The State Personnel Administration(SPA) assists in statewide substance abuse screening of applicants and State employees by acting as a liaison between the testing laboratory, the Medical Review Officer and State agencies,
authorities and other entities. The program provides testing policies and procedures that meet the highest standards in testing and conform to federal and state laws and regulations.
This web site has been developed to assist the drug testing coordinators of those government entities that take part in the State's applicant and employee substance abuse testing program. There are six major sections on the website:
The Drug Testing Results Database is a secure site available only to designated employer representatives who have been given access by the GMS Substance Abuse Testing Program Administrator.
At this site, drug testing coordinators and staff will be able to view test results of their applicants and employees, access random sampling data, and run a variety of reports according to their designated access level.
Collection Sites
Collection Sites lists all sites currently approved for use under the State's contract. Search by county or city to find a site convenient to you.Click Here
Forms and Templates
Forms and Templates offers a number of useful documents and forms that can be used "as is" or adapted to fit your organization.
Forms
Templates
Laws, Regulations and Resources includes US Department of Transportation Substance Abuse Testing Procedures, Georgia Code and State Personnel Board rules pertaining to substance abuse testing of public sector employees in Georgia.
It also has a link for DOT Substance Abuse Professionals, in the event one of your DOT regulated applicants or employees tests positive or refuses a test and you must refer him/her for an assessment.
| 49 CFR Part 40 | US Department of Transportation Procedures |
| 14 CFR Part 121 | Federal Aviation Administration (FAA)-Appendix I Drug Testing - Appendix J - Alcohol Testing |
| 49 CFR Part 382 | Federal Motor Carrier Safety Administration |
| O.C.G.A. 45-20-91 | Determination of employees subject to drug Testing. |
| O.C.G.A. 45-20-92 | Rules adopted by the State Personnel Board; Policies adopted by department or agency Heads; certification of testing laboratories |
| O.C.G.A.45-20-111 | Analysis of positions warranting established Test; testing requirements, cost, and Procedure; disqualification from employment For refusing test or showing positive results. |
| SPB Rule 478-1-.09 | Substance Abuse Testing. |
| SPB Rule 478-1-.25 | Employee Drug/Alcohol Screening |
| SPB Rule 478-1-.26 | Drug-Free Public Work Force |
| SAPlist.com | A current list of DOT Substance Abuse Professionals (SAP) who can evaluate DOT Regulated individuals if the refuse a test or have A positive result on a test. Referral to a SAP is Mandatory in these instances. |
| No.1:90-CV-1587-RHH | Case Law - Bd of Ed v Harris Unreasonable Search & Seizure |
Best Practices includes information and suggestions on various aspects of substance abuse testing for State of Georgia employers.
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FAQs answers questions that are frequently asked about drug testing and the State's testing program.
faq's
Who should I drug test?The State of Georgia requires all state entities to conduct Pre-employment testing of applicants selected for positions that:
1. are regulated by the US Department of Transportation and its operating authorities
2. require certification under O.C.G.A. 35-8 (POST) and whose incumbents regularly perform high-risk work, and
3. have been identified by each appointing authority as performing duties that have the potential for causing significant harm to self or others.
Random testing of employees in positions that:
1. are regulated by the US Department of Transportation and its operating authorities
2. require certification under O.C.G.A. 35-8 (POST) and whose incumbents regularly perform high-risk work, and
3. have been identified by each appointing authority as performing duties that have the potential for causing significant harm to self or others.
Reasonable Suspicion testing of any employee who meets the criteria as determined by your appointing authority.
Post-accident testing of any employee who meets the criteria in your policy and of DOT regulated employees per the US DOT regulations.
Return-to-Duty and Follow-up testing of any employee you allow to return to work after testing positive on a drug or alcohol test.
faq'sWhat drugs are included on the State of Georgia's testing panel?
The State routinely tests for the "Federal Five" on Pre-employment and Random tests. The five substances are Amphetamines/Methamphetamines, Cocaine, Marijuana, Opiates and PCP. DOT regulated employees are also tested randomly for alcohol. Community Service Boards test for the same five and Benzodiazepines (tranquillizers) and Barbiturates. On Reasonable Suspicion, Post-accident, Return-to-Duty and Follow-up tests, appointing authorities may request that other drugs be added to the test panel.
(US DOT allows testing only for the Federal Five and alcohol on DOT tests using the federal Custody and Control Form (CCF).
faq'sWhat do the letters/abbreviations stand for in the Result column?
PeopleSoft Drug Testing Database Result
"N" Neg
Negative
"P" Pos
Positive
"F" Refuse
Refusal
"R" Reject
Rejected"C" Canc
Canceled
faq'sWhy would a test be rejected or cancelled?
There are numerous reasons why this might happen, but most fall into one of three categories. First, the specimen isn't testable when it arrives at the lab because there is not sufficient quantity to test. Second, the chain of custody is not intact - tamper proof seal broken, no collector's signature. Third, the test is "Invalid" because the validity tests (creatinine level, specific gravity) are outside the normal range.
Should I send anyone who has a cancelled or rejected test result for a retest?
The Medical Review Officer generally makes a recommendation based on the reason the test has been cancelled or rejected. It is up to each appointing authority to make that decision. When it is a pre-employment test and you need a negative result to hire, the person must retest.
faq's
What does "Non-contact Positive" mean?
One or more of the substances for which the State tests is present in the specimen but the Medical Review Officer has not been able to contact the donor to determine if there is a medically acceptable reason (ex. legal prescription) for its presence.
faq's
faq'sWhat constitutes a Refusal?
Expressly declining to submit to drug testing;
Failure to appear at the testing location by the specified time;
Engaging in conduct that clearly obstructs the testing process;
Failure to provide adequate urine for testing (45 ml.) without an acceptable medical reason;
Leaving the testing location before providing an adequate sample in the allotted time (up to 3 hours if necessary);
The testing laboratory and/or the MRO determines that a specimen has been adulterated or substituted;
