Laserfiche WebLink
66 <br /> <br />City of Little Canada Personnel Policy <br />1. Have a gross combination weight rating or gross combination weight of 26,001 pounds or <br />more, whichever is greater, inclusive of a towed unit(s) with a gross vehicle weight rating or <br />gross vehicle weight of more than 10,000 pounds, whichever is greater; or <br />2. Have a gross vehicle weight rating or gross vehicle weight of 26,0001 or more pounds <br />whichever is greater; or <br />3. Are designed to transport 16 or more passengers, including the driver; or <br />4. Are of any size and are used in the transportation of materials found to be hazardous for the <br />purposes of the Hazardous Materials Transportation Act (49 U.S.C. 5103(b)) and which require <br />the motor vehicle to be placarded under the Hazardous Materials Regulations (49 CFR part <br />172, subpart F). <br /> <br />The following functions are considered safety-sensitive: <br /> <br /> all time waiting to be dispatched to drive a commercial motor vehicle <br /> all time inspecting, servicing, or conditioning a commercial motor vehicle <br /> all time driving at the controls of the commercial motor vehicle <br /> all other time in or upon a commercial motor vehicle (except time spent resting in a sleeper berth) <br /> all time loading or unloading a commercial motor vehicle, attending the same, giving or receiving <br />receipts for shipments being loaded or unloaded, or remaining in readiness to operate the vehicle <br /> all time repairing, obtaining assistance, or attending to a disable commercial motor vehicle. <br /> <br />The cityCity may test any applicant to whom a conditional offer of employment has been made and <br />any driver for controlled substance and alcohol under any of the following circumstances: <br /> <br />Pre-Employment Testing <br /> <br />All applicants, including current employees seeking a transfer, applying for a position where duties <br />include performing safety-sensitive duties described above, will be required to take a drug test prior to <br />the first time a driver performs a safety-sensitive function for the cityCity. A driver may not perform <br />safety-sensitive functions unless the driver has received a controlled substance test result from the <br />Medical Review Officer (“MRO”) indicating a verified negative test result. In addition to pre- <br />employment controlled substance testing, applicants will be required to authorize in writing former <br />employers to release alcohol test results of .04 or greater, positive controlled substance test results, <br />refusals to test, other violations of drug and alcohol testing regulations, and completion of return to <br />duty requirements within the preceding three years. <br /> <br />The cityCity will contact the candidate’s DOT regulated previous and current employers within the last <br />three years for drug and alcohol test results as referenced above and review the testing history if <br />feasible before the employee first performs safety-sensitive functions for the cityCity. Beginning in <br />2020, an applicant must provide consent to the cityCity, and successfully pass a full query of the <br />Federal Motor Carrier Safety Administration’s Clearinghouse. In addition, at least once a year, the City <br />will conduct a limited query of the Clearinghouse for each currently employed CDL driver. If the <br />limited query reveals that the Clearinghouse has information about resolved or unresolved drug and <br />alcohol program violations by a candidate or current employee, he or she will be asked to provide <br />electronic consent to a full query of the Clearinghouse (unless he or she has previously provided <br />electronic consent). In the event a full query of the Clearinghouse reveals unresolved violation <br />information for a candidate or current employee, the driver will not be permitted to perform safety- <br />sensitive functions, including the operation of a Commercial Motor Vehicle and, in the case of a