Applicant and Employee Drug and Alcohol Testing - Guidelines and Procedures Implementing - State of Colorado and Colorado Mesa University Board of Trustees Policy

Sep 18, 2026

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These guidelines and procedures implement the State of Colorado Substance Abuse Policy for Colorado Mesa University. The policy defines a drug-free workplace, prohibits illicit drug possession, use, distribution, and alcohol use on premises except approved events, and requires employees not to be impaired during work hours. It establishes when testing may occur, confidentiality requirements, and potential actions for positive confirmed results or other violations. It also covers reasonable suspicion triggers, applicant screening timing, consequences for refusal, contesting results, testable substances, and approved screening locations with chain-of-custody compliance.

LanguageEnglish

CategoryHealthcare

FormatPDF

Pages3

Reading Time8 min

AccessFree to download

Prohibited Conduct

Drug-free workplace requirements

Alcohol restrictions

When Testing May Be Required

Testing based on reasonable suspicion

Safety-sensitive job applicant screening

Results, Refusals, and Consequences

Actions for confirmed positives or violations

Refusal consequences for non-tenured employees

Contesting test accuracy

Test Substances and Procedures

Covered substances

Screening location and chain-of-custody

Applicant and Employee Drug and Alcohol Testing Guidelines and Procedures Implementing State of Colorado and Colorado Mesa University Board of Trustees Policy The State of Colorado Substance Abuse Policy promulgated by the Governor recognizes that employees impaired by alcohol or other drugs during work hours may pose safety and health risks to themselves and others. To supplement the State Substance Abuse Policy, Colorado Mesa University (University), acting through its Board of Trustees, has previously adopted a policy restricting drug and alcohol use in the workplace by employees of the University. In association with said policies, the University has issued these implementation guidelines and procedures. 1) Colorado Mesa University is a drug-free workplace. As such, we prohibit the possession, use, or distribution of illicit or non-prescribed drugs during work hours and/or on University property. Use or possession of alcohol on work premises is prohibited, except at sanctioned events as approved by the president. At no time should an employee be impaired by alcohol or drugs during work hours. 2) The grounds upon which an employee or job applicant may be required to submit to a drug or alcohol test are: a) Testing as a condition of employment for all employees being recommended for certain positions, as set forth in paragraph 5 (b) below. b) Testing of all employees based upon reasonable suspicion. 3) In the event of a positive confirmed drug or alcohol test result, or other violation of the State or University drug use policy, the University may, in its sole discretion, take any of the following actions: a) Immediate dismissal of the employee; b) Immediate suspension of the employee, with or without pay, with possible return to work upon such conditions as may be deemed appropriate by the University, or discipline up to and including termination; c) In the case of a job applicant, refusal to hire. 4) All information, interviews, reports, statements, memoranda and test results, written or otherwise, received by Colorado Mesa University through its drug and alcohol testing program are confidential communications. 5) The circumstances under which an employee or job applicant will be required to submit to drug and alcohol testing are: a) Any and all employees shall be required to submit to testing at any time the University has reasonable suspicion that an employee is using or has used drugs or alcohol in violation of the University's policy. i) Reasonable suspicion shall exist if the University has a belief that an employee is using or has used drugs in violation of the University's policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience, and may be based upon, among other things: (1) Observable phenomena, such as direct observation of drug or alcohol use and/orthe physical symptoms or manifestations of being under the influence of a drug or alcohol; (2) Abnormal conduct or erratic behavior while at work, absenteeism, tardiness or deterioration in work performance; (3) A report of drug or alcohol use provided by a reliable and credible source and which has been independently corroborated; (4) Evidence that an individual has tampered with a drug and alcohol test during his employment with the University; (5) Information that an employee has caused or contributed to an accident or injury while at work; (6) Evidence that an employee is involved in the use, possession, sale, solicitation or transfer of drugs while working or while on the University's premises or operation the University's vehicle, machinery or equipment. b) All job applicants offered a position identified as safety sensitive by the Vice President for Finance and Administration will be required to submit to drug screening within three business days of the job offer. Those positions include, but are not limited to: i) Custodial Employees ii) Pi

FAQs

What actions may the university take after a positive confirmed drug or alcohol test or a policy violation?

The university may dismiss the employee, suspend the employee with or without pay with possible return under conditions, or impose discipline up to and including termination. For job applicants, the university may refuse to hire.

Under what circumstances can an employee be required to submit to drug or alcohol testing?

Testing can be required when the university has reasonable suspicion that an employee is using or has used drugs or alcohol in violation of the policy, based on specific objective and articulable facts and reasonable inferences.

What happens if a job applicant refuses consent to drug screening or tests positive for prohibited drugs?

The job offer is revoked, and the applicant will not be eligible for any other positions covered by this policy for a period of one year.

Sep 18, 2026

Upload by Mason