Policy Manual sample

MDT Home Health Care Agency, Inc. SUBSTANCE ABUSE POLICY: MDT Home Health Care Agency, Inc. has the right to require a drug screen or alcohol blood test on any employee when there is a reasonable suspicion of alcohol or drug use, as evidenced by inappropriate behavior or performance on the job. Testing may also be done after a work-related accident or as otherwise defined in the Drug-Free Work Place policy. The employee using improper or illegal drugs or alcohol on the job may be suspended with subsequent disciplinary action up to and including termination. PROCEDURE: A. If a manager suspects drug or alcohol abuse, the manager should take immediate action to remove the employee from the work site (office/patient‘s home/facility), after consultation with the Vice-President Operations or President. Factors that may constitute reasonable suspicion that the employee is under the influence of alcohol or drugs may include, but are not limited to, the following: * Slurred speech * Abnormal gait * Impaired ability to perform tasks * Accident involving agency property * Agitated or violent behavior * Loss of coordination * Possession of alcohol and/or drugs or drug paraphernalia * Odor of alcohol/drugs on breath or clothes * Inability to comprehend normal dialogue * Sudden or unexplained change in work productivity/performance * Impaired writing ability * Excessive drowsiness * Involvement in the use, unauthorized possession, misappropriation, or unauthorized delivery of drugs or alcohol while on duty or on agency property * An arrest on criminal charges of possession, use, or delivery of a drug * Information made available to the agency from a patient or from other agency personnel that, upon review and investigation, is considered by the agency to be a reasonable basis to require a drug or alcohol screening B. It is the manager's responsibility to counsel the employee, including review of the agency's policy and procedure, and request that the employee submit to a drug and alcohol test. The manager will advise the employee that refusal to consent to testing may be grounds for termination. C. An actual urine and/or blood testing will performed at our lab (Lab South) with the employee and person handling lab specimens will complete the chain of custody procedure for the specimen. D. In the event that the employee willingly admits to a violation of any provision of this procedure, a drug and/or alcohol test will still be requested and the procedure outlined in "C" applies. E. The supervisor should complete an Performance Note that clearly describes the type of behavior or symptoms observed and the reason for referral. F. If the employee refuses to go for evaluation and testing, the supervisor will advise the employee that such refusal is considered insubordination and is an admission of violation of this procedure. Refusal of testing will result in suspension of the employee and disciplinary action up to and including termination. Home Health Agency. - - Personnel/Operations Policies B-151