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<br />*City of Mounds View* <br />DOT Drug -Free Workplace Policy 2020 Version 11 <br /> <br />resources available in evaluating and resolving drug and/or alcohol problems, including the names, <br />addresses, and telephone numbers of Substance Abuse Professionals (SAPs) and counseling and <br />treatment programs. <br /> <br />Additionally, employees subject to Post-Accident or Reasonable Suspicion testing will be removed <br />from safety-sensitive functions and receive a non-disciplinary suspension until the Company receives <br />the test results. Hourly (non-exempt) employees will not be compensated for time missed from work <br />if the test is positive, adulterated or substituted, but will be compensated if the test is negative. <br /> <br />Post-Violation/Return-to-Duty Procedures: <br />An employee who has violated a DOT drug and/or alcohol regulation cannot again perform any DOT <br />safety-sensitive duties for the Company or any DOT-regulated employer until and unless the employee <br />has completed the SAP evaluation, referral and education/treatment process. For purposes of this <br />Policy, a DOT drug and/or alcohol regulation violation includes a verified positive DOT drug test, a <br />DOT alcohol test with a result indicating an alcohol concentration of .04 or greater, a refusal to test <br />(including by adulterating or substituting a urine specimen) or any other violation of the prohibition on <br />the use of alcohol or drugs under a DOT agency regulation. <br /> <br />Before a driver who has violated a DOT drug and/or alcohol regulation can return to a safety-sensitive <br />position, he or she must: <br /> <br />⇒ Meet with a Substance Abuse Professional (SAP) for an initial evaluation; <br /> <br />⇒ Properly follow all SAP evaluation recommendations for assistance and referrals, to an <br />education and/or treatment program; <br /> <br />⇒ Meet with the SAP for a follow-up evaluation to determine whether the individual has <br />successfully complied with the SAP’s education and/or treatment recommendations; <br /> <br />⇒ Take and provide a negative return-to-duty drug and/or alcohol test; and <br /> <br />⇒ Be subject to post-rehabilitation/follow-up testing as determined by the SAP for up to <br />sixty (60) months, to include a minimum of six (6) follow-up tests in the first twelve (12) <br />months after the return-to-duty test with an alcohol concentration of less than 0.02 and <br />a negative drug test. The SAP may terminate the requirement for the follow -up testing <br />at any time after the first six (6) tests have been administered, if the SAP determines <br />that such testing is no longer necessary. <br /> <br /> <br /> <br />Employee Discipline: <br />Employees who engage in any of the prohibited conduct listed above are in violation of this Policy and <br />are subject to discipline, up to and including termination, at the Company’s sole discretion pursuant to <br />the Company’s authority independent of federal requirements. <br /> <br />Any employee who refuses to submit to testing or attempts to adulterate or substitute a specimen will <br />be terminated. <br /> <br />In no case will the Company continue to employ an individual who has had two occurrences. <br /> <br />⇒ An “occurrence” is defined as a verified positive drug test result or a confirmed alcohol <br />level of 0.04 or greater.