A primary goal at FSU is to provide an environment free of the abuse and/or illegal use of alcohol and other drugs. Efforts to achieve this goal are in accordance with the U.S. Department of Transportation (DOT), Federal Highway Administration (Title 49, Code of Federal Regulations, Parts 40 and 382), which requires drug and alcohol testing as a condition of employment for those who operate a commercial motor vehicle (CMV) and must possess a CDL as a condition of employment. Employees in this category are required to submit to pre-employment, random, reasonable suspicion, post-accident, return-to-duty, and follow-up testing.
In addition, those who operate a CMV are considered to be performing DOT safety-sensitive functions (SSF) and must submit to a CDL/D&A background check. Both new hires and current employees who will be adding SSF to their current duties are required to complete the background check form. The background check consists of SSF performed for DOT regulated employers in the two-year period prior to the applicant's application or employee's new SSF job duties.
The employee may perform SSF for 30 days while waiting on the background check information to be returned to FSU. FirstLab will conduct the background checks for FSU. The fee for this service is $25 for each background check and will be billed to the department. The fee for pre-employment and random D&A testing is $34 for each drug test and $30 for each breath alcohol test. This fee will be billed to the department.
For further information on the CDL Drug and Alcohol Testing Program, please contact Employee and Labor Relations at 644-6475.
Reasonable Suspicion Drug and Alcohol Testing
No employee will be allowed to report to work under the influence of or unlawfully possess, use, or distribute illicit drugs and alcohol on University property or as a part of any University activity. An employee may be required to submit to reasonable suspicion drug and alcohol testing in accordance with Section 112.0455, Florida Statutes, when a reasonable suspicion exists that an employee has violated the provisions of this policy.
Reasonable suspicion determination must be based on specific, articulate observations concerning the appearance, behavior, speech, or body odors of the employee. The supervisor should complete an Incident Report form and submit the form to Employee/Labor Relations within 24 hours of the observation. All related information is confidential in accordance with Section 112.0455(11), Florida Statutes.
For guidance, contact Employee/Labor Relations at 644-6475.