Laserfiche WebLink
Page 3 <br />Purpose and Objectives <br />The City of Hugo (“City”) has a vital interest in maintaining safe, healthful, and efficient working <br />conditions for employees, and recognizes that individuals who are impaired because of drugs <br />and/or alcohol jeopardize the safety and health of other workers as well as themselves. The City <br />is concerned about providing a safe workplace for its employees, and while the City does not <br />intend to intrude into the private lives of its employees, it is the goal to provide a work <br />environment conducive to maximum safety and optimum work standards. Alcohol and drug <br />abuse can cause unsatisfactory job performance, increased tardiness and absenteeism, increased <br />accidents and workers’ compensation claims, higher insurance rates, and an increase in theft of <br />city property. The use, possession, manufacture, sale, transportation, or other distribution of <br />controlled substance or controlled substance paraphernalia and the unauthorized use, <br />possession transportation, sale, or other distribution of alcohol is contrary to this policy and <br />jeopardizes public safety. <br /> <br />In response to regulations issued by United States Department of Transportation (“DOT”), the <br />City has adopted this Policy on Alcohol and Controlled Substances for employees who hold a <br />commercial driver’s license (CDL) to perform their duties. The City also has a section in the <br />Personnel Policy for Drug Testing (Section 3.06) for employees not covered by DOT regulations. <br /> <br />Given the significant dangers of alcohol and controlled substance use, each applicant and driver <br />must abide by this policy as a term and condition of hiring and continued employment. Moreover, <br />federal law requires the City to implement such a policy. <br /> <br />To ensure this policy is clearly communicated to all drivers and applicants, and in order to comply <br />with applicable federal law, drivers and applicants are required to review this policy and sign the <br />“Certificate of Receipt” portion. <br /> <br />Because changes in applicable law and the City’s practices and procedures may occur from time <br />to time, this policy may change in the future, and nothing in this policy is intended to be a <br />contract, promise, or guarantee the City will follow any particular course of action, disciplinary, <br />rehabilitative or otherwise, except as required by law. This policy does not in any way affect or <br />change the status of any at-will employee. <br /> <br />Any revisions to the Federal Omnibus Transportation Employee Testing Act and Federal Motor <br />Carrier Safety Administration (FMCSA) regulations will take precedent over this policy to the <br />extent the policy has not incorporated those revisions. <br /> <br />Persons Subject to Testing & Types of Tests <br />All employees are subject to testing who job duties include performing “safety-sensitive duties” <br />on City vehicles that: <br />1. Have a gross combination weight rating or gross combination weight of 26,001 pounds or <br />more, whichever is greater, inclusive of a towed unit(s) with a gross vehicle weight rating <br />or gross vehicle weight of more than 10,000 pounds, whichever is greater; or