UNM is seeking feedback about a recently drafted drug and alcohol testing policy that would be used in limited instances and affect faculty, staff and students.
Julie Weaks, vice president of Business and Finance, sent a memorandum to faculty and staff outlining the new policy and requesting a response by May 4. She stated that the policy was drafted to notify those who may be subject to drug tests. She added that it is in line with UNM policy as a drug free campus and its mission is to provide a safe environment for the University community.
The only situation listed in the policy where drug evaluations are not already being done is post-accident testing. The section states that any employee involved in a work-related accident involving loss of life, injury or property damage in excess of $500 may be subject to alcohol or other drug testing as part of the post-accident investigation when a reasonable basis exists that the accident may have been caused by the employee's conduct.
"To help ensure the safety of faculty, staff and students, this section allows testing when there is a serious work-related accident," Weaks stated.
Eight other categories outline situations in which employees or students may be tested. They follow federal guidelines already in place for drug testing.
The first is for employees who appear to be impaired at work; they may be tested as part of a medical evaluation in accordance with steps outlined in other portions of University policies.
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Employees driving commercial vehicles address the risks associated with drug and alcohol abuse in the motor carrier industry. Those who are required to maintain a commercial driver's license as a condition of their employment are subject to drug testing.
Patient care employees and applicants are also listed in the policy as subject to testing because of their direct relationships with patients or access to drugs.
Before being hired, all campus police officers also are subject to drug testing as mandated by state law. University employees working on Department of Defense or other contracts at places such as Sandia National Laboratories also may be subject to testing.
Following a drug-related incident, employees may be eligible for back-to-work programs the University offers but are then subject to periodic testing to ensure they no longer have a substance abuse problem.
The only section clearly addressing students is the athletics clause, which addresses NCAA regulations that already provide for drug testing of athletes receiving federal aid.
The policy also outlines testing procedures to ensure accurate, humane drug analysis. Under that clause, the University must observe guidelines established by the Substance Abuse and Mental Health Services Administration, which is a division of the U.S. Department of Health and Human Services.
The Athletics Department; Employee Occupational Health Services; Risk Management Department; Campus Office of Substance Abuse Programs; Counseling, Assistance and Referral Services; Human Resources Department; and Office of Research and Services all are responsible for assisting with testing or outreach once an employee tests positive for drugs or alcohol while working.
The final portion of the policy outlines the University's responsibility to inform employees and supervisors about the policy.
UNM community members can view the policy at www.unm.edu/~ubppm and send feedback to the Office of Business and Finance by e-mail to ubppm@unn.edu.
