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ALCOHOL AND DRUGS

The State has a program to address employee alcohol and drug issues, see the State of Nevada Alcohol and Drug Program.

Click on the below headings for more information on this topic

EXCEPTIONS

Alcohol and drug testing of employees regulated by the U.S. Department of Transportation is managed by an employee's agency, for more information on your agency's federally regulated testing program contact your agency's human resources staff.

The State of Nevada Alcohol and Drug Program does not cover client testing.

PRE-EMPLOYMENT DRUG TESTING

Candidates for employment will be pre-employment drug tested if the class or position is approved for pre-employment testing by the Personnel Commission or if federally mandated.  A list of classes and positions approved for pre-employment testing is available on the Division of Human Resource Management's website.

Steps to pre-employment test a candidate:

REASONABLE SUSPICION ALCOHOL AND/OR DRUG TESTING

What is reasonable suspicion?  Reasonable suspicion is specific, capable of being explained observation(s) or fact(s) concerning the appearance, behavior, speech or body odors of an employee.  Certainty is not required; however, a mere "hunch" is not sufficient.

What observable signs and behavior contribute to reasonable suspicion?

  • Abnormal conduct or erratic behavior that is not otherwise normally explainable;
  • The odor of alcohol or a controlled substance on the breath;
  • Observation of the consumption of alcohol;
  • Observation of the possession of a controlled substance or use of a controlled substance that is reported by a credible source;
  • Occurrence of any accident while on the premises of the workplace for which the employee receives medical treatment; or
  • See the indicators listed on the Alcohol & Drug Indicator Checklist

Steps to test an employee you suspect of being impaired by alcohol and/or drugs:

POST ACCIDENT ALCOHOL AND DRUG TESTING

Steps to test an employee if, as the driver of a motor vehicle, the employee causes bodily injury to himself or herself or another or $500 or more in property damage:

WORK-RELATED ACCIDENT OR INJURY TESTING

If an employee goes to a first stop clinic for treatment due to a work-related accident or injury, he or she will be drug tested.

RETURN TO WORK ALCOHOL AND/OR DRUG TESTING

An employee is subject to return to work testing as a condition of returning to work, if he or she tests positive in a post accident or reasonable suspicion test and is not separated from State service.  Return to work testing should be initiated by an agency's human resource staff as other return to work requirements must be completed prior to testing.

TEST RESULTS

Typically, test results do not go to an employee's supervisor.  The testing account(s) for an agency are set up so that only specified individuals, usually human resources or upper management, receive test results.  Questions regarding test results should be directed to your agency's human resources staff.

FORMS

ADDITIONAL RESOURCES

ASSOCIATED TOPICS