518 illegal drug use and drug detection
policy 518.1
The Postal Service is committed to providing a drug-free workplace. On job applications, applicants are asked if they are currently involved in illegal drug use, which includes using drugs that are illegal under federal law, unless prescribed by a doctor. an affirmative answer makes the applicant ineligible for postal employment. a negative answer allows the hiring process to continue. Note: The Postal Service uses federal law to determine whether drug use is illegal, even if a state or local law allows it.
Prior to an actual job offer, hiring officers or certified interviewers cannot investigate an applicant’s past drug abuse. inquiries can be made after job offer (see 57, medical suitability).
518.2 pre-employment drug test
A pre-employment drug test is ordered for applicants recommended for selection by the interviewer when the applicant is within the scope of selection (eg, no earlier than 90 days prior to anticipated hire). only applicants determined to be drug free as a result of urinalysis are eligible for appointment. A drug screen that results in a qualifying status is valid for 90 days from the date of the result. Applicant names placed on a hiring list prior to the expiration of the 90-day qualifying period are eligible for employment consideration regardless of the date of appointment from that list.
Postal employees applying for a promotion, reassignment, or change to a lower level are not considered applicants for drug screening purposes, except for US positions. uu. postal inspection service.
Note: A new drug test is not required if the applicant is a former employee and has been selected for rehire within 90 days or less of separation.
518.3 rescheduling a pre-employment drug test
An applicant’s failure to respond to a request to schedule a drug test or report as scheduled may result in their denial for employment consideration. human resources has the discretion to reorder a drug test for an applicant who does not respond to the request to schedule a drug test or to appear for a scheduled drug test.
518.4 ineligible applicants
Applicants who are ineligible as a result of urine drug screening are rejected for the opening for which they applied and any other opening for which they are currently an active applicant.
Applicants who are ineligible as a result of urine drug screening are disqualified from postal employment for 90 days from the date of the result and cannot be rescheduled for drug testing during this screening period. ineligibility. applicants are not excluded from reapplying for future openings. redetermine drug-free status when applicants reapply.
518.5 applicants for commercial driving positions
Applicants for positions that require a commercial driver’s license (CDL) are scheduled for a pre-employment drug test as described in 518.2. Applicants who receive a job offer for a position that requires a Commercial Driver’s License are further screened as required by law prior to hiring. Job offer is conditioned on completion of all requirements for commercial vehicle drivers, including submission of pre-employment certification (PS Form 4601, Pre-employment Statement for Commercial Drivers) and disclosure of drug testing records and alcohol from previous employers (PS Form 4602, Release of Information Form: 49 CFR Part 40 Drug and Alcohol Test).
Applicants hired for positions requiring a CDL are required by law to submit to random drug and alcohol testing while employed in security-sensitive positions.