Drug and Alcohol Testing
An overview of the University’s drug and alcohol policies.
We are committed to maintaining a drug-free workplace and workforce
To keep our workplace safe, we do not allow the use or misuse of controlled substances or prescribed medications, whether on or off campus, except as allowed by law.
Substance abuse can impact not only the workplace but also personal well-being. It can affect job performance, lead to more absences, increase the risk of accidents, and lower morale. Additionally, using controlled substances can pose serious health risks, including stroke, heart and lung disease, seizures, and complications in pregnancy.
Employees who violate the drug-free workplace policy are subject to disciplinary action, up to and including termination of employment.
Notification of Convictions
Faculty and staff who are convicted of a criminal drug violation must inform Human Resources within 5 days of the conviction.
Once notified, the University will take appropriate action within 30 days. If the employee’s position is funded by federal money, the University is also required by law to inform the relevant funding agency within 10 days.
Medical Marijuana
As a federal contractor, the University remains subject to the federal Drug Free Workplace Act of 1988 and Drug Free Schools and Communities Act Amendments of 1989, regardless of any state statutory provisions permitting the possession, use, manufacturing, selling, or distribution of medical marijuana.
Medical marijuana in any form shall not be possessed or used on any University campus or in University-owned or leased space, including housing or at any university-sponsored events or activities.
All employees remain prohibited from possessing, smoking, ingesting, or otherwise engaging in the use of or being under the influence of, marijuana or other controlled substances on University property, during working hours, or while operating a University-owned, rented, or leased vehicle, including utility vehicles like golf carts or Gators, regardless of who was at fault.
Drug and Alcohol Testing
The University may require alcohol or drug testing for any faculty, staff, student worker, contractor, consultant, vendor, or job candidate under these circumstances:
- There’s a reasonable suspicion that the person may be under the influence of alcohol or drugs while at work.
- The person has been offered a job that requires a drug test before starting work, due to state or federal laws, or specific grant or contract requirements.
- The person is involved in a vehicle accident while driving a University-owned, rented, or leased vehicle, including utility vehicles like golf carts or Gators, regardless of who was at fault.
Process for Drug Testing
If you need to issue a drug test, follow these steps. If you have questions, please contact the HR Service Center or your division's HR partner.
The University is contracted with First Advantage and the Urgent Care Clinic of Oxford (Belk Drive location) for drug and alcohol testing. Screenings are conducted by appointment. Contact Human Resources to schedule a drug and alcohol test.
Before any drug or alcohol testing for reasonable suspicion, the department must first coordinate with Human Resources. Supervisors should notify Human Resources if they believe testing is needed. If there is reasonable suspicion, the person who noticed the behavior should fill out the Reasonable Suspicion Record Form and send it to Human Resources, explaining why the suspicion exists.
If the behavior happens when Human Resources is closed, the individual should still be taken for testing right away. Human Resources should be informed as soon as the office reopens. The head of Human Resources, or a designated person, will then review the situation with the employee’s department head and recommend the next steps.
Before starting work in certain departments or units, new employees may need to undergo drug testing to comply with state and federal regulations or specific grant or contract requirements. Job offers are dependent on passing these drug tests, which must show no drug use.
The hiring department will work with Human Resources to schedule the required tests. If an employee tests positive for drugs, they will not be allowed to begin work. The job offer will be withdrawn, unless the potential employee provides valid documentation to the University’s Medical Review Officer justifying the presence of the drug.
If a vehicle accident occurs while driving a University-owned, rented, or leased vehicle, including utility vehicles like golf carts or Gators, regardless of who was at fault, it’s important to notify the Office of Procurement and the Department of Human Resources as soon as possible. Failing to report an accident in a timely manner may lead to disciplinary action.
Post-Accident Testing:
- Breath Alcohol Test (BAT): Must be done within 2 hours after the accident.
- Drug Test: Must be completed within 32 hours after the accident.
During Work Hours (Monday – Friday, 8 a.m. – 5 p.m.):
Supervisors should contact Human Resources to arrange the necessary tests. The driver should be escorted to an approved testing facility for these tests.
Outside of Work Hours:
If an accident happens outside of regular work hours, the supervisor must ensure the driver is taken to an approved testing facility within the required time frame (2 hours for breath alcohol tests and 32 hours for drug tests). Human Resources should be notified of the accident immediately.
Remote Locations:
If the accident occurs in a remote area where returning to the Oxford-University area isn’t possible, the breath alcohol test won’t be required. However, if the driver can return within 32 hours, they must take the drug test at an approved facility.
Supervisors are responsible for documenting any reasons why the driver couldn’t return for testing and must provide this documentation to Human Resources.
Returning to Driving:
The driver cannot return to driving a University vehicle until a negative test result is confirmed.
Positive Test Results or Refusal to Test:
If a driver tests positive or refuses to take the test, they will be prohibited from driving any University vehicle and may face further disciplinary actions, including possible termination. Supervisors should work with Human Resources to determine the appropriate course of action.
Drug-Free Awareness Program
The University has a Drug-Free Awareness Program run by the University Counseling Center and the Department of Human Resources. This program offers training for supervisors to help them recognize illegal drug use, provides drug counseling for students and employees, and offers confidential referrals to approved rehabilitation programs through federal, state, or local agencies.
For employees, the University offers confidential counseling services through the onsite Employee Assistance-Mental Health Program (EAP-MH) at the University Counseling Center. In addition to our onsite services, we partner with Deer Oaks EAP to provide 24/7 support via phone, video telehealth, or in-person sessions.
Both programs offer short-term, inpatient services to help faculty and staff with work-related conflicts, marital issues, parenting challenges, alcohol or drug concerns, stress, grief, depression, and anxiety. If you need long-term support or additional services to meet your treatment goals, we can refer you to other counseling and rehabilitation services available in Oxford and the surrounding communities.
Contact your HR Partner
Our HR Partners work closely with leadership across different departments and divisions to build a supportive work environment. They focus on employee-centered activities and performance management to ensure everyone thrives.
| Chancellor Division | Provost Division | VCAF Division (includes Facilities Management) |
| Hunter Haney hehaney@olemiss.edu(662) 915-1470 Schedule Appointment | Comfort Agyin-Birikorang comfort@olemiss.edu(662) 915-5445 Schedule Appointment | Rocklyn Reed rjreed@olemiss.edu (662) 915-1585 Schedule Appointment |