Substance Abuse Policy II-41 - The MetroHealth System

Substance Abuse Policy: II-41 (2)
A. Consuming, using, possessing, selling, transferring or purchasing Alcohol
or a Drug of Abuse on the premises of or while on duty at MHS is
prohibited. Having a drug of abuse in the employee's system at or above
a detectable level as set forth by the National Institute of Drug Abuse
standards is also prohibited. Having a detectable blood alcohol level is
prohibited. Also, having alcohol on the breath while on duty is prohibited.
Further, possession of drug paraphernalia on Hospital premises is also
prohibited. For purposes of this policy, employees shall still be considered
to be "on duty" if they are on a rest or meal break on or off the premises.
In addition, employees shall be considered to be "on duty" when they are
on the premises for the purpose of reporting to work or after finishing work
(e.g., an employee in the locker room changing into, or out of, work
clothes).
B. Engaging in any of the activities described in paragraph A while off the
premises or off duty is also prohibited where such activity:
1. Constitutes a threat to the patients, visitors, employees or property
of MHS.
2. Otherwise affects the interests or mission of MHS.
C. Any employee in violation of paragraph A or B may be subject to
disciplinary action, up to and including discharge. In addition, such an
employee may be required, as a condition of continued employment, to
undergo a treatment program. MHS encourages all employees and
supervisors to voluntarily use the EAP and/or other Substance Abuse
Programs.
VI. DRUG TESTING REQUIREMENTS AND PROCEDURES
A. Testing Requirement: In order to detect the presence of Substances of
Abuse among persons not currently employed by MHS, the System’s
policy is to require candidates for employment to submit to a drug screen
as part of the pre-placement process. This policy applies to candidates for
full-time, part-time, temporary employment. All classifications are subject
to this policy, including the medical staff and the house staff.
1. MetroHealth will utilize only those temporary agencies who provide
written assurance that their employees have submitted to a preemployment
drug screen.
2. Drugs to be tested for are shown on the enclosed Drug Screen List
(see attachment B).
3. Candidates who test positive will be disqualified from employment
for one year. A second Positive Drug Test will forever exclude
them from consideration for employment.
B. Testing Procedures