Miami University Drug and Alcohol Testing Policy

Miami University is dedicated to providing a safe, healthy, and efficient work place for its employees and for the entire University community. Therefore, Miami University recognizes that one of its most important obligations to its employees and students is to maintain a complete alcohol- and drug-free workplace. This policy applies to classified and unclassified employees.

Miami University requires that all employees report to work without being under the influence of alcohol, and without illegal or mind-altering substances in their systems. Specifically, no employee shall report for work or remain on duty requiring the operation of a motor vehicle, other hazardous equipment or performing job duties in a hazardous environment when the employee is using any controlled substance, even one legally prescribed.

An employee, however, may report to work when the use has been prescribed by a physician who has advised the employee that the substance does not adversely affect the employee’s ability to perform in a safe manner. No employee shall use alcohol or illegal drugs while on duty.

Employees are encouraged to take advantage of the University’s Employee Assistance Program (EAP). Voluntary submission for treatment for substance abuse will not subject the employee to disciplinary action; however, submission for treatment will not serve as a shield or a substitute for disciplinary action under this policy.

Miami University may require drug and/or alcohol testing of an employee when:

  1. The employee is involved in a related accident or injury, or
  2. A reasonable suspicion exists that the employee may be under the influence of, or his/her job performance is impaired by, drugs or alcohol when reporting for work or while working.

The Department of Human Resources is responsible for monitoring, facilitating, and answering questions pertaining to the procedures for the University’s alcohol and drug testing rules.

II. Drug and Alcohol Prohibitions

University policy forbids the use of drugs or alcohol in the workplace, on University property (except as provided in other alcohol policies) or reporting to work under the influence of drugs or alcohol. For additional information, refer to the Drug-Free Workplace Policy contained in the Miami University Policy Information Manual (MUPIM).

  • An employee who tests positive for alcohol (a breath alcohol concentration of 0.02 or greater) will be deemed to be under the influence of alcohol while on the job and subject the employee to disciplinary action.
  • An employee who tests positive for amphetamines, barbiturates, benzodiazepines, cocaine metabolite, opiates, oxycodone, phencyclidine (PCP), marijuana (THC) metabolite, or propoxyphene at or above the confirmation threshold levels will be deemed to be under the influence of drugs while on the job and subject the employee to disciplinary action, except when legally administered to an employee by, or under the instructions of, a licensed medical practitioner who has advised the employee that the substance will not affect the ability to safely perform his/her job.

III. Reasonable Suspicion Testing

Reasonable Suspicion - A reasonable suspicion exists when a supervisor makes specific observations of an employee reporting for duty or on the job, indicating the employee may be under the influence of, or his/her job performance is impaired by, drugs or alcohol while working. These observations include but are not limited to:

  • employee’s appearance (red eyes, drowsy, tremors, excessive sweating, clothing disarrayed)
  • behavior (erratic, irritable, inappropriate, mood swings, lethargy)
  • speech (slurred, erratic)
  • odor (unusual or odor of alcohol or marijuana)
  • impaired job performance/motor skill impairment (delayed reaction, staggering)

Working, On-the-Job or Job Related - Any time the employee is engaged in activities on behalf of Miami University. This includes, but is not limited to, travel between work sites, breaks, training, meetings, and time spent performing duties. This also includes any time the employee is present on University property, in any building or vehicle owned or leased by the University during the employee’s working hours. This does not include residential rental property owned by the University in which the employee is the tenant or guest of the tenant.

IV. Accident or Injury Testing

Employees are required to notify their immediate supervisor as soon as possible if they are involved in an on-the-job or job related accident. The employee will be tested for drugs and alcohol as soon as practicable following the accident. An employee will be tested for an on the-job accident or injury involving:

  • a fatality
  • bodily injury with immediate medical treatment away from the scene
  • damage to any motor vehicle
  • an accident/incident that may not meet the circumstances noted above, but which resulted in property damage, personal injury, and/or loss of University work time

V. Refusal to Submit

An employee may not refuse to submit to a post-accident or reasonable suspicion testing. An employee’s refusal to test for alcohol or controlled substances will be considered a positive test result. An employee whose conduct is considered a refusal to test will be subject to discipline up to and including termination.

Refusal to submit includes failing to provide adequate breath or urine sample for alcohol or drug testing and any conduct that obstructs the testing process. This includes adulteration or substitution of a urine sample. Refusal of employee to go to the collection site within a reasonable amount of time, as determined by the University, or failing to remain at the testing site until the testing process is complete will be considered a refusal to test. Failing to report an on-the-job accident or injury within one hour of the incident will be considered a refusal to test.