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��ҳ| �鶹��ýӳ�� the Post-Accident Drug and Alcohol Testing Procedures

In accordance with the State of Nevada’s Risk Management Program, and pursuant to NRS 284.4065 and NAC 284.888, any employee involved in an accident that causes bodily injury, or damage to property believed to be in excess of $500, will be required to submit to drug and alcohol testing. UNLV administers this post-accident testing requirement in accordance with the State of Nevada’s Alcohol and Drug Program. These procedures outline UNLV’s post-accident testing in accordance with the State of Nevada’s Alcohol and Drug Program.

Post-Accident Drug Alcohol Testing Guide

1. Provide Medical Assistance (as needed)
2. Request Consent to Test
   1. Request the employee indicate consent by signing the Alcohol/Drug Test Consent Form (NSHE BCS TS-76).
      • Never accuse the employee of using alcohol or drugs or being under the influence, impaired or high. Only an alcohol and drug test can provide objective proof of alcohol or drug use.
   2. If the employee REFUSES to submit to testing:
      1. Ask the employee for the reason(s) why he/she is refusing to submit to drug and alcohol testing and document reasons.
      2. Inform the employee that the State policy (NRS 284.4063) requires an employee to Consent to testing and that refusal is grounds for disciplinary action up to and including Termination.
      3. Again, request the employee consent to alcohol and/or drug testing.
      4. If the employee still refuses to test, arrange transportation home for the employee (i.e., taxi, call a family member to pick up, or supervisor/co-worker can transport).
         • If the employee refuses transportation, attempt to persuade the employee to change his/her mind.
         • Do not detain or physically restrain the employee.
         • Inform the employee that you intend to call the police unless the employee accepts transportation.
         • Seek a corroborating witness (e.g., another supervisor) to verify employee’s refusal of transportation.
         • In cases where the employee refuses transportation and the employee’s condition suggests that the employee presents a potential or actual safety risk to him/herself or other people, notify the police by calling 911 and state the following:
           
           “I am calling because I am concerned about an employee by the name of _____________. Based on my observations of his/her behavior and performance today at work, I am concerned about his/her ability to operate a motor vehicle”.
         • Relay your observations to the officer or dispatcher.
         • Do not voice an opinion about alcohol or drug use.
3. Test
   1. Download the following forms and fill out the appropriate fields:
      • BCS NSHE TS-76 - 1 copy for employee and 1 copy to Risk Management
      • BCS NSHE TS-77 - 1 copy for employee and 1 copy to Risk Management
      • Concentra Authorization Form - Employee brings Concentra Authorization form to Concentra along with a valid government issued photo ID for testing.
      • NSHE Policy regarding an Alcohol and Drug Free Work Place - 1 copy to the employee.
   2. Transport the employee to collection site (Concentra) along with, if possible, another supervisor of the same gender as the employee. You may also contact Law Enforcement for transport. (NAC 284.890)
      • Take employee to a Concentra to perform drug and alcohol testing.
      • In rural areas with no collection sites capable of performing breath alcohol testing or if after hours, the breath alcohol test performed by law enforcement at the scene and the drug testing will be done at a collection site. Call Nevada Highway Patrol’s non-emergency number at 702-486-4100. It’s recommended that the alcohol breath test be performed before the drug test.
   3. Arrange transportation to the collection site. Accompany the employee to the collection site (if transported by law enforcement, supervisor can arrive separately) and wait until notified that the collection has been completed.
4. (Recommended) Transport Home
   1. Regardless of where the employee is (at the office, a collection site or law enforcement office), if the test is positive or results are not immediately available (i.e., urine or blood tests) arrange transportation home for the employee (i.e., taxi, call a family member to pick up, or supervisor/co-worker can transport home). (NAC 284.890)
      • Inform employee that he/she is on administrative leave pending test results.
      • If the employee refuses transportation, attempt to persuade the employee to change his/her mind.
      • Do not detain or physically restrain the employee.
      • Inform the employee that you intend to call the police unless the employee accepts transportation.
      • Seek a corroborating witness (e.g., another supervisor) to verify employee’s refusal of transportation.
      • In cases where the employee refuses transportation and the employee’s condition suggests that the employee presents a potential or actual safety risk to him/herself or other people, notify the police by calling 911 and state the following:
        
        “I am calling because I am concerned about an employee by the name of _____________. Based on my observations of his/her behavior and performance today at work, I am concerned about his/her ability to operate a motor vehicle”.
      • Relay your observations to the officer or dispatcher.
      • Do not voice an opinion about alcohol or drug use.