Drug and Alcohol Testing

As a manager, you may find the following resources helpful.

  • University's campus safety resources, specifically the Drug-Free Policy and Alcohol Policy.
  • For classified, union employees, refer to the AFSCME and FOP Agreements.
  • Student Handbook (4.4) in MUPIM governs the University's policy on alcohol for students.
  • Impairment checklist should be used by supervisors to evaluate an employee when possible impairment is suspected.

This process applies to all classified and unclassified staff on the Oxford, Hamilton, and Middletown campuses. This process does not apply to faculty or students. It is the supervisor’s responsibility to investigate reports of suspected impairment. Reports of suspected impairment should be addressed immediately regardless of the shift in which it occurs.

Post-Accident Drug Screen Steps for Supervisors

Assess need for medical treatment. If needed, ensure treatment is received either through the on-campus health center or appropriate community resources (e.g. urgent care, emergency room). Not every injury will require a drug screen. The supervisor must determine if a drug screen is needed.

If employee behavior is combative, hostile or threatening, contact the Miami University Police Department (911 or 513-529-2222).

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 practical 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; or
  • In the University’s discretion when there is 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.
If medical treatment is not needed, the standard practice is to administer an alcohol/drug screening through the approved health care facility for regional campus staff. The employee’s supervisor or member of management must accompany the employee to the on-campus health center or the approved healthcare facility.
  1. A copy of the signed incident/accident report must be presented at the medical facility for testing. If the on-campus student/employee health center is not open take the employee to McCullough-Hyde Hospital or approved facility for Regional Campus.
    • Oxford: On-campus Health Center, McCullough-Hyde Memorial Hospital
    • Hamilton: Bethesda Care, Butler County, Bethesda Butler Hospital
    • Middletown: TriHealth Occupational Medicine/Bethesda Care at Arrow Springs
    • VOA: TriHealth Occupational Medicine/Bethesda Care
  2. The supervisor checks the employee in at the on-campus health center and waits on the employee to complete testing.
  3. Once the testing is complete the supervisor must find out whether the result from the rapid test is "negative or non-negative”.
    • Negative rapid test results:
      • Supervisor informs the employee to return to work immediately unless the injury prevents the employee’s capability to perform job duties.
    • Non-negative rapid test results:
      • Supervisor is required to inform the employee that they are not able to return to work or drive their own vehicle that day.
      • Supervisor must assist the employee in finding a ride home. Do not allow the employee to drive.
      • Employee cannot work the remainder of their shift. The employee should be paid for this time.
      • The supervisor should request that the employee return to work for their next scheduled shift and not in violation of Miami University’s Drug-Free workplace policy.
      • The supervisor, in consultation with their division management, may determine that the employee should remain off work until an independent confirmatory test is completed.
    • Rapid test results are sent out to conduct confirmatory testing.
    • The supervisor should provide Employee Assistance Program information to the employee.

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.

The maximum time limit for alcohol screening is 8 hours following an accident, and the maximum time limit for drug screening is 32 hours after the accident. If screening is not achieved within these time frames all attempts to test will cease. The supervisor will provide a report to Human Resources stating the reason for lack of testing. The employee or supervisor should complete the employee injury and illness report. The supervisor needs to obtain any witness statements to the incident.

Supervisors with AFSCME employees must contact a union representative (not required for new employees in their initial 180 day probationary period) to inform them that an employee is being sent to the on-campus health center or regional facility for drug screening. This contact should be made by calling and at least leaving a message (do not send text):

  • Clint Sawyers 937-733-2987 or Dustin Jones 513-255-7106
  • If the supervisor is unable to leave a message please send an email to sawyercl@miamioh.edu or jonesdw@miamioh.edu.
  • This process applies to all shifts, seven days a week.

An employee's refusal to comply with the requested Drug and Alcohol Screening is considered a positive result and the employee will be subject to disciplinary action up to and including termination.

Reasonable Suspicion Drug Screening

This process applies to all classified and unclassified staff on the Oxford, Hamilton, and Middletown campuses. This process does not apply to faculty or students. It is the supervisor’s responsibility to investigate reports of suspected impairment. Reports of suspected impairment should be addressed immediately regardless of the shift in which it occurs.

Supervisor is made aware of erratic behavior. If employee behavior is combative, hostile or threatening, contact the Miami University Police Department (911 or 513-529-2222).

The supervisor and another witness, preferably not a direct peer to the employee, and not a student or student employee, need to complete the impairment checklist.

The employee’s supervisor or member of management must accompany the employee to the on-campus health center or the approved healthcare facility.

  1. A copy of the signed incident/accident report must be presented at the medical facility for testing. If the student/employee health center is not open, take the employee to McCullough-Hyde Hospital or approved facility for Regional Campus.
    • Oxford: On-campus Health Center, McCullough-Hyde Memorial Hospital
    • Hamilton: Bethesda Care, Butler County, Bethesda Butler Hospital
    • Middletown: TriHealth Occupational Medicine/Bethesda Care at Arrow Springs
    • VOA: TriHealth Occupational Medicine/Bethesda Care
  2. The supervisor checks the employee in at the on-campus health center and waits on the employee to complete testing.
  3. Once the testing is complete the supervisor must find out whether the result from the rapid test is "negative or non-negative”.
    • Negative rapid test results:
      • Supervisor informs the employee to return to work immediately unless other factors are impairing the employee’s capabilities to perform job duties.
    • Non-negative rapid test results:
      • Supervisor is required to inform the employee that they are not able to return to work or drive their own vehicle that day.
      • Supervisor must assist the employee in finding a ride home. Do not allow the employee to drive.
      • Employee cannot work the remainder of their shift. The employee should be paid for this time.
      • The supervisor should request that the employee return to work for their next scheduled shift and not in violation of Miami University’s Drug Free workplace policy.
      • The supervisor in consultation, with their division management, may determine that the employee should remain off work until an independent confirmatory test is completed.
    • Rapid test results are sent out to conduct confirmatory testing.
    • The supervisor should provide Employee Assistance Program information to the employee.

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.

The maximum time limit for alcohol screening is 8 hours following an accident, and the maximum time limit for drug screening is 32 hours after the accident. If screening is not achieved within these time frames all attempts to test will cease. The supervisor will provide a report to Human Resources stating the reason for lack of testing. The employee or supervisor should complete the employee injury and illness report. The supervisor needs to obtain any witness statements to the incident.

The supervisor only needs to know that the test was non-negative. Hospital or clinic staff will not report screening or confirmatory results to supervisors. The supervisor is responsible for informing the employee that they cannot work for the remainder of their shift. The employee is paid for the remainder of their shift.

Supervisors with AFSCME employees must contact a union representative (not required for new employees in their initial 180 day probationary period) to inform them that an employee is being sent to the on-campus health center or regional facility for drug screening. This contact should be made by calling and at least leaving a message (do not send text):

  • Clint Sawyers 937-733-2987 or Dustin Jones 513-255-7106
  • If the supervisor is unable to leave a message please send an email to sawyercl@miamioh.edu or jonesdw@miamioh.edu.
  • This process applies to all shifts, seven days a week.

An employee's refusal to comply with the requested Drug and Alcohol Screening is considered a positive result and the employee will be subject to disciplinary action up to and including termination.

Non-Negative Rapid Test Results

The employee should be instructed to respond to the TriHealth Medical Compliance Review Officer who will be validating the non-negative results. (Miami management staff are not involved in this process and the employee will need to direct all questions to the Medical Compliance Review Officer).

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.

A summary of confirmatory drug and alcohol testing results are provided to the designated employer representatives within the department of Human Resources or Academic Personnel Services.

Contact for Human Resources

Becky Dysart
Interim Director, Employee and Labor Relations
513-529-8078
dysartrl@miamioh.edu

Dawn Fahner
Interim Associate Vice President, Human Resources
513-529-5716
fahnerdm@miamioh.edu