Civilian Checklists and Standards

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Employees can be identified for substance abuse by:

·    An employee is covered under the Safe Haven Provision when the member meets all four of the following criteria:
§    The employee voluntarily identifies him or herself as an user of illicit drugs prior to being selected for a random urinalysis test or has been identified by other means.
§    The employee participates in appropriate counseling or rehabilitation.
§    The employee agrees to and signs a Last Chance Statement (Attachment 22) or Statement of Agreement.
§    The employee refrains from drug use from the time they have self-identified.
·    Disciplinary action for an employee will not be initiated if the employee has meet all four criteria.

·    Reasonable suspicion is a specific and fact-based belief that an employee has engaged in illicit drug use, and that evidence of illicit drug use is presently in the employee’s body, drawn from specific and particularized facts, and reasonable inferences from those facts.  This testing may be based on a reasonable suspicion of illicit drug use on or off duty (AFI44-107,
·    Basis for determining reasonable suspicion.
§    Direct observation of illicit drug use or alcohol.
§    Abnormal conduct or erratic behavior.
§    Evidence of drug-related impairment.
§    Recent arrest or conviction for drug-related offenses or DWI.
§    Information provided by reliable and credible sources.
§    Employee tampered with recent drug testing.
·    Supervisor makes the determination if reasonable suspicion exists to test the employee after consulting with the HQ AFRC/JAG office. 
·    Supervisor follows the protocols as outlined in the Civilian Checklist if the supervisor has determined the criteria has been met for drug testing an employee.

·    If a supervisor reasonably believes an employee’s conduct may have contributed or caused to an accident or safety mishap involving the following criteria (AFI 44-107,
§   Personal injury requiring emergency medical treatment; or
§   A fatality; or
§   Property damage more than $2,000.

Referring Employee for a Substance Abuse Assessment

o   The supervisor will advise an employee on the availability of services when there is any reason to believe that the employee may have a substance abuse problem (AFI 44-107, 2.2.1.).

o   The Drug Demand Reduction Program Manager provides appropriate referral guidance to supervisors (AFI 44-107,

·    Supervisor documents in a Memorandum for Record any conversation regarding unofficial referrals.
·    The referral to EAP or ADAPT can be unofficially presented to the member without the member admitting to any problem (AFI44-107, 2.2.1.).

·    Supervisors must notify commanders when an employee refuses to comply with a mandatory referral for counseling (AFI 44-107,
·    Official initial referrals occur when an employee meets one of the following:
§   Drug Use.
§   Alcohol Misconduct.
§   Employee Self-identify.
§   Reasonable Suspicion.
§   Accident and Safety Mishap.

o    Employee’s initial referral and assessment (EAP / ADAPT only) will be paid for by the Air Force Reserve. The employee is allowed up to three hours of leave during the referral and assessment stage only.

o    EAP contracted personnel or ADAPT staff, provide and document (Attachment 21) initial substance abuse evaluation of all officially referred or self-identified employees.

Treatment of Civilian Employee

·   The team consists of representatives from ADAPT or EAP (Chairperson), local civilian personnel, employee’s supervisor, and other base representatives as appropriate.
·   The team will assist or advise the employee or the supervisor on underlying issues such as:
§    Financial issues
§    Family conflict
§    Problems at work
§    Additional referrals: Financial or family counseling, job training, work scheduling, reassignment, retirement options.
·    With the consent of the employee (in writing), the supervisor can ask the team to review the appropriateness of the current treatment plan as well as the progress the employee is making.