HR Reference Guide
COLLECTIVE BARGAINING AGREEMENTS
As of July 1, 2021, some State employees are covered under Collective Bargaining Agreements (CBA), see the Division of Human Resource Management, Labor Relations Unit page for more information. If you are in a job classification currently covered under a CBA, some of the terms and benefits of your employment may be different than the provisions outlined on this page. Please consult your CBA or agency's human resource for further information.
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.
MARIJUANA
PRE-EMPLOYMENT DRUG TESTING
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:
TESTING OTHER THAN PRE-EMPLOYMENT & REASONABLE SUSPICION
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 or has or is involved in a work-related accident, motor vehicle crash or injury:
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