DAR File No. 41510
This rule was published in the May 15, 2017, issue (Vol. 2017, No. 10) of the Utah State Bulletin.
Human Resource Management, Administration
Substance Abuse and Drug-Free Workplace
Notice of Proposed Rule
DAR File No.: 41510
Filed: 04/26/2017 02:35:01 PM
Purpose of the rule or reason for the change:
The purpose of this amendment is to change the name of the procedural instructions document, clarify edits, and remove and include citations to statute.
Summary of the rule or change:
The changes revise Subsection R477-14-1(12) to accurately reflect the title of the working document, add "or" in Subsection R477-14-1(15), remove statutory citation in Subsection R477-14-2(3), clarify language regarding records in Subsection R477-14-3(2), and update statutory citations in the annotations block at the end of the text.
Statutory or constitutional authorization for this rule:
- Section 67-19-18
- Section 63G-2-3
- Section 67-19-6
- Section 67-19-34
- Section 67-19-33
- Section 67-19-36
- Section 67-19-35
- Section 67-19-38
- Section 67-19-37
Anticipated cost or savings to:
the state budget:
These changes are administrative and do not directly impact state budgets.
This rule only affects the executive branch of state government and will have no impact on local government.
This rule only affects the executive branch of state government and will have no impact on small businesses.
persons other than small businesses, businesses, or local governmental entities:
This rule only affects the executive branch of state government and will have no impact on other persons. This rule has no financial impact on state employees.
Compliance costs for affected persons:
There is no direct compliance cost for these amendments. This rule only affects the executive branch of state government and will have no impact on other persons. This rule has no financial impact on state employees.
Comments by the department head on the fiscal impact the rule may have on businesses:
Rules published by the Department of Human Resource Management (DHRM) have no direct affect on businesses or any entity outside state government. DHRM has authority to write rules only to the extent allowed by the "Utah Personnel Management Act," Title 67, Chapter 19. This act limits the provisions of career service and these rules to employees of the executive branch of state government.
Debbie Cragun, Executive Director
The full text of this rule may be inspected, during regular business hours, at the Office of Administrative Rules, or at:Human Resource Management
Room 2120 STATE OFFICE BLDG
450 N MAIN ST
SALT LAKE CITY, UT 84114-1201
Direct questions regarding this rule to:
- Bryan Embley at the above address, by phone at 801-538-3069, by FAX at , or by Internet E-mail at email@example.com
Interested persons may present their views on this rule by submitting written comments to the address above no later than 5:00 p.m. on:
Interested persons may attend a public hearing regarding this rule:
- 06/08/2017 09:00 AM, Senate Building, 420 N State Street, Kletting Room, Salt Lake City, UT
This rule may become effective on:
Debbie Cragun, Executive Director
R477. Human Resource Management, Administration .
R477-14. Substance Abuse and Drug-Free Workplace.
R477-14-1. Rules Governing a Drug-Free Workplace.
(1) This rule implements the federal Drug-Free Workplace Act of 1988, Omnibus Transportation Employee Testing Act of 1991, 49 USC 2505; 49 USC 2701; and 49 USC 3102, and Section 67-19-36 authorizing drug and alcohol testing, in order to:
(a) Provide a safe and productive work environment that is free from the effects of unlawful use, distribution, dispensing, manufacture, and possession of controlled substances or alcohol use during work hours. See the Federal Controlled Substance Act, 41 USC 701.
(b) Identify, correct and remove the effects of drug and alcohol abuse on job performance.
(c) Assure the protection and safety of employees and the public.
(2) State employees may not unlawfully manufacture, dispense, possess, distribute, use or be under the influence of any controlled substance or alcohol during working hours, on state property, or while operating a state vehicle at any time, or other vehicle while on duty.
(a) Employees shall follow Subsection R477-14-1(2) outside of work if any violations directly affect the eligibility of state agencies to receive federal grants or to qualify for federal contracts of $25,000 or more.
(3) All drug or alcohol testing shall be done in compliance with applicable federal and state regulations and policies.
(4) All drug or alcohol testing shall be conducted by a federally certified or licensed physician or clinic, or testing service approved by DHRM.
(5) Drug or alcohol tests with positive results or a possible false positive result shall require a confirmation test.
(6) Final applicants, who are not current employees, may be subject to preemployment drug testing at agency discretion, except as required by law.
(7) Employees are subject to one or more of the following drug or alcohol tests:
(a) reasonable suspicion;
(b) critical incident;
(c) post accident;
(d) return to duty; and
(e) follow up.
(8) Final candidates for transfer or promotion to a highly sensitive position are subject to preemployment drug testing at agency discretion, except as required by law.
(a) An employee transferring or promoted from one highly sensitive position to another highly sensitive position is subject to preemployment drug testing at agency discretion except as required by law.
(b) An employee who is reassigned to a highly sensitive position or assigned the duties of a highly sensitive position is not subject to preemployment drug testing.
(9) Employees in highly sensitive positions, as designated by DHRM, are subject to random drug or alcohol testing without justification of reasonable suspicion or critical incident. Except when required by federal regulation or state policy, random drug or alcohol testing of employees in highly sensitive positions shall be conducted at the discretion of the employing agency.
(10) This rule incorporates by reference the requirements of 49 CFR 40.87 (2003).
(11) The State of Utah will use a blood alcohol concentration level of .04 for safety sensitive positions and .08 for all other positions as the cut off for a positive alcohol test except where designated otherwise by federal regulations.
(12) Agencies with employees in federally
regulated positions shall administer testing and prohibition
requirements and conduct training on these requirements as outlined
in the current federal regulation and the DHRM Drug and Alcohol
(13) Employees in federally regulated positions whose confirmation test for alcohol results are at or exceed the applicable federal cut off level, when tested before, during, or immediately after performing highly sensitive functions, shall be removed from performing highly sensitive duties for 8 hours, or until another test is administered and the result is less than the applicable federal cut off level.
(14) Employees in federally regulated positions whose confirmation test for alcohol results are at or exceed the applicable federal cut off level when tested before, during or after performing highly sensitive duties, are subject to discipline.
(15) Management may take disciplinary action if:
(a) there is a positive confirmation test for controlled substances;
(b) results of a confirmation test for alcohol meet or exceed the established alcohol concentration cutoff level;
(c) management determines an employee is unable to perform assigned job tasks, even when the results of a confirmation test for alcohol shows less than the established alcohol concentration cutoff level.
R477-14-2. Management Action.
(1) Under Rules R477-10, R477-11 and Section R477-14-2, supervisors and managers who receive notice of a workplace violation of these rules shall take immediate action.
(2) Management may take disciplinary action which may include dismissal.
(3) An employee who refuses to submit to
drug or alcohol testing may be subject to disciplinary action which
may include dismissal.[
See Section 67-19-33.]
(4) An employee who substitutes, adulterates, or otherwise tampers with a drug or alcohol testing sample, or attempts to do so, is subject to disciplinary action which may include dismissal.
(5) Management may also take disciplinary action against employees who manufacture, dispense, possess, use, sell or distribute controlled substances or use alcohol, per Rule R477-11, under the following conditions:
(a) if the employee's action directly affects the eligibility of the agency to receive grants or contracts in excess of $25,000.00; or
(b) if the employee's action puts employees, clients, customers, patients or co-workers at physical risk.
(6) An employee who has a confirmed positive test for use of a controlled substance or alcohol in violation of these rules may be provided the opportunity for a last chance agreement and be required to agree to participate, at the employee's expense, in a rehabilitation program, under Subsection 67-19-38(3). If this is required, the following shall apply:
(a) An employee participating in a rehabilitation program shall be granted accrued leave or leave without pay for inpatient treatment.
(b) The employee shall sign a release to allow the transmittal of verbal or written compliance reports between the state agency and the inpatient or outpatient rehabilitation program provider.
(c) All communication shall be classified as private in accordance with Section 63G-2-302.
(d) An employee may be required to continue participation in an outpatient rehabilitation program prescribed by a licensed practitioner on the employee's own time and expense.
(e) An employee, upon successful completion of a rehabilitation program shall be reinstated to work in the previously held position, or a position with a comparable or lower salary range.
(f) An employee who fails to complete the prescribed treatment without a valid reason shall be subject to disciplinary action.
(7) An employee who has a confirmed positive test for use of a controlled substance or alcohol is subject to follow up testing.
(8) An employee who is convicted for a violation under federal or state criminal statute which regulates manufacturing, distributing, dispensing, possessing, selling or using a controlled substance, shall notify the agency head of the conviction no later than five calendar days after the conviction.
(a) The agency head shall notify the federal grantor or agency for which a contract is being performed within ten calendar days of receiving notice from:
(i) the judicial system;
(ii) other sources;
(iii) an employee performing work under the grant or contract who has been convicted of a controlled substance violation in the workplace.
R477-14-3. Drug and Alcohol Test Records.
(1) A separate confidential file of drug and alcohol test results and documents related to the last chance agreements shall be maintained and stored in the agency human resource field office.
Files] shall be retained in accordance with the
R477-14-4. Policy Exceptions.
The Executive Director, DHRM, may authorize exceptions to this rule consistent with Subsection R477-2-2(1).
KEY: personnel management, drug/alcohol education, drug abuse, discipline of employees
Date of Enactment or Last Substantive
July 1, 2014]
Notice of Continuation: October 31, 2016
Authorizing, and Implemented or Interpreted Law:
67-19-6; 67-19-18; 67-19-
34; 67-19-35; [
More information about a Notice of Proposed Rule is available online.
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For questions regarding the content or application of this rule, please contact Bryan Embley at the above address, by phone at 801-538-3069, by FAX at , or by Internet E-mail at firstname.lastname@example.org. For questions about the rulemaking process, please contact the Office of Administrative Rules.