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a. Transfer <br />b. Demotion <br />c. Suspension <br />2. An employee may be required to undergo chemical and/or <br />psychological assessment and required to follow the assessor's <br />recommendations as a condition for continued employment. The <br />employee shall furnish a copy of the chemical and/or psychological <br />report to the City. <br />3. An employee may be discharged after two incidents resulting in <br />positive confirmatory test results. <br />4. An employee may be discharged on the first positive confirmatory <br />test result only under the following conditions: <br />a. The employee has been given the opportunity to participate <br />in, at the employee's expense or pursuant to coverage under <br />an employee benefit plan, either a drug or alcohol <br />counseling or rehabilitation program, whichever is more <br />appropriate, as determined by the City after consultation <br />with a certified chemical use counselor or a physician <br />trained in the diagnosis and treatment of chemical <br />dependency. <br />b. The employee has either refused to participate in the <br />counseling program or has failed to successfully complete <br />the program, as evidenced by withdrawal from the program <br />before its completion or by a positive test result on a <br />confirmatory test after completion of the program. <br />5. The City may temporarily suspend the tested employee or transfer <br />that employee to another position at the same rate of pay pending <br />the outcome of a confirmatory retest, provided the City believes <br />that it is reasonably necessary to protect the health or safety of the <br />employee, other employees, or the public. An employee who has <br />been suspended without pay will be reinstated with back pay if the <br />outcome of the confirmatory retest or requested confirmatory retest <br />is negative. <br />