Clinical Case Manager0B05Director Poison & Drug InfoL016Clinical DieticianY028Electrician ForemanG002Clinical HousekeeperY027Electrician Supervisor0A33Clinical Lab ManagerL054Emergency Technician6666Clinical Laboratory Supv-HospG045Equipment Operator00M3Clinical Nurse AssistantM031Escort 6833Executive Director Eye Bank6682Laser Technician6709Eye Bank Technical Director6804Licensed Pract Nurse I-AHEC0F33Family Practice Coordinator6805Licensed Pract Nurse II-AHEC0A30Firelife Safety Office6660Licensed Practical Nurse IH035Food Production Supervisor6657Licensed Practical Nurse IIH039Food Service Worker I6718 LPN I WEOH043 Food Service Worker II6719LPN II WEO0A98Foreign Nurse Coord0A59Med Dir Stu/Empl Health ServG161General Maintenance Repairman0A57Med Imaging Elect Engineer0B45Genetic CounselorW016Medical Diagnostic Analyst0B46Genetic Counselor Supervisor0A70Medical Director/Toxicology0A32Hazard Matter Safety Officer6668Medical Lab Technician-HospY032Hazardous/Toxic Mat WorkerW012Medical Records AdministratorY033Hazardous/Toxic Mat WorkerW015Medical Records TechnicianT023HE Public Safety Commander I0A53Medical Services AdministratorT020HE Public Safety Commander II0A54Medical Services ManagerT067HE Public Safety Dispatcher0B66Medical Staff CoordinatorT071HE Public Safety Officer II6801Medical Technologist I-AHECT030HE Public Safety Supervisor6802Medical Technologist II-AHEC6683Head & Neck Procedure Special6803Medical Technologist III-AHEC6631Head NurseM043Mental Health Asst IIT065Health Physics Technologist0B12Mental Health Professional I0A76Industrial Hygiene Officer0B13Mental Health Professional II0B83Infection Control Controller0A94Mgr Medical Ancillary ServiceY046Instrument Engineer6625Nurse AnesthetistY049Instrument Technic II6630Nurse In Serv Instr-HospZ844Instrumentation Engineer6635Nurse Pract I0F25Intern5532Nurse Pract IIY055Journeyman Electrician6807Nurse Pract II-AHECB039Lab Assistant I6806Nurse Practitioner I-AHECB041Lab Assistant II6627Nurse Practitioner IIIB043Lab Assistant III-AHECL079Nursing Asst I0B60Lab Support Technician IL081Nursing Asst II0B61Lab Support Technician II6658Nursing Unit coordinator-Hosp0B62Lab Support Technician III6677Nutritionist6669Lab Technic III-Hosp6645Occupation Therapist CoordB035Laboratory Aide IX335Occupational Safety CoordB037Laboratory Aide II6643Occupational Therapist-Hosp6707Laboratory Manager-AdmL091Occupational Therapy Worker0B93Lactation Consultant0A35Operating Systems Specialist 6710Ophthalmic AssistantG185Transit Bus Driver6685OT Clinical CoordinatorZ821UAMS Assoc Dir Physical PlantY073Paint SupervisorW034Utilization Review Coordinator0A90Patient & Student ED Director6823Vascular TechnicianZ000Patient Care Admin0A37VC Clinical Programs6628Patient Care Supv-HospK124Ward Coordinator6715Patient Care Technician6811X-Ray Tech I-AHEC0B26Patient Coordination Supv6812X-Ray Tech II-AHEC6716Patient Services Coordinator6810X-Ray Tech III-AHEC6641Pharmacist I-Hosp6640Pharmacist II-Hosp6663Pharmacist III-HospCollege of MedicineL099Pharmacy AssistantAll faculty in clinical departments0F48Pharmacy Resident6670Pharmacy SpecialistCollege of Nursing6665Pharmacy SupervisorAll facultyL101Pharmacy TechnicianL035Pharmacy Technician SupvCollege of Health Related ProfessionsB004Phelbotomist IAll facultyB002Phelbotomist II6644Physical Therapist-Hosp.College of Pharmacy6826Physical Therapist-HospClinical practice pharmacyL107Physical Therapy Worker0B10Poison Control SpecialistInterns/Residents (clinical only)0B31Practice Mgr. Outpatient SvcsFellows (clinical only)T070Public Safety Officer I6831QA/UR Analyst0B04Quality Control Manager6637Registered Nurse I6808Registered Nurse I-AHEC6636Registered Nurse II6809Registered Nurse II-AHEC6720RN I WEO6721RN II WEOX392Safety SupervisorE002Safety Training OfficerOB53Senior Nurse AnesthetistM073Social Service Rep IM075Social Service Rep IIM080Social Service WorkerOB80Social Services Director0B91Social Services SupervisorMO86Social Worker IMO88Social Worker II6667Special Pro technician-HospG129Surgical Technician CONSENT TO RELEASE OF DRUG TEST RESULTS I, the undersigned physician and member of the Medical Staff of Arkansas Childrens Hospital (Hospital) do hereby acknowledge and agree as follows: As a member of the Medical Staff of the Hospital, I am bound by the Bylaws of the Medical Staff (Bylaws). The Bylaws require me to submit to periodic drug testing. I am an employee of the University of Arkansas for Medical Sciences (UAMS). As an employee of UAMS, I am subject to periodic drug testing by UAMS. I hereby consent to and expressly authorize the release by Hospital of any of my drug test results to UAMS. I hereby forever release Hospital from any and all liability, claims or causes of action which might otherwise accrue against Hospital and which arise from or are related in any way to Hospitals release of my drug test results to UAMS. 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