Don't forget to update Human Resources with any phone or address changes.

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Jeff Aranguena, Director



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JoEllen Tilton, Coordinator



Human Resources Department






Beginning January 1, 2018, in addition to the existing drug testing panel currently issued to MCUSD staff in safety-sensitive positions, you will now also be tested for four semi-synthetic opioids (i.e., hydrocodone, oxycodone, hydromorphone, oxymorphone).  Some common names for these semi-synthetic opioids include OxyContin®, Percodan®, Percocet®, Vicodin®, Lortab®, Norco®, Dilaudid®, Exalgo®.

      If you test positive for any of the semi-synthetic opioid drugs, then as with any other drug test result that is confirmed by the laboratory, the Medical Review Officer (MRO) will conduct an interview with you to determine if there is a legitimate medical explanation for the result.  If you have a valid prescription, you should provide it to the MRO, who will determine if the prescription is valid.  If a legitimate medical explanation is established, the MRO will report the result to your employer as a ‘negative’.  If not, the MRO will report the result to your employer as ‘positive’. 

      As it has been the requirement in the past, when your employer receives a ‘positive’ drug test result, your employer is to immediately remove you from performing safety-sensitive functions and provide you with a list of qualified Substance Abuse Professionals (SAP) available in your area. In order to return to performing safety-sensitive functions for any DOT-regulated employer, you must complete the return-to-duty process that will include an evaluation by a SAP, who will require education and/or treatment. The SAP will determine if you successfully completed the prescribed education and/or treatment. Before an employer could return you to safety-sensitive work, the employer must get a negative result on a directly observed return-to-duty drug test.  After you return to safety-sensitive work, you must be subject to directly observed follow-up testing for 12-60 months depending on the SAP’s recommendations.

What should I tell my prescribing physician?

      If you are taking any prescription medications, consider this to be a reminder to have a conversation with your prescribing physician to discuss your safety-sensitive work.  Be proactive in ensuring that your prescribing physician knows what type of transportation-related safety-sensitive work you currently perform.  For example, don’t just provide a job title but describe your exact job function(s) or ask your employer for a detailed description of your job function that you can give to your prescribing physician.  This is important information for your prescribing physician to consider when deciding whether and what medication to prescribe for you.  It is important for you to know whether your medications could impact your ability to safely perform your transportation-related work.         

Will the MRO report my prescribed medication use/medical information to a third party?

     Historically, the DOT’s regulation required the MRO to report your medication use/medical information to a third party (e.g. your employer, health care provider responsible for your medical qualifications, etc.), if the MRO determines in his/her reasonable medical judgement that you may be medically unqualified according to DOT Agency regulations, or if your continued performance is likely to pose a significant safety risk.  The MRO may report this information even if the MRO verifies your drug test result as ‘negative’.

     As of January 1, 2018, prior to the MRO reporting your information to a third party you will have up to five days to have your prescribing physician contact the MRO.  You are responsible for facilitating the contact between the MRO and your prescribing physician.  Your prescribing physician should be willing to state to the MRO that you can safely perform your safety-sensitive functions while taking the medication(s), or consider changing your medication to one that does not make you medically unqualified or does not pose a significant safety risk.

NOTE:   This document informally summarizes some of the effects of recent changes to the Procedures for Transportation Workplace Drug and Alcohol Testing Programs that are important for transportation employees, but it should not be relied upon to determine legal compliance with those procedures.


(Information from the U.S. Department of Transportation, December 2017)

BP/AR 4112.42: Drug and Alcohol Testing for School Bus Drivers





You may have heard of Pregnancy Disability Leave, Family Medical Leave, and the California Family Rights Act. Here is a great informational link from the California Department of Fair Employment and Housing:


Please contact Human Resources with your questions regarding these leave options.



« Click on our "Employment Link" for our current job postings!

Department Business Hours:

7:30 a.m. to 4:30 p.m.

Monday - Friday

Human Resources Events

Our Human Resources Department warmly welcomes you to our district and to our department website. Our department is committed to providing current staff and prospective employees guidance, support, and great customer service. This commitment extends to providing the most highly qualified workforce to promote student achievement.

Human Resources Team

Human Resources Team


Remember to return your emergency contact forms!

Remember to return your emergency contact forms!


The Mariposa County Unified School District is an Equal Opportunity Employer and does not discriminate in any employment practice, education program, or educational activity on the basis and/or association with a person or group with one or more of these actual or perceived characteristics of age, ancestry, color, disability, ethnicity, gender, gender identity or expression, genetic information, marital status, medical condition, national origin, political affiliation, pregnancy and related conditions, race, religion, retaliation, sex (including sexual harassment), sexual orientation, Vietnam Era Veterans’ status, or any other basis prohibited by California state and federal nondiscrimination laws respectively, and provides equal access to the Boy Scouts and other designated youth groups. Not all bases of discrimination will apply to both education services and employment.

The following person has been designated to handle inquiries regarding the non-discrimination policies:

Jeff Aranguena

Human Resources & Student Services Director

P.O. Box 8

Mariposa, CA  95338