This Q&A provides answers to some of the most common questions HR Services has received regarding managing employee behaviors.
Q: Can a district require an employee to take an alcohol or drug test?
A: It depends on the circumstances. If there is reasonable suspicion that the employee is under the influence of either alcohol or drugs and the search is reasonable in scope to the circumstances that justified the search, a district may require the individual to take an alcohol or drug test. See TASB Policy DHE(LEGAL). The determination of reasonable suspicion should be based on specific observations of the appearance, behavior, speech, or body odors of the employee whose motor abilities, emotional equilibrium, or mental acuity seems to be impaired while on duty.
An employee should be given the opportunity to provide relevant information about prescription or nonprescription medications that may affect the testing. An employee who refuses to comply with a directive to submit to testing is subject to disciplinary action, up to and including termination.
An employee confirmed to have violated the district’s drug and alcohol policy may be disciplined according to policies and procedures.
Q: Pending an investigation, should an employee be placed on administrative leave with pay?
A: It depends. Employees on Chapter 21 contracts may be placed on administrative leave with pay by the superintendent or designee pending an investigation of alleged misconduct or...
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