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• Page 22 <br /> 382.605 (e) Conflict of Interest of Substance Abuse Professional. The City shall ensure <br /> (e) that a Substance Abuse Professional who determines that a driver requires <br /> assistance in resolving problems with alcohol misuse or controlled substance <br /> use does not refer the driver to the Substance Abuse Professional's private <br /> practice or to a personal organization from which the Substance Abuse <br /> Professional receives compensation or in which the Substance Abuse <br /> Professional has a financial interest. This paragraph does not prohibit a <br /> Substance Abuse Professional from referring a driver for assistance provided <br /> through a public agency, the City or a person under contract to provide <br /> treatment for alcohol or controlled substance problems on behalf of the City, <br /> the sole source of therapeutically appropriate treatment under the driver's <br /> health insurance program; or the sole source of therapeutically appropriate <br /> treatment reasonable accessible to the driver. <br /> 382.605 (f) Inapplicability of Section. The requirement of this section with respect to <br /> (f) referral, evaluation, rehabilitation do not apply to applicants who refuse to <br /> submit to a pre-employment controlled substance test or who have a pre- <br /> employment controlled substance test with a verified positive test result. <br /> 12. APPEALS PROCEDURE <br /> (a) Concerning disciplinary actions taken pursuant to this City of St. Anthony <br /> Policy Implementing the Federal Omnibus Transportation Employee Testing <br /> Act and Related Regulations, available appeal procedures are as follows: <br /> (1) Temporary Employees. Temporary employees as defined in the City <br /> of St. Anthony Personnel Policy shall have no right of appeal. <br /> (2) Non-Veterans on Probation. An employee who has not completed <br /> the probationary period and who is not a veteran, has no right to <br /> appeal. <br /> (3) Non-Veterans After Probation. A regular employee who has <br /> completed the probationary period and who is not a veteran, has a <br /> right to appeal to the City Manager no later than 15 calendar days of <br /> the action, or the employee may utilize the grievance procedure <br /> included in the applicable collective bargaining agreement. <br /> (4) Veterans. An employee who is a veteran has a right to appeal to the <br /> City Manager, a permanent demotion (including salary decreases), or a <br /> discharge, if the employee submits a notice of appeal within sixty (60) <br /> calendar days of the action, regardless of status with respect to the <br /> probationary period. An employee who is a veteran may have <br />