2020 Archdiocese of Atlanta Employee Policy Manual/September 2020 - Manual / Resource - Page 79
pre-employment drug test, s/he will be removed from the job and
terminated immediately.
ii. Employees will be tested when reasonable suspicion exists such that their
behavior or performance indicates possible alcohol or other drug use, in
violation of this policy. Administrative personnel in supervisory positions
who need to utilize reasonable suspicion testing will fill out the Substance
Abuse Investigation Form. All requests for Reasonable Suspicion Testing must
be approved by the Director of Human Resources. Articulable facts and
reasonable inferences prompting reasonable suspicion drug testing may
include, but are not limited to:
1. Observable phenomena while at work such as direct observation of
substance abuse or the physical symptoms or manifestations of being
impaired due to substance abuse;
2. Abnormal conduct or erratic behavior while at work or a significant
deterioration in work performance;
3. A report of substance abuse provided by a reliable and credible
source;
4. Evidence that an individual has tampered with any substance abuse
test during his or her employment with the current employer;
5. Information that an employee has caused or contributed to an
accident while at work;
6. Evidence that an employee has used, possessed, sold, solicited, or
transferred drugs while working or while on the employer’s
premises or while operating the employer’s vehicle, machinery, or
equipment;
7. Excessive absenteeism including tardiness;
8. Employee admissions regarding drug use;
9. Repeated failure to follow instructions of the Archdiocese of Atlanta
through its Office of Catholic Schools procedures;
10. Violation of Archdiocese of Atlanta and Office of Catholic Schools’
safety policies;
11. Odor of alcohol and/or residual odor peculiar to some chemicals,
alcohol, or other drugs;
12. Arrest or conviction for violation of a criminal drug statute or an
alcohol abuse statute; or,
