Loyola University Chicago

Human Resources

Post-Offer Physical and Drug/Alcohol Screening

As a condition of employment, all individuals who are offered and accept employment in a staff position must be physically and mentally able to perform the essential functions of the position in a safe and appropriate manner free from the adverse effects of drugs and alcohol. This remains true during the duration of employment as outlined in our Fitness for Duty Policy:  http://www.luc.edu/hr/policies/policy_fitness.shtml. This policy establishes guidelines for post-offer physicals and drug screening for staff positions as specified in this policy.

This policy applies to individuals at Loyola University Chicago who have received an offer of employment or transfer into a position where concern for safety for self and/or others is a priority and applies to, but not limited to, the following faculty & staff classifications: 

Clinical Research Nurse; Research
Assistants/Associates, Animal Care
Techs or others with animal contact;
Preschool Teachers & Teaching Assistants

Physical, TB Test,
Drug Screen and/
or Tetanus
Staff positions such as: nurse, nurse
practitioner, certified medical assistant,
med tech, social worker, psychologist,
dietitian, and health educator
TB Test and Drug
Screen (or as
required by clinic
or site requirements)
Positions related to Campus Safety,
Facilities Management and Transportation
such as: Lieutenants, Sergeants, Police,
Security & Telecommunication officers,
Locksmith, Security Systems Manager,
Information Assistants and Monitors;
Chief & Assistant Chief Engineers,
Operating Engineers, Engineer Trainees,
Maintenance Mechanics/Checkers,
Service Technicians, Electricians, Plumbers,
Grounds Service Workers and Custodians;
Bus Drivers
Drug Screen

This listing will be modified as needed.  Immunizations and testing are defined by position held or type of animal involvement and identified by HR representative during the post-offer hiring process. In addition, positions such as technicians and lab assistants may be subject to environmental and/or bio safety assessments as required

All offers of employment are made by the University’s Human Resources Department.

A post-offer physical and/or drug screening for staff positions as specified should be scheduled within 48 hours of the acceptance of employment and follow the process as administered by Loyola University Chicago’s Human Resources for respective campus location. Extenuating circumstances will require approval by the Director, Human Resources. Failure to pass the physical or drug/alcohol screening will result in the withdrawal of the employment offer or termination of employment.

Results of the physical examination and/or drug screening will be communicated to Human Resources by the authorized testing facility (drug screen vendor or Employee/Student Health for the Health Sciences Division). Human Resources will then inform the individual of the results.

Loyola University Chicago reaffirms our obligation and intent to hire and provide all employees with the opportunity to grow, develop, and contribute to our collective success without regard to race, color, religion (except where religion is a bona fide occupational qualification for the job), national origin, citizenship status, sex, sexual orientation, age, marital status, disability, veteran status or any other factor protected by law.

Notification of this policy will be made to applicants for employment through posting.

Responsible Party
Human Resources will be responsible for following the established protocol for post-offer physicals and drug screening. Any questions or concerns regarding this policy should be addressed to the Director of Human Resources, Loyola University Chicago.

Medical Records are protected by state and federal confidentiality laws and Loyola policy. The medical records for a post-offer physical and/or drug screening will be maintained in the offices of Employee/Student Health (Health Sciences Division), another approved testing facility or medical provider. Medical records will not be released to unauthorized personnel without the employee’s written consent or subpoena in accordance with state and federal laws. 

Revised 06/06/14