CDL Controlled Substance & Alcohol Testing Standardized Policy
Alcohol and Controlled Substance Testing Program
PURPOSE:
To increase the safety of every motorist using Indiana's roads and to comply with applicable federal regulations, the State maintains a pre-employment, random, reasonable suspicion, post-accident, return-to-duty and follow-up drug testing program for employees, who as part of their job requirements, are required to maintain a Commercial Drivers License (CDL).
SCOPE:
This policy applies to merit and non-merit employees subject to the executive authority of the Governor who are required to maintain a CDL to perform their job duties. This policy also applies to prospective employees seeking positions requiring a CDL.
STATEMENT OF POLICY:
A priority of the State of Indiana is the health and safety of state employees and the public on Indiana highways.
No employee required to maintain a CDL shall report for duty or remain on duty while having any measurable amount of alcohol in his/her system (which for enforcement purposes is defined as .02) or while having any measurable trace of a controlled substance in his/her system.
No employee shall possess or use alcohol or a controlled substance while on duty.
No employee shall refuse to submit to a post-accident, random, reasonable suspicion, return-to-duty, or follow-up alcohol or controlled substance test.
DEFINITIONS:
Adulterated Specimen - A specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine.
Alcohol - The intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol.
Alcohol Concentration - Alcohol in a volume of breath (shown as grams of alcohol/210 liters of breath) as indicated by an evidential breath test. For enforcement purposes an alcohol concentration of .02 or greater will be considered a positive test result.
Controlled Substance - The meaning assigned by 21 U.S.C. 802 and includes all substances listed on schedules I through V as they may be revised from time to time (21 CFR 1308).
Breath Alcohol Technician (BAT) - An individual who instructs and assists individuals in the alcohol testing process and operates an evidential breath testing (EBT) device.
Confirmation Test - In alcohol testing: a second test, following a screening test with a result of 0.02 or greater, that provides quantitative data of alcohol concentration.
In controlled substance testing: a second test to identify the presence of a specific drug or metabolite. In order to ensure reliability and accuracy, this test is separate from and uses a different technique and chemical principle than that of the screening test.
Designated Employer Representative (DER) - A management designee who coordinates administration of the CDL program at the local level.
Dilute Specimen - A specimen with creatinine and specific gravity values that are lower than expected for human urine.
Employee - A person compensated by the State of Indiana to perform duties that require a CDL.
Medical Review Officer (MRO) - A licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by the State's controlled substance testing program. The MRO must have knowledge of substance abuse disorders and appropriate medical training to interpret and evaluate an individual's confirmed positive test, medical history and other relevant biomedical information.
Pre-Employment Test - Selected applicants must submit to a urine drug test
Post-Accident Test - Controlled substance and/or alcohol test administered following an accident. An employee must contact his/her supervisor as soon as possible following the accident. An employee must submit to a Federal DOT controlled substance and alcohol test any time he or she is involved in an accident where:
1) a loss of human life is involved; or,
2) an employee receives a citation for a moving violation arising from the accident that involved:
a) injury requiring medical treatment away from the scene; or,
b) one or more vehicles having to be towed from the scene.
Random Test - The State conducts random controlled substance and alcohol testing. The State submits all employees' names to a random selection system. A statewide computer generated selection process, which eliminates management discretion, is used by the State. The random selection system provides an equal chance for each employee to be selected each time random selection occurs. Random selections will be reasonably spread throughout the year. The State will test for controlled substances, at a minimum, fifty (50) percent of the average number of employee positions in each calendar year or at a rate established by the DOT for the given year. The State will select, at a minimum, twenty-five (25) percent of the average number of employee positions in each calendar year for random alcohol testing, or at the rate established by the DOT for the given year. Random selection by its very nature may result in employees being selected in successive selections more than once per calendar year.
Reasonable Suspicion Test - Reasonable suspicion for requiring an employee to submit to controlled substance and/or alcohol testing shall be deemed to exist when an employee manifests physical, behavioral, speech or performance symptoms or reactions commonly attributed to the use of controlled substances or alcohol.
Return-To-Duty Test - A return-to-duty test will be required for all employees who used the EASY program and medical leave to treat a controlled substance and/or alcohol disease. The employee may not return to duty until he/she tests negative for a controlled substance and/or tests below .02 for breath alcohol. An employee may not return to work until an MRO or SAP and the State have determined that the employee is fit for duty. An employee is subject to a return-to-duty test and six (6) follow-up tests in the first twelve months following the driver's return to duty. These six tests are in addition to any random tests.
Split Specimen - A part of the urine specimen that was sent to the first laboratory and retained unopened, which is transported to a second laboratory in the event an employee requests that it be tested following a verified positive, adulterated or substituted test result of the primary specimen.
Substance Abuse Professional (SAP) - A licensed physician (medical doctor or doctor of osteopathy), or a licensed or certified psychologist, social worker or employee assistance professional or an alcohol or drug abuse counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission.
Substituted Specimen - A specimen with creatinine and specific gravity values that are so diminished that they are not consistent with human urine.
PROCEDURES AND RESPONSIBILITIES:
ALCOHOL TESTING :
An employee, who prior to being notified that he/she is to be tested, voluntarily admits to his/her supervisor or other management personnel that he/she has an alcohol problem, shall be referred to the EASY program and receive appropriate medical leave.
No mitigation of discipline will be provided to an employee who notifies a supervisor of alcohol abuse after being told of an impending random, reasonable suspicion, post-accident, return-to- duty or follow-up test. The employee shall receive disciplinary action up to and including dismissal following a predeprivation meeting, if required, for a positive test result.
An agency hiring a candidate who maintains a CDL must conduct a background check of the employee's previous employer for alcohol test violations. Within thirty (30) days of performing his/her job duties, DOT regulations require that the State obtain, to the extent available, certain alcohol testing records from the employee's previous employers for the previous two (2) years. As a condition of employment, the applicant shall provide the State with written authorization to obtain such records. (Please note the information required for controlled substances under the controlled substance testing section of this policy).
All alcohol testing will be performed by person(s) designated by the State.
Breath alcohol testing will be conducted either on-site or at a prearranged location by a qualified Breath Alcohol Technician according to CFR 49 Part 40. Refusal to complete and sign the testing form or refusal to provide a breath sample will be considered a refusal to test and the employee is subject to disciplinary action up to and including dismissal following a predeprivation meeting, if required. For an employee who cannot provide an adequate breath sample, the test result shall be considered a refusal to test and disciplinary action up to and including dismissal may result following a predeprivation meeting, if required. If an employee provides medical documentation highlighting a health problem that prevents him/her from providing an adequate breath sample, the resulting discipline may be mitigated.
Employees that are under the influence of alcohol and/or have consumed alcohol in the last four (4) hours must inform their supervisor when reporting to work.
Employees being tested must empty their pockets and display the contents to the collector. Employees shall follow all instructions provided by the collector(s). Employees who fail to follow instructions are subject to disciplinary action.
Employees who are absent during collection shall be tested upon their return to work if such return is before the next random selection. The DER shall contact the employee at the time of the new collection and provide the employee information about the test (e.g., collection form, location of collection site, etc.) Strict confidentiality shall be maintained.
Employees who refuse random, reasonable suspicion, post-accident, return-to-duty or follow-up alcohol tests are subject to dismissal following a predeprivation meeting, if required.
An employee who receives a positive test result on an initial alcohol breath test is required to take a confirmation validity test (second breathalyzer). If the confirmation validity test confirms a positive result the employee is subject to discipline up to and including dismissal following a predeprivation meeting, if required.
Any employee who receives a positive test result shall be provided the name, address and telephone number of a SAP. If an employee received a test result of .04 or greater, the employee must complete the SAP evaluation, referral and education/treatment process. An employee may not return to work until written notification of successful completion of treatment has been received from a SAP, the employee has received a negative test result from a return-to-duty test and the State determines the employee is fit for duty. The employee is subject to a minimum of six follow-up tests within the next twelve months. The follow-up tests are in addition to any random tests. If the SAP's follow-up treatment plan requires more than the mandated six follow-up tests in a twelve month period, the State will administer testing according to the SAP's follow-up plan. If a SAP's follow-up treatment plan requires controlled substance and alcohol follow-up tests both shall be administered even if the employee only tested positive for alcohol abuse. If an employee fails to successfully comply with a SAP's treatment plan, the employee may be subject to disciplinary action up to and including dismissal.
An employee is entitled, upon written request to the State Personnel Department, to obtain copies of his/her positive alcohol test result, if such request is made within ninety (90) days from the date the employee received notification of the positive test. Alcohol test results will not be released unless required or authorized by law or unless the employee provides written authorization.
CONTROLLED SUBSTANCE TESTING:
An employee, who prior to testing voluntarily admits to his/her supervisor or other management personnel that he/she has a substance abuse problem, shall be referred to a SAP and receive appropriate medical leave. An employee may not return to work until written notification of successful completion of treatment has been received from a SAP, the employee has received a negative test result from a return-to-duty test and the State determines the employee is fit for duty. The employee is subject to a minimum of six follow-up tests within the next twelve months. The follow-up tests are in addition to any random tests. If the SAP's follow-up treatment plan requires more than the mandated six follow-up tests in a twelve month period, the State will administer testing according to the SAP's follow-up plan. If a SAP's follow-up treatment plan requires controlled substance and alcohol follow-up tests both shall be administered even if the employee only admitted to substance abuse. If an employee fails to successfully comply with a SAP's treatment plan, the employee may be subject to disciplinary action up to and including dismissal.
No mitigation of discipline will be provided to an employee who notifies a supervisor of substance abuse after being told of an impending random, reasonable suspicion, post-accident, return-to-duty or follow-up test.
Offers of employment to positions that require the incumbent to possess a CDL shall be made contingent upon the applicant passing a controlled substance test. An applicant shall be rejected if the pre-employment controlled substance test result is not negative, unless he/she can provide a valid medical statement highlighting a health problem as the cause of the test result.
Within thirty (30) days of performing his/her job duties, DOT regulations require that the State obtain, to the extent available, certain controlled substance testing records from the employee's previous employers for the previous two (2) years. As a condition of employment, the applicant shall provide the State with written authorization to obtain such records. (Please note the alcohol testing information required under the alcohol testing section of this policy).
All controlled substance testing will be performed by person(s) designated by the State.
Specimen collection for controlled substance testing will be conducted in accordance with applicable state and federal law. The collection procedures are designed to ensure the security and integrity of the specimen provided by each employee and those procedures will strictly follow federal chain-of-custody guidelines.
Only a SAMHSA (Department of Health and Human Services) certified laboratory will be retained by the State to perform urinalysis for the detection of the presence of controlled substance(s). The laboratory will be required to maintain strict compliance with federally approved chain-of-custody procedures, quality control, maintenance and scientific analytical methodologies.
An employee taking prescriptions that carry a warning against operating a motor vehicle should inform his/her supervisor or human resources/personnel office immediately.
Collection of urine samples must always be documented and sealed with a tamper proof sealing system in the presence of the employee who provided the sample to insure that all tests can be correctly traced to the employee.
Employees being tested must empty their pockets and display the contents to the collector. Employees shall follow all other instructions from the collector(s). Failure to follow instructions may result in disciplinary action up to and including dismissal.
If a specimen temperature is out of range, a second collection is immediately required under direct observation.
If an employee is unable to provide 45 ml of urine, the DOT "shy bladder" rule will apply. An employee will have up to 3 hours to provide the required 45 ml, and may consume up to 40 ounces of fluids during this time. An employee will be monitored during this waiting period. If, after 3 hours of waiting, an employee is unable to provide 45 ml of urine, appropriate disciplinary action up to and including dismissal may result following a predeprivation meeting, if required.
If a dilute result occurs, an employee will be re-tested as soon as practicable. The affected employee will be informed his/her test result from the earlier test was dilute. The affected employee shall immediately submit another sample. Management will provide instructions about the collection when the employee is informed about the dilute sample. The employee may have to travel to an approved collection site to submit the second sample. If the employee has to travel to an approved collection site, management will transport the employee. Two (2) consecutive dilute test results will be considered failure to pass the controlled substance test. An employee will be removed from duty and will be subject to dismissal following a predeprivation meeting, if required, unless he/she can provide a valid medical statement highlighting a health problem as the cause of the dilute test result.
Employees who are absent during collection shall be tested upon their return to work if such return is before the next random selection. The DER shall contact the employee at the time of the new collection and provide the employee information about the test (e.g., collection kit, collection form, location of collection site, etc.) Strict confidentiality shall be maintained.
Employees who refuse random, reasonable suspicion, post-accident, return-to-duty or follow-up controlled substance tests are subject to dismissal following a predeprivation meeting, if required.
An employee who receives a positive, substituted or adulterated controlled substance test result is subject to dismissal following a predeprivation meeting, if required.
Any employee who tests positive for the presence of a controlled substance shall be contacted by a Medical Review Officer (MRO). The employee will be allowed to explain and present medical documentation to explain any permissible controlled substance use. All such discussions are confidential unless the employee poses a safety risk, which requires the MRO to discuss the situation with the State. If medically supportable reasons exist to explain the positive result, the MRO will report the test result to the State as negative.
Any employee who receives a positive test result shall be provided the name, address and telephone number of a SAP.
Within seventy-two (72) hours after an employee is notified of a positive, adulterated or substituted test result for a controlled substance, he/she may request that the "split" portion of his/her specimen be tested at a different SAMHSA laboratory. The MRO will arrange for all procedures to be performed in accordance with split specimen testing procedures. The cost of a split specimen test will be the responsibility of the employee; however, the test of the split specimen shall not be conditioned upon up-front payment. If the employee makes a request within seventy-two (72) hours to the MRO for the split portion to be tested, the MRO shall immediately arrange with the laboratory to initiate the process.
An employee is entitled, upon written request to the State Personnel Department, to obtain copies of the employee's controlled substance test result if the result was positive, adulterated, dilute, or substituted, if such request is made within ninety (90) days from the date the employee was notified of such result. Controlled substance test results will not be released unless required or authorized by law or unless the employee provides written authorization.
REASONABLE SUSPICION TESTING
Employees are required to take an alcohol and/or controlled substance test(s) if there is reasonable suspicion that the employee is under the influence of alcohol and/or controlled substances.
Supervisors or management personnel who have been properly trained, according to 49 CFR Part 382, who observe physical, behavioral, speech or performance symptoms or reactions commonly attributed to the use of alcohol and/or controlled substances will take the following actions:
1. Keep the employee under direct observation until the situation is resolved;
2. The supervisor shall tell appropriate management personnel about his/her observations. After discussing the circumstances with appropriate personnel, arrangements will be made to talk with the employee. If management, after observing or talking to the employee, determines that the conduct or performance problem could be due to alcohol use, the employee will be immediately required to submit a breath test and/or urinalysis. If the employee refuses to submit to testing for any reason, the employee is subject to dismissal following a predeprivation meeting, if required;
3. Management personnel shall remove the employee from the State owned vehicle and/or property and transport the employee to an appropriate collection site and thereafter to the employee's residence or place of lodging. Under no circumstances shall an employee be permitted to drive a state vehicle or a personal vehicle to the collection site;
4. An employee will not be permitted to drive a state vehicle or return-to-duty until a negative test result has been received. An employee's leave will be unpaid, authorized leave unless the employee elects to use appropriate accrued leave time to cover his/her absence;
5. Management will within 24 hours document in writing the particular facts related to the behavior or performance problems that led to the reasonable suspicion test and maintain this documentation in an appropriate file; and,
6. Employees who receive a positive test result for alcohol are subject to discipline up to and including dismissal. Employees who receive a positive, substituted or adulterated controlled substance test result is subject to dismissal following a predeprivational meeting, if required.
POST-ACCIDENT TESTING
An employee will be required to submit to alcohol and/or controlled substance testing if, in the course of performing driving duties, the employee is:
1) Involved in an accident resulting in loss of human life; or,
2) Receives a citation concerning an accident which requires either:
a) medical treatment away from the scene; or,
b) a vehicle to be towed from the scene.
An alcohol test must take place within two (2) hours, but no more than eight (8) hours following an accident. A controlled substance test must take place within thirty-two (32) hours after the accident.
An employee shall follow instructions from his/her supervisor or management designee to complete required testing.
In the event that federal, state, or local officials conduct breath, blood or urine tests for the use of alcohol and/or controlled substances following an accident, employees must comply with such requests. The State may request testing documentation from such agencies, and may ask the employee to sign a release allowing the State to obtain the test results.
In the event an employee is so seriously injured that he/she cannot provide a sample of urine, breath or saliva at the time of the accident; the employee must provide the necessary authorization as soon as possible so the State may obtain hospital records or other documents that would indicate the presence of alcohol in the employee's system at the time of the accident.
Federal regulations place the burden of compliance with post-accident alcohol and controlled substance testing on the employee. Failure to release test results to the State shall result in discipline up to and including dismissal following a predeprivation meeting if required.
LEGAL REFERENCES:
Omnibus Transportation Testing Act of 1991
49 CFR Parts 40 and 382
25 IAC 4-1-1
Executive Order 90-5
AFSCME Settlement Article 21
UNITY TEAM Article 14
EFFECTIVE DATE: March 1, 2002
SUPERSEDES: Commercial Drivers License Alcohol and Drug Testing Program policy issued June 1, 1995
APPROVAL*: D. Sue Roberson, Director
* A signed copy is available upon request from the State Personnel Department.
ATTACHMENT A -1
ALCOHOL
Section 382.601(b)(11) FMCSR mandates that all employees be provided with training material
discussing the effects of alcohol and controlled substance use on an individual's health, work, and
personal life.
Attachments A and B are intended to help individuals understand the consequences of alcohol and substance abuse.
ALCOHOL
Although used routinely as a beverage for enjoyment, alcohol can also have negative
physical and mood-altering effects when abused. These physical or mental alterations in a driver may
have serious personal and public safety risks.
Health Effects
An average of three or more servings per day of beer (12 oz.), whiskey (1 oz.), or wine (6 oz.) over
time may result in the following health hazards:
Dependency
Fatal liver diseases
Kidney disease
Pancreatitis
Ulcers
Decreased sexual functions
Increased cancers of the mouth, tongue, pharynx, esophagus, rectum, breast, and
Malignant melanoma
Spontaneous abortion and neonatal mortality
Social Issues
2-3% of the driving population are legally drunk at any one time. This rate doubles during
nights and weekends.
2/3 of all Americans will be involved in an alcohol-related accident during their lifetime.
The separation and divorce rate in families with alcohol dependency problems is 7 times the average.
40% of family court cases are alcohol-related.
Alcoholics are 15 times more likely to commit suicide.
More than 60% of burns, 40% of falls, 69% of boating accidents, and 76% of private aircraft
accidents are alcohol-related.
Over 17,000 fatalities occurred in 1993 in highway accidents, which were alcohol-related. This was 43% of all highway fatalities.
30,000 people will die each year from alcohol caused liver disease.
10,000 people will die each year due to alcohol-related brain disease and suicide.
Up to 125,000 people die each year due to alcohol-related conditions or accidents.
Workplace Issues
It takes one hour for the average person (150) to process one serving of alcohol from the body.
Impairment can be measured with as little as two drinks in the body.
A person who is legally intoxicated is 6 times more likely to have an accident than a sober person is.
ATTACHMENT A - 2
ALCOHOL'S TRIP THROUGH THE BODY
Mouth and Esophagus: Alcohol is an irritant to the delicate linings of the throat and food pipe.
It burns as it goes down.
Stomach and Intestines: Alcohol has an irritating effect on the stomach's protective lining, resulting
in gastric or duodenal ulcers. This condition, if it becomes acute, can cause peritonitis, or perforation
of the stomach wall. In the small intestine, alcohol blocks absorption of such substances as thiamin,
folic acid, fat, vitamin B1, vitamin B12 and amino acids.
Bloodstream: 95% of the alcohol taken into the body is absorbed into the bloodstream through the
lining of the stomach and duodenum. Once in the bloodstream alcohol quickly goes to every cell and
tissue in the body. Alcohol causes red blood cells to clump together in sticky wads, slowing circulation
and depriving tissues of oxygen. It also caused anemia by reduction of red blood cell production.
Alcohol slows the ability of white cells to engulf and destroy bacteria and degenerates the clotting
ability of blood platelets.
Pancreas: Alcohol irritates the cells of the pancreas, causing them to swell, thus blocking the flow of
digestive enzymes. The chemicals, unable to enter the small intestine, begin to digest the pancreas,
leading to acute hemorrhagic pancreatitis. One out of five patients who develop this disease die
during the first attack. Pancreatitis can destroy the pancreas and cause a lack of insulin thus resulting
in diabetes.
Liver: Alcohol inflames the cells of the liver, causing them to swell and block the tiny canal to the
small intestines. This prevents bile from being filtered properly through the liver. Jaundice develops,
turning the whites of the eyes and skin yellow. Each drink of alcohol increases the number of live cells
destroyed, eventually causing cirrhosis of the liver. This disease is eight times more frequent among
alcoholics than among non-alcoholics.
Heart: Alcohol causes inflammation of the heart muscle. It has a toxic effect on the heart and causes
increased amounts of fat to collect, thus disrupting its normal metabolism.
Urinary Bladder and Kidneys: Alcohol inflames the lining of the urinary bladder making it unable to
stretch properly. In the kidneys, alcohol causes increased loss of fluids through its irritating effect.
Brain: The most dramatic and noticed effect of alcohol is on the brain. It depresses brain centers,
producing loss of coordination: confusion, disorientation, stupor, anesthesia, coma and possibly
death. Alcohol kills brain cells and brain damage is permanent. Drinking over a period of time causes
loss of memory, judgment and learning ability.
APPENDIX B
CONTROLLED SUBSTANCES
Marijuana
Health Effects
Emphysema-like conditions
One joint of marijuana contains cancer-causing substances equal to 1/2 pack of cigarettes.
One joint causes the heart to race and overwork. People with heart conditions are at risk.
Marijuana is commonly contaminated with the fungus aspergillus, which can cause serious
respiratory tract and sinus infections.
Marijuana lowers the body's immune system response making users more susceptible to
infection.
Chronic smoking causes changes in brain cells and brain waves. The brain does not work as
efficiently or effectively. Long-term brain damage may occur.
Tetrahydrocannabinol (THC) and 60 other chemicals in marijuana concentrate in the ovaries
and testes.
Chronic smoking of marijuana in males causes a decrease in testosterone and an increase in
estrogen, the female hormone. Therefore, the sperm count is reduced, leading to temporary
sterility.
Chronic smoking of marijuana in females causes a decrease in fertility.
A higher than normal incidence of stillborn births, early termination of pregnancy, and higher
infant mortality rate during the first few days of life are common in pregnant marijuana smokers.
THC causes birth defects including brain damage, spinal cord, forelimbs, liver, and water on the
brain and spine in test animals.
Prenatal exposure may cause underweight newborns.
Fetal exposure may decrease visual functioning.
User's mental function can display the following effects:
delayed decision making
diminished concentration
impaired short-term memory
impaired signal detection
impaired tracking
erratic cognitive function
distortion of time estimation
Workplace Issues
THC is stored in body fat and slowly released.
Marijuana smoking has long-term effects on performance.
Increased THC potency in modern marijuana increases the impairment.
Combining alcohol or other depressant drugs with marijuana increases impairment.
Cocaine
Cocaine is used medically as a local anesthetic. When abused, it becomes a powerful physical and mental stimulant. The entire nervous system is energized. Muscles tense, the heart beats faster and stronger, and the body burns more energy. The brain experiences an exhilaration caused by a large release of neurohormones associated with mood elevation.
Health Effects
Regular use may upset the chemical balance of the brain. As a result, it may speed up the aging
process by causing damage to critical nerve cells.
Parkinson's Disease could also occur.
Cocaine causes the heart to beat faster, harder, and rapidly increases blood pressure. It also
causes spasms of blood vessels in the brain and heart. Both lead to ruptured vessels causing
strokes and heart attacks.
Strong dependency can occur with one "hit" of cocaine. Usually mental dependency occurs within
days for "crack" or within several months for snorting coke. Cocaine causes the strongest mental
dependency of all the drugs.
Treatment success rates are lower than other chemical dependencies.
Extremely dangerous when taken with other depressant drugs. Death due to overdose is rapid.
Fatal effects are usually not reversible by medical intervention.
Workplace Issues
Extreme mood and energy swings create instability. Sudden noise causes a violent reaction.
Lapses in attention and ignoring warning signals increases probability of accidents.
High cost frequently leads to theft and/or dealing.
Paranoia and withdrawal may create unpredictable or violent behavior.
Performance is characterized by forgetfulness, absenteeism, tardiness and missing assignments.
Opiates
Narcotic drugs that alleviate pain and depress body functions and reactions.
Health Effects
Intravenous users have a high risk of contracting hepatitis or AIDS when sharing needles.
Increased pain tolerance. As a result, a person may more severely injure themselves and fail
to seek medical attention as needed.
Narcotic effects are multiplied when combined with other depressants causing an increased risk
for an overdose.
Because of tolerance, there is an ever increasing need for more.
Strong mental and physical dependency occurs.
With increased tolerance and dependency combined, there is a serious financial burden for the
user.
Workplace Issues
Side effect such as nausea, vomiting, dizziness, mental clouding and drowsiness place the user
at high risk for an accident.
Causes impairment of physical and mental functions.
Amphetamines
Central nervous system stimulant that speeds up the mind and body.
Health Effects
Regular use causes strong psychological dependency and increased tolerance.
High doses may cause toxic psychosis resembling schizophrenia.
Intoxication may induce a heart attack or stroke due to increased blood pressure.
Chronic use may cause heart or brain damage due to severe constriction of capillary blood
vessels.
Euphoric stimulation increases impulsive and risk taking behavior, including bizarre and violent
acts.
Withdrawal may result in severe physical and mental depression.
Workplace Issues
Since the drug alleviates the sensation of fatigue, it may be abused to increase alertness during
periods of overtime or failure to get rest.
With heavy use or increasing fatigue, the short-term mental or physical enhancement reverses
and becomes an impairment.
Phencyclidine (PCP)
Often used as a large animal tranquilizer. Abused primarily for its mood altering effects. Low doses
produce sedation and euphoric mood changes. Mood can rapidly change from sedation to excitation and agitation. Larger doses may produce a coma-like condition with muscle rigidity and a blank stare. Sudden noises or physical shocks may cause a "freak out" in which the person has abnormal strength, violent behavior, and an inability to speak or comprehend.
Health Effects
The potential for accidents and overdose emergencies is high due to the extreme mental effects
combined with the anesthetic effect on the body.
PCP, when combined with other depressants, including alcohol, increases the possibility of an
overdose.
If misdiagnosed as LSD induced, and treating with thorazine, can be fatal.
Irreversible memory loss, personality changes, and thought disorders may result.
Workplace Issues
Not common in workplace primarily because of the severe disorientation that occurs.
There are four phases to PCP abuse:
Acute toxicity causing combativeness, catatonia, convulsions, and coma. Distortions of size, shape, and distorted perception are common.
Toxic psychosis with visual and auditory delusions, paranoia and agitation.
Drug induced schizophrenia.
Induced depression, which may create suicidal tendencies and mental dysfunction.
- How do I apply for a job with the State of Indiana?
- What is a qualifying event?
- What are the normal working hours for state employees?
- How do I get assistance with the job application process?
- How do I receive a pay increase through performance management?
- When do I get recognition for my 20 years as a state employee?
- How do I apply for Family/Medical Leave?
- How can I view health benefit summaries without logging into PeopleSoft?
- What is the tobacco incentive?
- Who do I contact about a qualifying event?
- Search for jobs with Indiana State Government
- Learn more about working for the state of Indiana
- View my current benefits summary
- Ask SPD a question related to my benefits
- Learn more about Performance Management
- View a list of job codes and/or the state's pay plan
- View available training from SPD
- View information on state employee policies
- View health insurance plans offered by the state
- Attend a new employee orientation event
