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<br />. <br /> <br />. <br /> <br />. <br /> <br />. . <br /> <br />(not indicated on the consent form) <br />result in termination, subject to <br /> <br />metabolites <br />alcohol may <br />following: <br /> <br />A. An employee who tests positive for the first <br />time will be given the opportunity to <br />participate in, at the employee's own expense <br />or pursuant to coverage under the employee's <br />benefit plan, a counseling or rehabilitation <br />program after consultation with the City <br />Personnel Coordinator. <br /> <br />B. The employee may be discharged for any of the <br />following reasons: <br />1. The employee tested positive on a <br />previous occasion in a work related <br />incident. <br />2. The employee refuses to participate <br />in a chemical dependency or <br />rehabilitation program recommended <br />by the City Personnel Coordinator. <br />3. The employee fails to successfully <br />complete chemical dependency <br />counseling or a rehabilitation <br />program. <br /> <br />and <br />the <br /> <br />If an employee is called out for a city emergency and is <br />suspected of being under the influence of drugs or <br />alcohol, sjhe will not be subject to the testing <br />procedures of this policy if sjhe is suspected of being <br />under the influence of drugs or alcohol. However, sjhe <br />will not be allowed to work, and will be sent home. <br /> <br />9. <br /> <br />10. Results of tests and other information acquired in the <br />drug and alcohol testing process will be treated as <br />private and confidential information. The employee <br />tested and the Personnel Coordinator will be told the <br />results of the testing. If a positive result is <br />conf irmed, the ci ty Administrator and the employee's <br />supervisor will be notified. Results will be disclosed <br />to no one outside of the City unless required by law or <br />unless release of information is requested by the <br />employee. <br />