A. It is our goal to provide a healthy, satisfying working and learning environment which promotes personal opportunities for growth. In meeting these goals, it is our policy to (1) assure that employees and students are not impaired in their ability to learn or perform assigned duties in a safe, productive, and healthy manner; (2) create an environment free from the adverse effects of drug and alcohol substance abuse or misuse; (3) prohibit the unlawful manufacture, distribution, dispensing, possession, or use of alcohol and controlled substances; and (4) to encourage students and employees to seek professional assistance any time personal problems, including alcohol or drug dependency, adversely affect their ability to learn or perform their assigned duties.
B. THEREFORE, IT IS THE POLICY OF THE TENNESSEE BOARD OF REGENTS AND EAST TENNESSEE STATE UNIVERSITY THAT NO EMPLOYEE PERFORMING SAFETY‑SENSITIVE DUTIES WHO IS REQUIRED TO HAVE A COMMERCIAL DRIVER'S LICENSE (CDL) OR STUDENT REQUIRED TO HAVE A CDL TO PARTICIPATE IN A TRUCK DRIVER TRAINING PROGRAM WILL BE ALLOWED TO PERFORM A SAFETY‑SENSITIVE FUNCTION WHILE UNDER THE INFLUENCE OR WITH DETECTABLE AMOUNTS OF ALCOHOL OR ILLEGAL DRUGS, NOR MANUFACTURE, DISTRIBUTE, POSSESS OR USE SUCH DURING WORK OR CLASS HOURS.
APPROPRIATE DISCIPLINE, UP TO AND INCLUDING TERMINATION OF THE EMPLOYEE OR EXPULSION OF THE STUDENT, WILL BE TAKEN FOR THOSE NOT IN COMPLIANCE WITH THIS POLICY.
NO EMPLOYEE OR STUDENT WILL BE ALLOWED TO PERFORM SAFETY‑SENSITIVE FUNCTIONS WHILE UNDER THE INFLUENCE OF PRESCRIBED OR OTHER LAWFULLY OBTAINED DRUGS TAKEN IN THE APPROPRIATE DOSAGE WHEN THE TAKING OF SUCH DRUG IMPAIRS THE EMPLOYEE'S OR STUDENT'S ABILITY TO PERFORM SAFETY‑SENSITIVE FUNCTIONS.
The purpose of this policy is to assure driver fitness and to protect our employees, students and the public from the risks posed by the use of alcohol and prohibited drugs. This policy is also intended to comply with applicable Federal regulations governing workplace anti‑drug programs. The Federal Highway Administration (FHWA) of the U.S. Department of Transportation has enacted 49 CFR Part 382 et seq., and Part 395.2 ("the rules") that mandate urine drug testing and evidential breath testing device (EBT) alcohol testing for safety‑sensitive positions and prevent performance of safety‑sensitive functions when there is a positive test result. The U.S. Department of Transportation (USDOT) has also enacted 49 CFR Part 40 that sets standards for the collection and testing of urine and breath specimens.
Pursuant to FHWA Rule 49 CFR Part 382 et seq., as of January 1, 1996, the Tennessee Board of Regents institutions to which the rules apply, will implement mandatory alcohol, and controlled substance ("drug") testing of persons in, or applying for safety-sensitive positions requiring CDLs, as well as students applying for enrollment or enrolled in truck driver training programs. This policy applies to those persons. The testing will be performed by professionals under contract with the Tennessee Board of Regents, and conform to guidelines and requirements established by Federal Rule 49 CFR Part 40.
Beginning in December 1995, each person directing or supervising persons with CDLs will undergo training regarding the implementation of the alcohol and drug testing policy, and must implement the policy in the workplace.
IV. CHEMICAL EFFECTS
(See Attachment A - Physical Affects)
Drivers who receive a verified positive drug or confirmed alcohol presence test will be removed from performance of safety-sensitive functions in the manner described herein, and will also be subject to disciplinary action. For employees, this action may be up to and including termination. Applicants for employment who receive a verified positive drug or confirmed alcohol presence test will be subject to withdrawal of any offer of employment made prior to the test.
- All time at a carrier or shipper plant, terminal, facility, or other property, or on any public property, waiting to be dispatched, unless the driver has been relieved from duty by the employer.
- All time inspecting equipment as required by the Federal Motor Carrier Safety Regulations (FMCSRs), or otherwise inspecting, servicing, or conditioning any commercial motor vehicle at any time.
- All time spent at the driving controls of a commercial motor vehicle.
- All time, other than driving time, spent on or in a commercial motor vehicle (except for time spent resting in the sleeper berth).
- All time loading or unloading a commercial motor vehicle, supervising, or assisting in the loading or unloading, attending a vehicle being loaded or unloaded, remaining in readiness to operate the vehicle, or in giving or receiving receipts for shipments loaded or unloaded.
- All time spent performing the driver requirements associated with an accident.
- All time repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle.
- All time spent providing a breath sample or urine specimen, including travel time to and from the collection site, in order to comply with the random, reasonable suspicion, post-accident, or follow-up testing, whichever is applicable.
- Performing any other work in the capacity of, or in the employ or service of, a common, contract or private motor carrier; and,
- Performing any compensated work for any nonmotor carrier entity.
ALCOHOL AND CONTROLLED
The following alcohol and controlled substance-related activities are prohibited by the FHWA drug use and alcohol misuse rules for CDL drivers of commercial motor vehicles (CMVs):
- Reporting for duty or instruction, or remaining on duty or for instruction requiring the performance of safety-sensitive functions as either employee or student while having an alcohol concentration of 0.04 or greater.
- Being on duty or operating a CMV while the driver possesses alcohol. This includes the possession of medicines containing alcohol (prescription or over-the-counter).
- Using alcohol within four (4) hours prior to performing safety-sensitive functions.
- When required to take a post-accident alcohol test, using alcohol within eight hours following the accident or prior to undergoing a post-accident alcohol test, whichever comes first.
- Refusing to submit to an alcohol or controlled substance test required by post-accident, random, reasonable suspicion or follow-up testing requirements.
- Reporting for duty or instruction, or remaining on duty or for instruction, requiring the performance of safety-sensitive functions, when the driver uses any controlled substance, except when instructed by a physician who has advised the driver that the substance does not adversely affect the driver's ability to safely operate a CMV.
- Reporting for duty or instruction, remaining on duty or for instruction, requiring the performance of safety-sensitive functions, or performing a safety-sensitive function, if the driver tests positive for controlled substances.
- No supervisor shall allow a driver to perform a safety-sensitive function unless the result of the breath alcohol test indicates a breath alcohol level of less than 0.02, and the supervisor has received a controlled substance test result for the driver from the medical review officer (MRO) indicating a verified/negative result.
- If the results of the driver's alcohol test indicate a blood alcohol concentration of 0.02 or greater, but less than 0.04, the driver shall not be permitted to perform safety-sensitive functions until the start of the driver's next regularly scheduled duty period or instructional period, but not less than 24 hours following the administration of the test.
- The misuse or abuse of legal drugs while performing safety-sensitive functions.
VIII. CONSEQUENCES TO DRIVERS ENGAGING IN CONDUCT PROHIBITED BY THE FEDERAL HIGHWAY ADMINISTRATION'S DRUG USE AND ALCOHOL MISUSE RULES
Drivers who are known to have engaged in prohibited behavior, with regard to alcohol misuse, or use of controlled substances, are subject to the following consequences:
- Drivers shall not be permitted to perform safety-sensitive functions.
- Drivers shall be advised by their supervisor of the resources available to them in evaluating and resolving problems associated with the misuse of alcohol or use of controlled substances including, if an employee, a referral to the state Employee Assistance Program (EAP).
- Before returning to duty requiring the performance of a safety-sensitive function, drivers shall be evaluated by a substance abuse professional (SAP) who shall determine what assistance, if any, the driver needs in resolving problems associated with alcohol misuse or controlled substances use.
- Before a driver returns to duty requiring performance of a safety-sensitive function, he or she shall undergo a return-to-duty alcohol test with a result indicating a breath alcohol level of less than 0.02 if the conduct involved alcohol, or a controlled substance test with a verified negative result if the conduct involved controlled substance use.
- In addition, each driver identified as needing assistance in resolving problems associated with alcohol or controlled substances shall be evaluated by a SAP to determine that the driver has followed the rehabilitation program prescribed.
- The driver shall also be subject to unannounced follow-up alcohol and controlled substance testing. The number and frequency of such follow-up testing shall be as directed by the SAP, and consist of at least six tests in the first 12 months.
- Any CDL driver performing safety-sensitive functions engaging in the manufacture, distribution, possession, or use of prohibited substances or under the influence of such while on State premises, while on State business, or during instructional periods, will be subject to disciplinary action up to and including termination for employees and expulsion for students. Law enforcement shall be notified, as appropriate, where criminal activity is suspected.
- Any CDL driver performing safety-sensitive functions who is reasonably suspected by a trained supervisor of being intoxicated, impaired, under the influence of a prohibited substance, or not fit for duty, shall be suspended from job duties, or if a student, precluded from performing safety-sensitive functions, pending verification of condition. Drivers found to be under the influence of prohibited substances or who fail to pass a drug or alcohol test shall be removed from duty and subject to disciplinary action, up to and including termination or expulsion. A drug or alcohol test is considered positive if the individual is found to have a quantifiable presence of a prohibited substance in the body above the minimum thresholds defined in 49 CFR Part 40, as described in this policy statement.
- No CDL driver performing safety-sensitive functions should report for duty or instruction, or remain on duty or for instruction when his or her ability to perform assigned functions is adversely affected by alcohol or when his or her blood alcohol concentration is 0.02 or greater. No CDL driver performing safety-sensitive functions shall use alcohol while on duty. No CDL driver performing safety-sensitive functions shall have used alcohol within four hours of reporting for duty. Violation of these provisions is prohibited and shall result in disciplinary action up to and including termination or expulsion.
- All CDL drivers performing safety-sensitive functions will be subject to urine drug testing and breath alcohol testing. Any driver who refuses to comply with a request for testing, who provides false information in connection with a test, or who attempts to falsify test results through tampering, contamination, adulteration, or substitution shall be removed from duty immediately, and his/her employment terminated or expelled from the program. Refusal can include an inability to provide a specimen or breath sample without a valid medical explanation, as well as a verbal declaration, obstructive behavior, or physical absence resulting in the inability to conduct the test.
- All CDL drivers performing safety-sensitive functions are encouraged to make use of the available resources for treatment for alcohol and substance abuse problems. Any CDL driver performing safety-sensitive functions who refuses or fails to comply with requirements for treatment, after care, or return to duty shall be subject to disciplinary action, up to and including termination or expulsion.
- Any CDL driver who performs safety-sensitive functions who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40, who is not terminated or expelled, will be evaluated by a SAP. The SAP will evaluate each driver to determine what assistance, if any, the driver needs in resolving problems associated with prohibited substance abuse or misuse.
- Assessment by a SAP does not shield a driver from disciplinary action or guarantee employment or reinstatement with the institution or continued enrollment. Tennessee Board of Regents and institutional disciplinary rules, policies and procedures should be consulted to determine the penalty for performance-based infractions and violation of policy provisions. Each disciplinary or termination action shall be handled on a case-by-case basis.
Additionally, when imposing discipline on a student, the school must comply with the student code of conduct disciplinary procedures.
- If a driver is allowed to return to duty, he or she must properly follow the rehabilitation program prescribed by the SAP, pass return to duty drug and alcohol tests, and be subject to unannounced follow-up tests for a period of one to five years. The cost of any treatment or rehabilitation services will be paid directly by the driver or his insurance provider. Employees will be allowed to take accumulated sick leave, annual leave, compensatory leave and any leave allowed under the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA), to participate in the prescribed rehabilitation program.
With regard to students, absences incurred due to required treatment will be evaluated under the institution's policy on progression and retention. Students should be informed that drug or alcohol use resulting in or requiring their absence from the program to undergo treatment may result in their academic suspension or termination from the program.
- CDL employees removed from safety-sensitive functions as a result of tests that indicate the misuse of alcohol and/or the use of controlled substances may, at the discretion of the appointing authority, be allowed to take sick, annual and/or compensatory leave or, be placed on leave without pay, including leave allowed under the FMLA and the ADA, for the removal periods required under the rules for such drivers.
With regard to students, absences incurred due to removal periods will be evaluated under the institution's policy on progression and retention. Students should be informed that drug and alcohol use resulting in or requiring absence from the program during the removal periods may result in their academic suspension or termination from the program.
IX. PROCEDURES USED FOR TESTING
(See Attachment B, Alcohol and Controlled Substances Testing Procedures and also available in the Office of Human Resources.)
X. TYPES OF TESTING
Employees or students required to obtain CDLs will be tested for alcohol and controlled substances. The following are the types of tests required to be performed:
Pre-employment or pre-enrollment Testing (Drug only)
Reasonable Suspicion Testing
Controlled substances tests conducted on CDL drivers must
follow split sample procedures. Under this provision, a
driver whose urine sample has tested positive for a
controlled substance has the option (within 72 hours of being
notified by the MRO) of having the other portion of the split
sample tested at another laboratory. The driver will be
required to pay for the second test in advance. If the second
portion of the sample also tests positive, then the driver is
subject to the sanctions contained in the regulations and
will not be reimbursed for such test. If the second portion
produces a negative result, or for any reason the second
portion is not available, the test is considered negative and
no sanctions are imposed and the driver will be reimbursed by
the institution for the cost of the test.
NOTE: An institution which uses a driver more than once a year, but does not employ the driver, must assure itself at least once every six months that the driver participates in a drug testing program which meets the requirements of the rule.
- The institution reserves the right to withdraw or otherwise terminate the employment of drivers, if the results of the driver's pre-employment controlled substances test indicates a verified positive result. The institution reserves the right to withdraw a conditional acceptance of enrollment if the results of the applicant's pre-enrollment controlled substances test indicates a verified positive result.
- Return-To-Duty Testing
The institution shall ensure that before a driver returns to duty requiring the performance of a safety-sensitive function, after engaging in prohibited conduct regarding alcohol misuse, the driver shall undergo a return-to-duty alcohol test indicating a breath alcohol concentration of less than 0.02.
The institution shall also ensure that before a driver returns to duty requiring the performance of a safety-sensitive function, after engaging in prohibited conduct regarding controlled substance use, the driver shall undergo a return-to-duty controlled substances test with a result indicating a verified negative result for controlled substances use.
In the event a return-to-duty test is required, the driver must also be evaluated by a SAP and participate in any assistance program, such as the Employee Assistance Program (EAP), prescribed.
Employees will be allowed to take the following accumulated leave they are eligible for: annual, sick, compensatory, leave without pay, FMLA, ADA, for return-to-duty testing and SAP evaluation.
- Follow-Up Testing
Following a determination that a driver is in need of assistance in resolving problems associated with alcohol misuse and/or use of controlled substances, the institution shall ensure that the driver is subject to unannounced follow-up alcohol and/or controlled substances testing as directed by the SAP. The driver shall be subject to a minimum of six follow-up controlled substance and/or alcohol tests in the first 12 months.
Alcohol follow-up testing shall be performed only when the driver is performing safety-sensitive functions, or immediately prior to performing or immediately after performing safety-sensitive functions. Drivers referred for follow-up testing shall be considered to be on duty during the time period that they are being tested, including travel time to and from the testing site, and shall be compensated accordingly.
- As soon as practicable following an accident involving a commercial motor vehicle, the institution shall test for alcohol and controlled substances each surviving driver when either:
|Time Elapsed||Action Required|
|2 hours||If the driver has not submitted to an alcohol test at this time, the institution shall prepare and maintain on file a record stating the reason a test was not promptly administered.|
|8 hours||Cease attempts to administer an alcohol test, and prepare and maintain the record described above.|
|32 hours||If the driver has not submitted to a controlled substance test at this time, the employer shall cease attempts to administer the test, and prepare and maintain the record described above.|
Nothing in this document (or the rule itself) should be
construed as to require the delay of necessary medical
attention for injured people following an accident, or to
prohibit a driver from leaving the scene of an accident for the
period necessary to obtain assistance in responding to the
accident, or to obtain necessary emergency medical care.
A driver who is subject to post-accident testing must
remain available, or the institution may consider the driver
to have refused to submit to testing. The driver subject to
post-accident testing must refrain from consuming alcohol for
eight hours following the accident, or until he or she
submits to an alcohol test, whichever comes first.
ALCOHOL AND CONTROLLED SUBSTANCES
- Random Alcohol Testing Requirements
Random alcohol testing shall be conducted in accordance with the following requirements:
- Random alcohol testing shall be administered at a minimum annual rate of 25 percent of the average number of driver positions.
- The institution shall ensure that random alcohol tests are unannounced and spread reasonably throughout the calendar year.
- The institution shall ensure that drivers selected for random alcohol tests proceed immediately to the testing site upon notification of being selected.
- A driver shall only be tested for alcohol while the driver is performing safety-sensitive functions, immediately prior to performing or immediately after performing safety-sensitive functions.
- Alcohol Testing Rate
- The FHWA Administrator may decide to increase or decrease the minimum annual percentage rate for random alcohol testing based on the reported violation rate for the entire industry. The decision to change the testing rate will be made according to the following results:
|Violation Rate||Testing Rate|
|Less than .5% for 2 consecutive years||10%|
|.5% - 1.0%||25%|
|1.0% or greater||50%|
- Each year, the FHWA Administrator will publish in the Federal Register the minimum annual percentage rate for random alcohol testing of drivers. The new rate will become applicable on January 1 of the following year.
- The first year a reduction in the minimum rate would be possible is 1999, due to the fact the data must be for the entire industry (for two years), which would be reported in 1998. Only one year of data is necessary to raise the minimum rate; however, two years are required to lower the rate.
The FHWA has proposed to lower the random testing rate
to 25 percent if the industry-wide random positive rate is
less than 1.0 percent for two consecutive calendar years,
while testing at 50 percent. The rate would increase back
to 50 percent if the industry random positive rate were 1.0
percent or higher for any subsequent year.
Drivers referred for random testing shall be considered to be on duty during the time period that they are being tested, including travel time to and from the testing site, and shall be compensated accordingly.
REASONABLE SUSPICION ALCOHOL AND CONTROLLED
Reasonable Suspicion" - Belief that the
driver has violated the alcohol or controlled substances
prohibitions, based on specific, contemporaneous, articulable
observations concerning the appearance, behavior, speech or
body odors of the driver.
The required observations for alcohol and/or controlled
substances reasonable suspicion testing shall be made by a
supervisor or state official who is trained in accordance
with the following requirements:
Alcohol testing is authorized only if the observations are made during, just before, or just after the period of the work day the driver is required to be in compliance.
If a reasonable suspicion alcohol test is not administered within two hours following the observations, the institution shall prepare and maintain on file a record stating the reasons the alcohol test was not administered promptly. In addition, if not administered within eight hours, the institution shall cease attempts to administer the test, and shall prepare and maintain the record listed above.
The supervisor who makes the determination that reasonable
suspicion exists to conduct an alcohol test shall not conduct
the alcohol test.
A written record shall be made of the observations leading to a controlled substances test, and signed by the supervisor or official who made the observations.
NOTE: The mere possession of alcohol does not constitute a
need for reasonable suspicion testing, which must be based on
observations concerning the driver's appearance, behavior,
speech, or body odor. However, possession of alcohol while on
duty or in class is conduct prohibited by this policy.
Drivers referred for reasonable suspicion testing shall be considered to be on duty during the time period that they are being tested, including travel time to and from the testing site, and shall be compensated accordingly.
XIII. RETENTION OF RECORDS
Document to be maintained Period required
to be Maintained
Alcohol test results indicating a breath
alcohol concentration of 0.02 or greater
5 yrs. Verified positive controlled substance test results 5 yrs. Refusals to submit to required alcohol or controlled
5 yrs. Required calibration of Evidential Breath Testing
5 yrs. Substance Abuse Professional's (SAP) evaluations and
5 yrs. Annual calendar year summary 5 yrs. Records related to the collection process (except
calibration) and required training
2 yrs Negative and canceled controlled substance test results 1 yr. Alcohol test results indicating a breath alcohol
concentration less than 0.02
All required records shall be maintained in a secure location with limited access. Records shall be made available for inspection at the appropriate institution's principal place of business within two business days after a request has been made by an authorized representative of the Federal Highway Administration.
For example: Specific records may be maintained on computer, or at a regional or district office, provided the records can be made available upon request from FHWA within two working days.
XIV. MEDICAL REVIEW OFFICER'S NOTIFICATION OF TEST RESULTS ETENTION OF RECORDS
- Medical Review Officer
The Medical Review Officer (MRO) is a licensed physician (medical doctor or doctor of osteopathy) responsible for receiving laboratory results generated by an employer's drug testing program. The MRO shall have knowledge of substance abuse disorders and have appropriate medical training to interpret and evaluate an individual's confirmed positive test result, together with his/her medical history and any other relevant biomedical information.
- The MRO may report controlled substances test results to the institution by any means of communication; however, a signed, written notification must be forwarded within three business days of the completion of the MRO's evaluation.
- The MRO must report to the appropriate institution the following:
- That the controlled substances test being reported was in accordance with 49 CFR Part 40.
- The name of the individual for whom the test results are being reported.
- The type of test indicated on the custody and control Form (random, pre-employment, etc.).
- The date and location of the test collection.
- The identification of the persons or entities performing the collection and analysis of the specimens, and serving as the MRO for the specific test.
- The verified results of the controlled substances test (positive or negative) and, if positive, the identity of the controlled substance(s) for which the test was verified positive.
- That the MRO has made every reasonable attempt to contact the driver.
- Prior to verifying a "positive" result, the MRO shall make every reasonable effort to contact the driver (confidentially), and afford him or her the opportunity to discuss the test result. If after making all reasonable efforts and documenting them, the MRO is unable to reach the driver directly, the MRO shall contact a designated management official, who shall direct the driver to contact the MRO as soon as possible (within 24 hours).
- Under split-sample collection procedures, the driver has 72 hours following notification of a positive result to request the secondary sample be analyzed. In the event a split-sample was not taken, or was of inadequate quantity, the original test would be voided, and the driver would not be subject to a retest.
- While the primary sample is tested at specific thresholds for each controlled substance, the secondary (split) sample is analyzed only for the presence of controlled substances. If a negative result is reached on the secondary test, the original test results are disregarded.
XV. RELEASE OF ALCOHOL AND CONTROLLED SUBSTANCES TEST INFORMATION BY PREVIOUS EMPLOYERS
- An institution may obtain from any previous employer of a driver, provided the driver has given his or her written consent, any information concerning the driver's participation in a controlled substances and alcohol testing program.
- An institution must obtain and review the information listed below from any employer for which the driver performed safety-sensitive functions during the previous two years. The information must be obtained and reviewed no later than 14 days after the first time a driver performs safety-sensitive functions. The information obtained must include:
- Information on the driver's alcohol test in which a breath alcohol concentration of 0.04 or greater was indicated.
- Information on the driver's controlled substances test in which a positive result was indicated.
- Any refusal to submit to a required alcohol or controlled substance test.
- If the driver stops performing safety-sensitive functions for the institution before expiration of the 14-day period or before the institution has obtained the information listed above, the institution must still obtain the information For example, if a driver quits after one week of employment and the information has not been obtained, the institution must still obtain the information.
- The prospective employer institution must provide to each of the driver's previous employers of the past two years a written authorization from the driver for release of the required information. The release of this information may take the form of personal interviews, telephone interviews, letters, or any other method that ensures confidentiality.
Each institution must maintain a written, confidential record with respect to each past employer contacted.
XVI. ANNUAL CALENDAR YEAR SUMMARY
- The institution shall prepare and maintain an annual calendar year summary of the results of its alcohol and controlled substances testing programs. All institutions shall complete the annual summary by March 15 each year, covering the previous calendar year.
XVII. PROPER APPLICATION OF THE POLICY
The Tennessee Board of Regents is dedicated to assuring fair and equitable application of this substance abuse and testing policy. Therefore, supervisors and managers are required to use and apply all aspects of this policy in an unbiased and impartial manner. Any supervisor or manager who knowingly disregards the requirements of this policy, or who is found to deliberately misuse the policy in regard to subordinates or students, shall be subject to disciplinary action, up to and including termination.
XVIII. NOTICE OF POLICY EDUCATION
MATERIALS & CERTIFICATE OF RECEIPT
Source: Tennessee Board of Regents memorandum from the
Vice Chancellor for Administration and Facilities Development,
dated December 21, 1995.
TENNESSEE BOARD OF REGENTS
LICENSE (CDL) DRIVERS DRUG AND ALCOHOL TESTING POLICY CONTACT
Any person with questions regarding the Tennessee Board of Regents CDL Drivers Drug and Alcohol Testing Policy or any other aspect of the drug and alcohol testing program should contact the following Department representatives:
Title: Assistant Vice Chancellor for Human Resources
Address: 1415 Murfreesboro Rd., Suite 350, Nashville, TN 37217
Telephone Number: (615) 366-4417
Title: Assistant General Counsel
Address: 1415 Murfreesboro Rd., Suite 350, Nashville, TN 37217
Telephone Number: (615) 366-4437
Title: Director, Tennessee Technology Center at Crump
Address: Highway 64 West, Crump, TN 38327
Telephone Number: (901) 632-3393