The University of Virginia complies with the provisions of the Omnibus Transportation Employee Testing Act of 1991. This policy is intended to attract and maintain a workforce free of alcohol or drug abuse that may impair judgment and job performance and may result in accident or injury to self or others.

Applicants selected for certain safety-sensitive UVa jobs, such as positions that require a Commercial Driver's License (CDL), must consent to pre-employment alcohol and/or drug testing as a condition of employment. This policy also applies to applicants who are already University employees and who are seeking transfer into a position requiring testing. Such tests may include but are not limited to urine, blood, and/or breathalyzer analysis.

Any positive test will be confirmed by follow-up testing as recommended by medical professionals. Confirmed positive drug test results that cannot be substantiated by medical evidence of legitimate drug use will be grounds for disqualification. A blood/alcohol content of .04 percent or above will be grounds for disqualification of employment. Positive test results will be considered confidential, and those with a need to know will be made aware of the results. Applicants disqualified from service will not be eligible for University employment until six months have passed from their notice of disqualification. At which time the applicant must consent to and pass a pre-employment alcohol and/or drug test.

Current July 1, 1999