Utah Administrative Code
The Utah Administrative Code is the body of all effective administrative rules as compiled and organized by the Division of Administrative Rules (see Subsection 63G-3-102(5); see also Sections 63G-3-701 and 702).
NOTE: For a list of rules that have been made effective since May 1, 2019, please see the codification segue page.
NOTE TO RULEFILING AGENCIES: Use the RTF version for submitting rule changes.
R477. Human Resource Management, Administration.
Rule R477-14. Substance Abuse and Drug-Free Workplace.
As in effect on May 1, 2019
Table of Contents
- R477-14-1. Rules Governing a Drug-Free Workplace.
- R477-14-2. Management Action.
- R477-14-3. Drug and Alcohol Test Records.
- R477-14-4. Policy Exceptions.
- Date of Enactment or Last Substantive Amendment
- Notice of Continuation
- Authorizing, Implemented, or Interpreted Law
(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 Testing Policy and Procedures.
(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; or
(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.
(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.
(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.
(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.
(2) Test results shall be retained in accordance with the retention schedule.
The Executive Director, DHRM, may authorize exceptions to this rule consistent with Subsection R477-2-2(1).
personnel management, drug/alcohol education, drug abuse, discipline of employees
July 1, 2017
October 31, 2016
63G-2-3; 67-19-6; 67-19-18; 67-19-33; 67-19-34; 67-19-35; 67-19-36; 67-19-37; 67-19-38
For questions regarding the content or application of rules under Title R477, please contact the promulgating agency (Human Resource Management, Administration). A list of agencies with links to their homepages is available at http://www.utah.gov/government/agencylist.html or from http://www.rules.utah.gov/contact/agencycontacts.htm.