Laserfiche WebLink
9. Substance Abuse Professional (SAP). A licensed physician (medical doctor or doctor of <br />osteopathy), licensed or certified psychologist, licensed or certified social worker, <br />licensed or certified employee assistance professional, or licensed or certified addiction <br />counselor (certified by the National Association of Alcoholism and Controlled Substance <br />Abuse Counselors Certification Commission) with clinical experience in the diagnosis <br />and treatment of alcohol and controlled substance- related disorders. <br />B. Persons Subject to Testing <br />Employees are required to report to work on time and in appropriate mental and physical <br />condition for work as determined by their supervisor. No employee shall be under the influence <br />of alcohol or a controlled substance, unless pursuant to a valid medical prescription and used as <br />properly instructed while the employee is engaged in conducting City business. <br />Violations of this policy will result in disciplinary action, up to and including termination. A <br />violation of this policy may also have legal consequences under federal and state laws. <br />As a condition of employment, each employee of the City must abide by the terms of this policy <br />and report to his or her supervisor any instance where he or she has been charged under a <br />criminal drug statute for a violation occurring on or off premises. If the employee's job requires <br />the ability to drive a motor vehicle, the employee must immediately notify the appropriate <br />supervisors of any loss, suspension, revocation, cancellation, or limitations of driving privileges. <br />Under this policy, the City may test any applicant to whom an offer of employment has been <br />made and may test any employee for alcohol and/or controlled substance under any of the <br />following circumstances: <br />1. Pre - Employment Testing. Any job offer for a full -time or part- time "safety- sensitive" <br />position with the City is conditional upon successful completion of a controlled substance <br />test, among other conditions. If the job offer is withdrawn based on controlled substance <br />test results, the City will inform the applicant of the reasons for the withdrawal. A failure <br />of the controlled substance test, a refusal to take the test, or failure to meet other <br />conditions of the job offer will result in a withdrawal of the offer of employment even if <br />the applicant's provisional employment has begun. Temporary and seasonal employees <br />are not subject to this policy, with the exception of those designated by the hiring <br />department as safety- sensitive positions. <br />2. Reasonable Suspicion Testing. The City may require any employee in a safety- sensitive <br />position to submit to alcohol and controlled substance testing where reasonable suspicion <br />exists to believe the employee: <br />is under the influence of alcohol or a controlled substance; or <br />• has violated written work rules prohibiting the use, possession, sale, or transfer of <br />controlled substance while on duty or operating a City vehicle or any other <br />equipment; or <br />• has sustained a personal injury requiring medical care, or has caused another <br />employee to sustain an injury requiring medical care; or <br />• has caused a work - related accident or was operating or helping to operate <br />machinery, equipment, or vehicles involved in a work - related accident; or <br />36 <br />