05/07/2012 Council Packet - Laserfiche WebLink

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• Reasonable suspicion may be based upon, but is not limited to, facts regarding appearance, behavior, speech, breath, odor, possession, proximity to or use of alcohol or a controlled substance or containers of paraphernalia, poor safety record, excessive absenteeism, impairment of job performance, or any other circumstances that would cause a reasonable employer to believe that a violation of the City's policies concerning alcohol or controlled substance may have occurred. Observations for reasonable suspicion testing will be made by a supervisor or other person designated by the City who has received appropriate training in identification of actions, appearance and conduct of an employee which are indicative of the use of alcohol or controlled substance. These observations will be reflected in writing on a reasonable suspicion record form. Employees will be driven to the employer approved medical facility by their supervisor or a designated representative, or an on -site collection service will be contacted. The medical facility or on -site collection service will take the urine or blood sample and will forward the sample to an approved laboratory for testing. The results of any testing will be provided to Administration. 3. Return-to -Duty Testing. Before an employee will be allowed to return to duty, the employee will undergo a return-to -duty test on a date specified by a Substance Abuse Professional (SAP) or a Licensed Alcohol and Drug Counselor (LADC). The use of an LADC or SAP is at the sole discretion of the City. The test must indicate a negative breath alcohol concentration or a verified negative result for controlled substance use before the employee may return to work. Prior to a return-to -duty test the employee must be evaluated by a SAP or an LADC and participate in any recommended education or treatment program. The SAP or LADC will require a follow -up evaluation to determine if the employee has successfully completed the recommended program. The SAP or LADC will provide a written report for the City following the initial and follow -up evaluations with the employee. The return-to -duty test is not limited to a specific substance (i.e., the particular drug for which the employee tested positive). Additionally, if the SAP or LADC determines that a multiple - substance abuse problem exists, a controlled substance test may be performed in conjunction with an alcohol test. 4. Follow -Up Testing. Following a determination that an employee is in need of assistance in resolving problems associated with alcohol misuse or use of controlled substances, the employee is subject to unannounced follow -up alcohol or controlled substance testing as directed by the SAP or LADC for a period of up to two years following completion of a prescribed chemical dependency treatment program. The employee is also subject to all other required drug and controlled substance testing. A positive test in any follow -up testing or subsequent test will result in the employee's termination of employment with the City. 5. Post- Accident Testing. As soon as practicable following an accident involving a commercial driver operating a commercial motor vehicle on a public road, the City will test the driver for alcohol and controlled substances in the following circumstances: 37