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51 <br /> <br />for work; while on duty; is on the City’s premises; while operating any city vehicle, machinery, <br />or equipment; or when performing any City business, except (1) pursuant to a valid medical <br />prescription used as properly instructed; or (2) the use of over-the-counter drug used as <br />intended by the manufacturer. <br /> <br /> <br />Driving While Impaired: <br />A conviction of driving while impaired in a city-owned vehicle at any time during business or <br />non-business hours, or in an employee-owned vehicle while conducting city business, may <br />result in discipline, up to and including discharge. <br /> <br />Criminal Drug Convictions: <br />Any employee convicted of any criminal drug statute must notify his or her supervisor and <br />Human Resources in writing of such conviction no later than five days after such conviction. <br />Within 30 days after receiving notice from an employee of a drug-related conviction, the City <br />will take appropriate personnel action against the employee up to and including discharge or <br />require the employee to satisfactorily participate in a drug abuse assistance or rehabilitation <br />program as an alternative to termination. In the event notice is not provided to the supervisor <br />and the employee is deemed to be incapable of working safely, the employee will not be <br />permitted to work and will be subject to disciplinary action, including dismissal from <br />employment. In accordance with the Federal Drug-Free Workplace Act of 1988, if the City is <br />receiving federal grants or contracts of over $25,000, the City will notify the appropriate federal <br />agency of such conviction within 10 days of receiving notice from the employee. <br /> <br />Failure to Disclose Lawful Drugs: <br />Employees taking a lawful drug, including prescription and over-the-counter drugs or cannabis, <br />which may impair their ability to perform their job responsibilities or pose a safety risk to <br />themselves or others, must advise their supervisor of this before beginning work. It is the <br />employee’s responsibility to seek out written information from his/her physician or pharmacist <br />regarding medication and any job performance impairment and relay that information to <br />his/her supervisor. In the event of such a disclosure, the employee will not be authorized to <br />perform safety-sensitive functions. <br /> <br />Review and Notification of Test Results <br />Notification of Negative Test Results: <br />In the case of job applicants and in accordance with Minn. Stat. § 181.953, Human Resources <br />will notify a job applicant of a negative drug result within three days of receipt of result by the <br />City, and the hiring process will resume. In accordance with Minn. Stat. § 181.953, subd. 3, a <br />laboratory must report results to the City within three working days of the confirmatory test <br />result. A “Negative Test Results Notification” form will be sent to the job applicant, and the job <br />applicant may request a copy of the test result report from Human Resources. <br />In the case of current employees and in accordance with Minn. Stat. § 181.953, Human <br />Resources will notify the employee of a negative drug and/or alcohol result within three days of <br />93