Policy Manual sample

MDT Home Health Care Agency, Inc. G. Following submission to testing, the supervisor will advise the employee of suspension, pending test results. The employee will not be allowed to return to work until appropriate clearance is obtained from Administrator. 2. HUMAN RESOURCES A. It is the responsibility of Director of Nursing, Clinical Manager to investigate any reported suspicion of a violation of the Drug-Free Work Place policy and to coordinate appropriate medical evaluation for the employee suspected of drug or alcohol abuse at work. As necessary, the Administrator and/or Medical Director will be consulted. B. The employee will be advised that such an investigationmust include a urine toxicology and/or blood alcohol testing at the time of the reported incident, and the employee must complete and sign the appropriate documentation to proceed. C. Administrator or designee will coordinate the appropriate drug and/or alcohol testing with the lab. D. For the licensed employee, Administrator or designee will report substance abuse to the appropriate state board of licensure. E. The Administrator will determine when the employee is allowed to return to duty. Such clearance will include satisfactory drug and/or alcohol test results and a return-to-work conference that will be arranged by the Administrator and/or the Director of Nursing, Clinical Manager. F. In cases in which the employee has notified his supervisor of prescribed medications that may affect job performance, the Human Resources Manager may arrange to place the individual on a leave of absence or arrange for alternative work to be performed on a temporary basis. 3. RESULTS OF SCREENING A. The agency will determine on a case-by-case basis what action will be taken when an employee tests positive for drugs and/or alcohol. The employee may be required to undergo approved rehabilitation, which may include a residence rehabilitation program, or may be subject to disciplinary action up to and including discharge for the Substance Abuse first offense. An employee testing positive also may be subject to further drug and/or alcohol screening tests as requested by the agency. B. Employees who are required to submit to testing shall be placed on unpaid leave of absence, pending the outcome of the analysis. If the analysis is negative, the employee will be paid for his/her leave time and no record of the leave will be kept. If the analysis is positive, rehabilitative and/or disciplinary action will be initiated in accordance with this procedure. C. Employees testing positive will be considered to be on suspension without pay until a determination is made by the agency as to the status of the employee. The agency will make a reasonable effort to make a determination within seven (7) days. If rehabilitation is determined to be appropriate, the employee will be considered to be on medical leave while enrolled in an agency- approved rehabilitation program. Failure to participate in or successfully complete the program may result in disciplinary action up to and including termination. D. Employees who successfully complete a recognized rehabilitation program may be offered a position if available upon their return to work. Random testing may be a condition of continued employment/reemployment. Home Health Agency. - - Personnel/Operations Policies B-152