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47 <br /> <br />In addition to notifying management, the employee is also urged to document any further <br />harassment or reprisals that occur after the complaint is made. <br />The City encourages the reporting party or complainant to use the report form available from the <br />City Administrator’s office or available from the department director, but oral reports are <br />considered complaints as well. Depending on the nature of the complaint, the City may take <br />immediate steps, at its discretion, to protect the complainant and other employees or members <br />of the public pending the completion of an investigation. <br /> <br />8.8 Drug, and Alcohol and Cannabis Testing – All Employees Except Public <br />Works (Non-DOT) <br />The City of Lino Lakes (“City”) has a vital interest in maintaining safe, healthful, and efficient <br />working conditions for employees, and recognizes that individuals who are impaired because of <br />drugs and/or alcohol jeopardize the safety and health of other workers as well as themselves. <br />The City of Lino Lakes does not intend to intrude into the private lives of its employees, but <br />strongly believes that a drug- and alcohol-free workplace is in the best interest of employees <br />and the public alike. Alcohol and drug abuse can cause unsatisfactory job performance, <br />increased tardiness and absenteeism, increased accidents and workers’ compensation claims, <br />higher insurance rates, and an increase in theft of city property. The City of Lino Lakes’ Drug, <br />Alcohol and Cannabis Testing Non-DOT policy has been established for the purpose of providing <br />a safe workplace for all. <br /> <br />City employees and applicants required to hold a commercial driver’s license by the United <br />States Department of Transportation (“DOT”) for their job will be tested under the City’s Policy <br />on Controlled Substance and Alcohol Testing for Commercial Drivers (the “DOT Policy”). All <br />other employees and job applicants offered employment with the city must undergo testing as <br />described by this policy. <br /> <br />To ensure the policy is clearly communicated to all employees and applicants to whom offers of <br />employment have been made, and to comply with state law, employees and applicants are <br />required to review this policy and sign the “policy acknowledgement.” A job applicant will also <br />acknowledge in this form that he/she understands that passing the drug test is a requirement <br />of the job. <br /> <br />Persons Subject to Testing and Circumstances under Which Testing May Be Required <br /> <br />Under this policy, the city may test any applicant to whom an offer of employment has been <br />made and may test employees for alcohol and/or drugs, including cannabis, under the following <br />circumstances with a properly accredited or licensed testing laboratory, in accordance with <br />Minn. Stat. § 181.953, subdivision 1. <br /> <br />(1) Pre-Employment Testing: <br />89