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E. Job Applicants <br />1. The City will require a job applicant to undergo drug and alcohol <br />testing provided a job offer has been made to the applicant and the <br />same test is requested or required of all job applicants <br />conditionally offered employment for that position. <br />2. A job applicant's refusal to submit to drug and alcohol testing will <br />be considered a withdrawal of the application. <br />3. The job offer may be withdrawn based on a positive test result <br />from an initial screening test that has been verified by a <br />confirmatory test. <br />4. The City has the right to determine which positions within the City <br />may require drug and alcohol testing prior to hiring. <br />5. If the job offer is withdrawn for failure to pass a drug and alcohol <br />test, the City will inform the applicant in writing of the reasons for <br />its action. <br />F. Reasonable Suspicion Testing <br />1. The City may require an employee to undergo drug and alcohol <br />testing if there is reasonable suspicion that the employee: <br />a. Is under the influence of drugs or alcohol <br />b. Has sustained a personal injury arising out of and in the <br />course of employment, or has caused another person to <br />sustain a personal injury. <br />c. Has caused a work-related accident or was operating or <br />helping to operate equipment or vehicles involved in a <br />work-related accident. <br />d. Has violated any City Department's work rules or any <br />section of the City Personnel Policy. <br />