Page 385 - 2024 Orientation Manual

attending an LSBA function, is absolutely prohibited and is cause for disciplinary action, up
to and including termination.

 Any Employee, volunteer, contractor or vendor who is taking prescription or
nonprescription medication that may adversely affect his/her better judgment, performance
or behavior, or may otherwise adversely affect his/her ability to safely perform job duties is
required to promptly report such use to the Executive Director.

 Employees who are convicted of illegal drug activity must notify the LSBA within five (5)
days of the conviction.

The LSBA will utilize such procedures as it finds necessary, or as required by state or federal agencies
or regulations, to effectively enforce this policy including, but not limited to, any of the following:

 Post-Incident Drug/Alcohol Testing – Any Employee injured in a workplace accident,
involved in or causing an accident, involved in or causing the risk for serious harm to
others, or involved in or causing damage to LSBA property or the property of others may
be required to pass a drug/alcohol test.

 Reasonable Suspicion Testing – All Employees are subject to drug/alcohol testing if there
is reasonable suspicion to believe that the individual is in violation of this policy.

 Random Drug Testing -- All Employees may be subject to testing for alcohol and/or
illegal drugs on a random basis as a condition of their at-will employment with the LSBA.

 Pre-employment Testing -- After a conditional job offer has been made to a LSBA job
applicant, pre-employment alcohol and drug tests may be administered to an individual.
All testing conducted in accordance with this policy will be in compliance with applicable
state and federal laws.

 Workplace Searches – The LSBA may conduct workplace searches when necessary to
enforce this policy. Refusal by an Employee to submit to drug/alcohol testing and/or
workplace searches is cause for potential disciplinary action, up to and including
termination.

In the event an LSBA employee’s job tasks are governed, in part or whole, by a state or federal agency,
an employee may be required to complete testing in accordance with any applicable agency
regulations, which include pre-employment testing, post-accident testing, reasonable suspicion testing,
return-to-work testing and follow-up testing. Such Employees may be subject to additional rules
mandated by state and federal law.

All information, interviews, reports, statements and test results, written or otherwise, received by the
LSBA in connection with this policy will be maintained in a confidential manner.

The LSBA does not tolerate the use of illegal drugs or the improper use of other drugs or alcohol. The
LSBA expects full cooperation of all Employees in implementing and carrying out this policy.

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